Shannon Johnson: Having the Right Mindset to Get Hired

January 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
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Katie Weber: Evaluating Your Team to Get the Right People in the Right Seats

January 24, 2019

Today we are talking about Workforce Planning and our goal is to provide Clarity of what is really needed vs. what you think you want.  Evaluating Your Internal Team and Your Mission is crucial to get the right people in the right seats at your company!

Today’s Quote:

"Never look back unless you are planning to go that way."Henry David Thoreau

Show Guest:

Katie Weber, Founder & CEO of KMW Recruitment Consulting, a recruitment and coaching firm specializing in high-growth and transition scenarios for small to mid-size companies. With nearly 20 years of diverse recruitment experience, Katie has worked around the world with early stage start-ups to Global Fortune 500s. She now utilizes that experience to quickly assess recruitment challenges, recommend and implement best practices, and find creative solutions ranging from engaged search to plug and play recruitment teams for her clients.  She has developed a Recruiting Search Framework with supporting tools that facilitates organizational communication, reinforces recruitment branding, eliminates bias, and attracts the right talent. With the addition of High Performance & Career Coaching, she ensures that the candidates she places change the game with levels of confidence, employee engagement, productivity and influence that are off the charts. Her hires are often the company's best hires and top performers. The company motto is: It's not just about filling a position, it's about fueling your mission!

Katie serves on the Advisory Board for London-based start-up, Grad DNA, holds a BA in Psychology from Elizabethtown College, and has a coaching certification from High Performance Institute.  She is available for speaking engagements or workshops and will be a speaker at the April ERE Recruiting Conference in San Diego.

Episode highlights:

  • What happens when you don't plan?
  • Where to start
  • How to implement your hiring plan

Why is it important?

  • Run Lean- Instagram sold for $1B to Facebook with just 13 employees (2013)
  • Cost of a Bad Hire
    • Kills Morale, productivity
    • Disengagement is contagious

Planning & Kicking off your hiring plans for 2019

    • Evaluating the Mission

      • Defining what needs to be accomplished
    • Think about leadership first.
      • Evaluate the team that is already in place (workforce planning)
    • Budget & Timeline
    • The volume of positions needed to be filled, vs lack of internal leadership to manage them- open headcount before leadership.
  • Invest in hiring / promoting strong leaders
    • To chose the right recruiting strategy (partner, in-house recruiter)

Define who “We” are and Who we need

  • First Who, Then What - Jim Collins

    • Dare to Go From "Good to Great" - “First the people, then the direction”
    • Get the Right people on the bus, In the Right seats
    • Get the Wrong people off the bus

Evaluating your internal team

    • Cultural fit (Values, Attitude, Mission Ownership)
    • Education & Training required
      • Provide resources
    • Work Performance
      • Current
      • Growth
  • Accomplishments- Recognize even the small wins
  • Fulfillment- breeds engagement > Increased Productivity

Employment Branding/Messaging

  • Define the 3 things that are most important to them in terms of the job search

    • (open leadership) for greater collaboration
    • Top 3 trait alignment
    • What does that mean
    • Usually describing a company challenge
  • Transparency

Take Aways

  • Evaluate your mission, evaluate your people
  • Over communicate everything!
  • Fit people into your Company and not your Job
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Charles Antis: Discovering Your Company’s Purpose

December 13, 2018

It’s all about Purpose... Why? Because if your model exists just to make money, you won’t be relevant anymore. What is your companies purpose? Today we are going to help you discover your purpose and share ways to build purpose into to your hiring process.

Today’s Quote:

“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz

Show highlights:

  • Discovering your purpose
  • Getting others to rally around your company’s purpose (super power)
  • How to hire Purpose-driven people

Let’s start by talking about how you discovered your companies purpose

  • Origin Story:
  • Reason to exist other than making money
  • you have to have a Why
  • “We exist to keep families safe and dry” - Antis purpose

Why is it important to have a purpose?

  • The purpose of a company is to make money!
  • Involved in changing people’s lives
  • Benefits of Purpose
    • Retention
    • Increased productivity

Hiring with Purpose

  • Have a reason why
  • Getting others to buy in
  • Knowing your “Why” and building it from the inside out.
  • Helping employees discover their “Superpowers”

Tribal leadership- when the culture goes wrong. survival

Demonstrating that as a leader, you are there to serve them

Interviewing for Purpose

  • Messaging

    • Clear and consistent with how the leaders lead
  • Interview
    • Core values alignment
    • Hire for alignment over skills
    • Discovery of superpowers in the interview

Results

  • 20% culture lift in a month- gift card that they can donate to a cause that is near and dear. To someone who did
  • Retain 93%
  • Melt away silos builds a stronger bond between individuals and departments

Charles Antis, Founder & CEO of Antis Roofing & Waterproofing is a well-respected and widely known roofing expert, entrepreneur and humanitarian. Charles began his career as a roofing professional in 1984. Since then, he has become one of the most trusted names in the Southern California roofing industry, as well as an inspirational business leader championing social corporate responsibility.

Charles has been the recipient of many prestigious awards over the years and was recently honored with the 2017 US Chamber of Commerce Foundation Corporate Citizen Award, Small and Mid-Size Business. In 2017, he was also named as National Philanthropy Day Honoree, Outstanding Corporation or Business, Mid-Size; the Civic 50 Orange County Honoree; and received the top honor with the CNA Insurance/National Roofing Contractors Association (CAN/NRCA) Community Involvement Award.

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Monica Lukoschek: The Immigration Mess!

November 23, 2018

The Immigration Mess  ie: Immigration 10.142! Turning away great people due to immigration issues is just tragic.  

Today’s Quote:

“The U.S. immigration laws are bad - really, really bad. I'd say treatment of immigrants is one of the greatest injustices done in our government's name.” - Bill Gates

Show highlights:

  • The current immigration landscape
  • Changes in policy for 2019
  • Creative steps to navigate today’s immigration laws

Quick breakdown on the different types of Visa:

  • Hirable visa categories

    • E1, E2, - investor visa
    • F 1 Visa- Student visa practical training
    • H1B – Specialty Occupation (Cap vs. non-cap)  65,000, plus 20,000 for US masters/PhD last year 190,000 petitions filed.  Highest in 2017 236,000 filed (historical: annual cap to 115,000 for Fiscal Year 1999; 115,000 in Fiscal Year 2000; and 107,500 in Fiscal Year 2001. The cap would return to 65,000 starting with Fiscal Year 2002.
    • J-1 Visa- exchange visitor can work, receive training, study or do research
    • L-1A/B- Intracompany Transferee (manager, executive, specialized knowledge)
    • O-1 Extraordinary Ability in the arts, science or business.
    • TN Visa- NAFTA
    • R-1 Religious Worker

Immigration policy

April 18, 2017 Executive Order Buy American, Hire American – seeks to create higher wages and employment rates for U.S. workers and protect their economic interests

Allows for rule-making, policy memos and operational changes.  Ensure H-1B visas go to only the highest skilled and highest paid.

  • The H1 B Visa Changes
  • Focus on wages is a Level I wage a specialty occupation?
  • Challenging if a degree is necessary for the job… specific degree required?  Can you prove alternative eligibility requirements?
  • Computer Programmer Analyst – March 30, 2017 Rescinded 2000 memo.  Now stating that Bachelor’s not required for job. What other computer-related occupations could this extend to?
  • Third party worksite/direct employer/employee relationship.  i.e., even accountants at an accounting firm. February 22, 2018 policy memo supersedes prior memo
  • Rescission of guidance allowing USCIS to defer to prior
  • *Change in the information required for approval
  • Policy changing almost daily and hurts smaller companies most

Just last week, the DHS and the DOL proposed new regulations:

  • Electronic Registration for Cap subject petitioners by next April.  Initially Proposed in 2011

    • Only open two weeks?
    • Multiple registrations?
  • Elimination of work permits for spouses of H-1B workers waiting more than 6 years for green card (taking more than 10 years for certain countries)
  • Hiring challenge- Foreign workers need H-1Bs
    Missing out on A-players

What we need to do to navigate this mine field:

  • Consult your attorney before investing too much time

    • What to ask? What to look for?
    • Does the position require a degree and does the applicant have the specific degree?
    • Will the employer be required to seek a work visa?  H-1B employers required to pay for attorney’s fees and filing fees.  Can employer wait until October 1 (or beyond) for the employee to begin working?
    • If transferring from a previous H-1B – how many years on H-1B, do they have an approved immigrant petition (could extend time beyond 6 years).  Premium Processing suspended until at least February. Will employee risk transfer?
    • Will the employment be “off-site”?  Must show proof of right to control the employee and cannot “bench”  Can you provide SOWs, itinerary, etc. See itinerary requirements.
  • Creative solutions to still be able to hire the person your company needs!
    • Is the applicant from Chile, Singapore, Northern Mariana Islands, Canada, Mexico, Australia?  May be other alternatives.
    • Is spouse on a visa category which extends work authorization to employee? (E-3, L-1, etc.)
    • STEM OPT extension to 36 months.
    • 3rd party firms as a protective layer?
    • Offshore options - Canada or Mexico?
    • Work remote

As a founding partner at U.S. Immigration Law Group, LLP, Monica Lukoschek’s practice focuses on employment-based immigration law, assisting businesses in hiring and retaining foreign personnel and managing their immigration compliance programs, assisting entrepreneurs and investors in the United States, and providing advice to employers and employees with all aspects of immigration law compliance.

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William Tincup: People Have Options & Will Walk Away From Your Opportunity in a Heartbeat!

November 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.

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Kathy Dawson: Capitalizing on Current Employer Fails to Win Critical Hires

October 5, 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.

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Darrell Gurney: Breaking Bad, Career And Hiring Habits!

September 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

 

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

August 3, 2018

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

Today's Quote:

"Skills are Cheap. Chemistry is expensive" Mal Pancoast

Show highlights:

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

Elements of good team chemistry:

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

Warning signs of bad chemistry:

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

Monitoring your chemistry:

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

Interviewing to uncover chemistry:

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

Ways to omit bad chemistry:

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

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

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

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Hank Levine: Gamifying Your Entire Organization - Accounting Needs to Have Fun Too!

July 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.”

― Vineet Raj Kapoor

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.

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

June 15, 2018

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

3 rounds for the undisputed Podcast championship:

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

Round 1: Issues that HR has with Recruiting

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

Round 2: Recruiting perception of HR

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

Failure to Communicate:

  • Blame game
  • Market conditions (low unemployment)

Round 3: Working effectively together

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

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

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

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

June 13, 2018

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

 

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

June 11, 2018

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

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Ron Herrera: Benefits Strategy For Attraction And Retention. Thoughtfully Crafted To The Demographic Of Who Your Company Is Attracting

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.

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Richard Franzi:Unintended Consequences Of A Poor Hiring Process

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.

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Ville Houttu: Maximizing Transparency And Trust. This Bold Step Thrust One Company Toward Massive Success!

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.

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Chris Steely: Unconscious Bias And How To Eliminate It From The Hiring Process

May 4, 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.

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Nick Livingston: Improving Communication For The Interview Process Will Increase The Likelihood Of Making A Great Hire!

April 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.

 

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Todd Raphael:Hiring Practices That Are Driving Great People Away From Your Company!

April 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.

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Leisa Reid: The 3 Keys To Transformation For Yourself And Your Business!

April 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.

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Ken Schmitt: Building Your Talent Bench. How To Develop Strategies For Planning, Building Pipeline And Developing Relationships With A-Players!

April 5, 2018

It is important to have a proactive talent strategy when planning and building your pipeline for your hiring process. Know when and how to tap into the pipeline. Developing a solid foundation, always recruiting by using your referral resources, and utilizing the tools and changes that companies can make promotes successful hiring searches.

Show Guest: 

Ken Schmitt grew up in an entrepreneurial household with a father who was a Jack in the Box franchisee for 25 years, and a mother who left the accounting world to become a real estate agent.  After spending 9 years working for a local boutique firm and one of the world's largest Executive Search firms, Heidrick & Struggles, he launched TurningPoint Executive Search in 2007. The past two Years, TurningPoint has been ranked one of the Top 150 Fastest Growing Private Companies in San Diego (SDBJ).

Ken is also the Founder and CEO of the Sales & Marketing Leadership Alliance (SMLA), and the annual Sales & Marketing Leader of the Year Awards (SMLYs). Ken is a thought leader in executive search and takes a high touch, concierge-style approach to placing first class talent. Which makes him the perfect guest for today’s topic! He is the Author of LinkedIn Hiring Secrets for Sales and Marketing Leaders.  (Amazon.com)

Episode highlights:

  • The importance of a proactive talent strategy
  • Building your pipeline
  • When & How to tap into the pipeline

The Why… Process is Reactive

  • Starting at Ground zero (Avoid reinventing the wheel with each new search)
  • Pre plan questions
  • Organize- time, pace, resume/profile

Foundation -  Developing The Plan

  • Proactive mindset
  • Always be recruiting (ABC….)
  • Consistent message, not being transactional
  • Look at recruiting as a revenue generating or sales process.

Building the pipeline. Always be Recruiting

  • Employee referrals
  • Industry leaders
  • Top performers

Tools & Tweaks that companies can make to succeed

  • Simple spreadsheet on excel
  • Poor job of mining their own data.
  • Someone owning the process.
  • Employee referral program- on going notification

 

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Hicham Semaan of Tech Coast Angels: Metamorphosis From Solopreneur To Entrepreneur

March 30, 2018

What is needed to attract investors, the importance of a team, and how to enagage the right people for your company.  Develope a plan that will scale. Hire the needed technical, marketing and leadership expertise to raise capital and to build the business.

Episode Highlights:

  • What is needed to attract an investor
  • The importance of the team
  • How to attract and scale your team

The Foundation -  What really needs to be in place to attract seed round investment?

  • Pick up 1-2 key customers with a working prototype
  • Seed round: Have team, some customers, some revenue, working model. & need funds.

What is typically the right scenario for a TCA investor?

  • TCA- a 20-40% small percentage are open for execution delivery role.
  • *Understanding, awareness & belief

What is the biggest hurdles you see from entrepreneurs?

  • Giving up equity is often the big issue.
  • Angel members open to teaming up as a co-founder.

Building the Team - How do we attract the right person?

  • Resources
  • How to scale a team. Long term engagement, needs of the business.
  • Operator, needs to give up “control”.
  • Use advisors to vet talent, first reluctant to bring in the help.

Scale

  • When to start?
  • Evaluation & Planning
  • Analogy of championship sports teams- key pieces of the puzzle but not all the right pieces at the right team.

Hicham Semaan is an experienced CEO, GM, senior executive, angel investor, senior, and board member to CEOs, management teams, private equity, startup companies. He is a respected leader with strong vision, value creation, turn around, and acquisition expertise, and has successfully grown and exited businesses. Hicham is considered an expert in the technology, education, and real estate industries and has been a featured speaker at several industry events.

He is the newly elected Tech Coast Angels-Orange County President and has received the “Excellence in Entrepreneurship Award” from the OCBJ and was recently named “New Investor of the Year” by Tech Coast Angels.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Deborah Kantor: How To Treat People In The Interview Process. An Interview Is A Two Way Street. You Need To Sell The Person As Well As Them Selling You

March 22, 2018

All interviewees should be treated with the same positive hiring experience, rather they be an active or passive job seeker. When you eliminate pre-judging and biases, build rapport, and follow up with your candidates, it creates positive results: brings the truth, leads to referrals, and produces positive reviews.  

Episode highlights:

  • How to treat all candidates
  • Contact & Feedback
  • Results

What is a Active job seeker vs. a Passive job seeker?

Why do we treat an active job seeker and a passive job seeker differently? What are companies missing?

  • Eliminate: Pre judging & Bias
  • The Resume… laziness by not calling. Leads to referrals if not a fit.

Why no feedback when I apply to an ad?

  • Eliminate: Pre-judging & Bias

Act as if you are the candidate… Process for relationship building.

  • Looking for value in the conversation.
  • Follow through… set timeline, being considerate

Results

  • The truth
  • Referrals
  • Positive feedback (Glassdoor)

Deborah Kantor is the President of Kantor Sales Associates. She has mentored and trained countless sales professionals in her four-decade-long sales career path. Deborah has been a student in every aspect of the sales cycle, from prospecting to close, and in the building of trusted partner relationships along the way.  She has been a top performer in the staffing and real estate industries prior to her current coaching/training business. Beyond the sales skills necessary to open doors, Deborah is passionate about knowing how to present VALUE PROPOSITION, and communicate the WHY.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Scott Kuethen: Structure Your Interview For Success! Plan, Prepare And Execute A Process That Gets To The Truth Of Who The Person Is Across The Table From You

March 19, 2018

What should a proper Interview Structure should look like, how to Prepare and Plan the candidates for the Interview, and the right way to Execute the interview process. Having the right hiring structure will audition the interviewee for the company's cultural fit and determine those that may or may not be congruent to your organization's core values.

Episode highlights:

  • What a proper Interview Structure should look like
  • Preparing & Planning for the Interview
  • How to Execute an outstanding interview process

The Foundation - How should an interview be Structured?

  • Timed with a person leading the process
  • 3-5 individuals, auditioning for cultural fit

Preparation

  • Pre plan questions
  • Organize- time, pace, resume/profile

What does an interview plan look like?

  • Share the plan with the candidate before hand

Executing the Interview

  • Alleviate the pressure … keep congruent with your environment
  • Conversational
  • Knock out questions
  • Testing & digging
  • Wrap up… set timeline

Checking References & Referrals

  • Challenge the white space

Scott Kuethen is the CEO at Amtec, Inc., a professional recruiting organization specializing in placing professionals in Contract and Regular-Full-Time positions with companies ranging from small entrepreneurial start-ups to the fortune 100. He is an avid teacher, and writer in the areas of talent acquisition and selection, organizational planning, and business management. Scott’s life purpose is helping people find meaning in their work.

In his spare time, Scott enjoys photography, SCUBA diving, swimming, drone flying, and other activities that keep him young-minded.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

 

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Jordan Ritter!: Hire For The 3 C’s In Your Company! Culture, Capacity For Mastery, And Craft

March 8, 2018

A 5x tech entrepreneur and his unique approach to hiring great people for his  companies, using the 3 C’s: Culture, Capacity for Mastery, and Craft. Utilizing this interview methodology can take your company from good to great!

Episode highlights:

  • What the 3 C’s are?
  • Apply this methodology to your hiring for your company

A really unique approach to hiring, the 3 C’s

  • Culture: Values- evolution of culture, Ethos (montrose), Traits
  • Capacity - critical thinking & problem solving skills
  • Craft- skills (not defined by)

How to apply this methodology

  • Narrative arc interview
  • White space interview

Jordan Ritter is an accomplished entrepreneur and technologist, having co-founded several companies including music company Napster, messaging security platform Cloudmark, labor-as-a-service platform CloudCrowd and most recently, personal digital search engine Atlas Informatics. He also served as the CTO of entertainment company Columbia Music Entertainment, as well as fan interaction platform Zivity.  Jordan is also a regular open-source contributor, having authored free software commonly included in modern Linux distributions as well as Windows software licensed by Microsoft.  Several of his projects have been featured in well-known publications and books, and incorporated into University-level curricula.

His works have won numerous nominations and awards spanning across Comdex, DEMO, SIIA, PC World, PC Magazine, and WIRED. Jordan speaks at technology conferences around the world on topics ranging across entrepreneurism, startup culture, AI, computer and messaging security, and the music industry.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Jean Latu: Fractional Leadership As A Viable Option In Building Your Business!

March 1, 2018

The benefits of fractional help in your organization. Fractional work can bring important value while companies are experiencing change, such as a new leadership, merger and acquisition, or a resignation. Knowing when and how to engage a fractional person will provide the solutions needed for your company.

Episode highlights:

  • What is Fractional  - High end Temps!
  • When & how to engage fractional help

Jean Latu is the Founder & CEO of Ingenio Solutions, a consulting firm focused on accounting and finance. She leads a talented team of experts in finance and accounting who work with clients to solve problems, create efficiencies, and improve the bottom line.

Jean has worked on projects for companies like CarrAmerica, Coldwell Banker, and Marriott as a consultant.  She joined Jefferson Well as a Director of Finance Operations and led their finance and accounting practice. She grew the practice to 40 consultants from 5 and increased annual revenues to $10M from $1M in 3 years.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Robert Curtis: Using Analytics And Behavioral Models To Attract And Retain Great Talent!

February 22, 2018

How to use analytics tools to first understand the role you are needing to fill. The importance of placing the right language to attract the right person to your job description. We share a format to make your company stand above the pack in impressing and engaging passive talent!

Robert Curtis is the Founder and CEO of Alpha Quantix, a leading provider of people analytics, metrics, performance solutions, and consulting and training. Alpha Quantix is a certified partner with Predictive Index. Robert actively engages business owners and senior management, both direct to management and jointly with industry-specific consultants, in a variety of capacities focused on: hiring the best people, developing employee engagement and delivering employee performance, and generally shaping organizational culture to help companies be the best they can be.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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Brian Andersen: Gamification! Improve Employee Engagement, Provide Better Customer Interaction, And Enhance Productivity In Your Company

February 15, 2018

Gamification is leading by using the best ideas from games. Companies are using loyalty programs and behavioral economics to drive performance and engagement in their employees. Gamification in the workplace has been around for a long time but what's new is the introduction of tools, technologies, design disciplines and frameworks that are allowing us to do gamification in the workplace in a more scalable and repeatable way. 

Brian Andersen is Founder and CEO of Telecomprehensive Solutions, a telecommunications & technology brokerage headquartered in Orange County. Brian is a keynote speaker and Chair of the Business & Workforce Development Committee for the Greater Irvine Chamber of Commerce.  He leads Business Attraction & Retention efforts to unify our local Startup Ecosystem, connect business & provide education to empower Orange County's Workforce and other strategic Economic Development initiatives. In addition, He also serves on the Advisory Council for the Southern California Hospice Foundation.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Stephanie Paul: Communicate Your Message. The Keys To Crafting An Effective Presentation!

February 8, 2018

Ineffective communicators can shut down an audience in seconds! Especially with nervous, outdated or too technical presentation styles. This translates throughout your business and can definitely kill your ability to raise funding and hire top talent.  

Stephanie Paul is the Founder and CEO of Stephanie Paul, Inc.. Stephanie has an expertise in Working with people who have a significant message that needs to be inspirationally transferred to a variety of audiences. Helping clients get away from "Selling" to Storytelling and turn facts and figures in to "Edutainment". All this with a professional, entertaining, funny and unique style of coaching. Her clients have FUN while being coached ultimately learning how to communicate on a deeper more connected and entertaining level. Bringing a new refreshing air to the culture of the traditional corporate "Bored Room".

From an international background as an actress and a comedienne, including producing and directing Stephanie Paul has combined her knowledge and experience with writing, acting, presentation and production for both on camera and the speakers stage, to bring the “Mastery of the Message” to her clients. Executive Producer and Co-Organizer of TEDx Mission Viejo 2016, Official TEDx Orange Coast Presentation & Connection Coach 2014, 2015, and Official TEDx - Kish (Iran) Presentation & Connection Coach April 2015/16.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Robert Yonowitz: Bad Job Descriptions Breed Bad Hires! Success In Building An Outstanding Organization And Mitigating Legal Risk Starts With The Quality Of Your Job Description

February 2, 2018

It is imperative to have comprehensive job descriptions! Robert Yonowitz and I discuss why this is important and how they are used in the workplace. Lawsuit prevention, ADA accommodation, Performance Reviews and disciplinary action are the cornerstones of why.  Learn the components of an effective "defensive driving" job description and a description that attracts top talent!

Bob Yonowitz is a partner in the Irvine office of the national law firm of Fisher Phillips, one of the oldest and largest firms in the country practicing exclusively in labor and employment law representing management.  Prior to practicing law, he also worked for the United States Senate Judiciary Committee Subcommittee on Courts. Yonowitz has proven expertise in many aspects of labor and employment law including litigating harassment, discrimination, retaliation, wrongful termination and wage hour class action claims, drafting key executive employment agreements and incentive compensation plans. Robert developed and is the co-chair of the firm’s nation-wide Unfair Competition and Trade Secrets Practice Group and has published numerous chapters, articles and lectures on the benefits of arbitration, drafting employee agreements, and prevention of employee theft of trade secrets.  

He is a member of the California Bar, and the Labor and Employment Law Section of the American Bar Association.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Rodney Burris: Prioritize And Hire For EQ Over IQ! Mastering The Identification Of Emotional Intelligence In The Hiring Process

January 25, 2018

Emotional Intelligence, or EI, describes an ability or capacity to perceive, assess, and manage the emotions of one's self, and of others. Our EQ, or Emotional Quotient, is how one measures Emotional Intelligence. EQ is the Motivation, Empathy, Self Awareness, Self Regulation, and  Social Skills. Emotions have the potential to get in the way of our most important business and personal relationships. But understanding the importance of EQ and having an in-depth process in place to evaluate each component, will  uncover the truth and reveal any red flags of your candidates, preventing a hiring mistake for your company. 

Rodney Burris is the President, COO and Co-Founder of Care Partners at Home. Founded in July 20, 2016, Care Partners At Home and its parent company, Post-Acute Care Partners Inc., was a career-long vision of Rodney's, a healthcare leader looking to turn his personal stories of caregiving and love into a completely different approach. His professional philosophy focuses on compassion and love, yet is built on a foundation of skilled associates with true expertise, delivering exceptional care.

Over the past 15 years, Rodney has had the opportunity to serve as a leader in Regional, Executive and Board Member roles across a spectrum of Healthcare organizations.  These ventures have spanned from large corporate structures to small start-up companies. His intensity, drive and passion to care for others is a derivative from playing the role of “patient” many times throughout life.  These events have inspired Rodney to build high performance teams that desire to broaden their positive impact through creation and innovation.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Craig Cooke: Knock Out Startup Pains By Learning How To Properly Evaluate The People You Are Looking To Hire!

January 18, 2018

How do you REALLY discover if the person you are trying to hire is competent? Great incites shared by today's guest to avoid this major hiring mistakes that those before you have made. Besides having a Hiring Plan in place, providing in-depth evalution of your candidates, and implementing the right questions, will help hire the right people for your company. 

Craig Cooke brings more than 20 years of interactive, marketing and management experience to Rhythm. As CEO, Craig drives the direction of the company through his vision, strategic planning and execution. He is actively involved in marketing initiatives, research and development, business development, vendor selection and strategic partner development. He also participates in hiring and producing high-quality solutions that deliver true value to clients. Craig takes a consultative approach to problem solving with clients. Essentially, he believes in helping people, delivering quality, demanding excellence and being accountable.

Craig’s leadership has driven Rhythm to be recognized as a fastest growing private company for five years in a row by Inc 5000, Orange County Business Journal, as well as a “Top Places to Work” in Orange County by OC Register and Orange County Business Journal.

 Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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Karl Hardesty: Feel The BURN! Burn Rate Management At Various Stages Of A Company’s Life Cycle!

January 12, 2018

It is pertinent for companies to manage properly the rate of their spending through the varies stages of the business life cycle.  Each level of growth, development/seed, startup, growth, expansion, and maturity has its monetary and talent challenges. But incorporating specific plan of expectations at each stage, hiring and delegating experts, and monitoring the burn rate accurately will encourage growth and success of your business without breaking the bank.

Karl Hardesty is the CEO and Founder of Hardesty LLC, a national executive services firm providing both executive search services and on-demand executives to companies.  The Hardesty firm has built their reputation in the CFO space based upon their rapid deployment of experienced financial management resources through interim and project based engagements.  Hardesty also specialized in other C-Suite rolls including CEO, COO, CIO and VP of HR.

Hardesty has grown rapidly since its inception in 2011, making Orange County’s Fastest Growing Company list for 2014 and 2015.  The firm and it’s affiliates currently have offices in 10 major markets in the US.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Paul David: Start Caring About Your People! Watch Your Business Thrive!

January 4, 2018

To build an outstanding Company, you need to start caring about your people. That is to listen, understand them and achieve mutual loyalty. Caring about your employees can be incorporated through Leadership, Investing time to get know the person at the Interview Process, having an Interview Structure with Behavioral Questions, and focusing on Engagement and Growth. When you really appreciate your employees, it transfers to your customers and the business!

Paul David is the founder and CEO of Identified Talent Solutions, an Irvine, California-based recruitment and human resource consulting firm. Paul has been featured in numerous business publications, and his firm was named one of the "Fastest Growing Private Companies” by the Orange County Business Journal and listed on the “Inc. 500” by Inc. Magazine as part of its annual list of “America’s Fastest Growing Private Companies.”

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Dr. Deena Brown: Eliminate The Complaints About The Millennials! Learn To Properly Engage Talent To Elevate Into Valuable Employees!

December 21, 2017

There are two types of engagement, before the hire and while employed. Recruiting is not about you or your needs anymore. The proper engagement in the recruiting process is focusing on work life balance, social consciousness, benefits… opportunity for growth. 

To retain talent once you have a person as an employee, you need to build the right cutlure by providing growth, communication, and having a Purpose, Intention, and Execution process in place.

Deena Brown is an Executive Director and certified speaker, coach, and trainer with The John Maxwell Team. She is an international best-selling author, The A-Z Guide to Mindful Leadership (Amazon.com) and has been featured on ABC, NBC, CBS, and Fox as a highly sought keynote speaker, business and leadership growth expert.

She is affectionately known as The Millennial Whisperer. Her clients have identified her as The Catalyst because she makes Shift Happen. She is the founder of the Millennial Leadership Institute that provides leadership development and lifestyle coaching to Millennials. Her signature C3LeadershipTM Program helps professionals have more Clarity, Confidence, and Consistency by teaching how to Communicate with Influence, Connect Authentically, and Collaborate Strategically.

Dr. Brown’s expertise helps organizations and individuals build a clear path to significance that bridges their philosophy, vision, mission, and goals to their optimal organizational identity.

Check out Blog A and Blog B on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Scott Krawitz: The Trials And Tribulations Of Finding The Right Technical Leader For Your Company

December 13, 2017

It is important to have a strong technical leader for the success of your company. Entrepreneurs often make the mistake of bringing in the wrong type of person. Today we discussed best options for technical leader for your business.How do you get a strong leader to join your company? You need to know what a strong technical leader looks like and have a plan of action to make sure the right ingredients are present in a person to ensure their success.

Scott Krawitz is the Founder and CEO of People Driven Solutions (PDSI), a technology services firm specializing in fractional technology leadership, curated technology solutions, along with talent acquisition and retention. For over 20+ years, Scott has consulted executives and lead teams through all project phases from strategic planning, analysis, design, and development to implementation, iterative improvement and ongoing support. Industries served include: Financial Services, Healthcare, Software, Retail, Business Services, Legal, and Education Technology. 

In addition, Scott passionately serves on the Technology Advisory Board of the National Foundation for Autism Research supporting a software quality assurance training program. His greatest satisfaction is creating a win-win situation orchestrating the hiring of graduates.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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Karen Bajanov: Two Major Changes In California Law That Will Impact Your Interviewing Process In 2018!

December 7, 2017

As of January an employer can no longer ask a person's salary history. They also can not ask about any form of compenstion and benefits. This includes 3rd party recruiters and reference checks. Companies with 5 or more employees will also be required to Ban the Box on job applications. This means that the criminal history section will be omitted and can no longer be asked during the interview process.

With over 15 years in the “People Business”, Karen Bajanov is a seasoned Human Resource Compliance Specialist. After graduating from Cal State Los Angeles with a degree in Health and Human Services, Karen began her career as Director of HR for a major corporation that had over 500 employees. 

While in the corporate environment, Karen realized that small and medium businesses had a real need for human resource solutions in order to grow and protect their business. After 13 years as the Director of Human Resources with a corporate firm, she began KEB Business Consultants. KEB Business Consultants now serves small and medium businesses, across a variety of industries, with all of their human resource, talent management and benefits administration requirements.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Ash Kumra & John Reed of Youngry: The Secret To Creating A Movement Around Your Company!

November 30, 2017

If you can find a purpose for your company above and beyond just making money… You will ignite passion in your Influencers & Advocates.

YOUNGRY™ - an united community of entrepreneurs that hustle, profit, expand, and inspire with original content, events, and e-commerce.

Ash Kumra, CEO and Co-Founder is an award winning entrepreneur, author, speaker and syndicated radio show host. He has been recognized by the White House and President Obama as one of the top 100 entrepreneurs in the country under 30.

He is the author of book series "Confessions from an Entrepreneur" (Volume 1) & (Volume 2) (Amazon.com), spoken to over 10,000 people on entrepreneurship, over 100 articles and conducted over 1000 interviews with business mavens, entrepreneurs and celebrities.

John Reed is the COO of Youngry.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Dalip Jaggi: Investing In Your People Above And Beyond The Standard!

November 22, 2017

We learned about a company that was truly built by: Valuing people more than anything else. Invested in people first. Foster education first, allowing room for growth. Doesn't cut corners and gives benefits freely. He caters to the company and is big on creating value for company and clients.

Dalip Jaggi has been recognized as a young entrepreneur, an active soul who is always looking to do more and do better. He is the founder of the respectable brand and digital agency, Devise Interactive. Inventor, he co-founded the world’s first smart shower device, EvaDrop Smart Shower and an interactive kiosk for brick-and-mortar shops, Fraxtion. He co-founded Forge54, a non-profit, that hosts a  54-hour hackathon weekend to provide a marketing makeover to one non-profit every year. Dalip enjoys spending time with his family and friends, playing chess or even the saxophone, and snowboarding.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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Rod Swartwood: Human Capital Return On Investment! HCROI

November 16, 2017

Most companies look to HR for Compliance and today we take a look at how Human Resources can positively affect profit rather than holding down costs. 

Rod Swartwood is the Founder and President of HR Prime, a full-service HR consultancy specializing in the strategic and tactical creation of best-in-class talent management practices and world-beating teams.  From HRIS roles with government agencies in the early days of LAN based business computing through his strategic HR leadership roles at startups and Fortune 300 companies. His 26 years of practical HR leadership in a wide variety of verticals, coupled with his degrees in organizational psychology and business give him the unique opportunity to guide both young organizations and established entities to greater productivity and profits.  

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview. 

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Peter Polydor: The Importance Of A Strong Team When Shopping To Investors!

November 1, 2017

One of the most critical elements to being funded is the team who are leading the charge. Know your weaknesses and have a plan to fill those gaps! Be honest in your approach and realistic in how your company will grow.

Points covered:

  • - Importance of a strong team
  • - Having a Plan & When to Pivot
  • - Strategy for how and when to engage a recruiter
  • - Position your team to be attractive to investors

Peter Polydor is the CEO and Founder of ERGO Capital and the startup accelerator Ergo AccelIn 2014, he founded the Eureka Building, a three-acre startup and tech community based in Irvine, California, designed to foster innovation and house entrepreneurs. The site is home to over 30 companies ranging from startup to a large public company. Peter sits on the Boards as well as Advisory Boards of a number of portfolio companies and startups. Further to his work at ERGO, Peter is a Professor of Practice at the University of Wales, is a Charter Member of the Canadian C100, recipient of the Greek 40 Under 40 award and the Power 30 Under 30 award. He received his BA from Occidental College and his MBA from the University of Oxford, Said Business School.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Brad Hendricks: Creating An Environment That Fosters Personal Growth And Smashes The Glass Ceiling!

October 26, 2017

The results can be astonishing just by giving people the opportunity to learn & develop new skills!

Take Aways:

  • Maintain “family culture” & Creativity
  • Daily/weekly engagement, focus on keeping people involved
  • Promote creation of games through contests. Pitch ideas, if they are not interested, the IP is the employees to develop on their own. Use the company’s resources to build.
  • Winning with uniqueness: family environment,  they play where the big companies can not offer. Ambidextrous, ie: take and engineer & teach rendering, AI, leaders are willing to teach.
  • Career manager- making sure people are learning what they need/want to learn.

Brad Hendricks is the CEO and a serial entrepreneur/business development specialist who started up Blind Squirrel Entertainment, Inc. in 2010, a AAA game studio that creates original content and provides full game development services to various publishers and developers.  Under his leadership, BSE has quickly become the top collaborator for industry leading titles such as Disney Infinity 3.0, Bioshock: Infinite, XCOM: Enemy Unknown, Borderlands 2, Sunset Overdrive, and Evolve.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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John Crittenden: What Is The Right Time To Exit Your Startup?

October 19, 2017

The trials and tribulations of when a founding member of a team should step away from his company in order to let it grow.  When to exit and how to do it in such a way to benefit the company!

John R. Crittenden, is the Founder and CEO of Mondigi. He is an entrepreneur with broad experience across asset management, sales and marketing, consumer financial brands, and digital wealth management platforms. Prior to Mondigi, he was one of the first four employees at Acorns and  earliest executives as Director of Institutional Services, one of the first and most successful robo-advisor platforms focused on wealth management.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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Sean Ferrel: A Founder’s Story…. First Hiring Pains And A Unique Culture Developed Around A Baseball Theme

October 12, 2017

How does the baseball theme transfer into their interview process.

  • Strength finding exercises
  • Provide growth plan in interview
  • Put gameplan together for each employee
  • Involve different departments in interview process in a panel interview process.

Sean Ferrel founded Managed Solution in 2002. He recognized the need for consultative IT services for small-to-medium and enterprise clients and with little capital, Sean and his dedicated team grew the company organically to success. Within 3 years, the company was recognized as one of San Diego’s 40 fastest growing companies, awarded one of the 40 companies with owners under 40 years old and recognized as the 27th fastest growing IT company in Southern California. 

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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John Shower: Startups! You Must Build A Solid Board Of Advisors. Learn Creative Ways To Recruit Amazing People

October 5, 2017

Jon Shower a multi industry entrepreneur here in Orange County with his most recent venture being in the tech space.  Currently, Jon is the founder and CEO of iNK, a new business networking platform geared towards helping people build better networks.  They were funded earlier this year and are finishing testing an alpha version while preparing to launch live within the next month.  

Following your passion and not being afraid to take risks are two big factors that have led Jon to this point in his journey.  A lot of his core values and mindset came from the men in his family as well as his time serving in the United States Marine Corps through the mid 2000's.  Jon did two combat tours to Iraq over his 4 years and then decided it was time to move on.  Moving to Orange County in 2010, Jon dove into the fitness industry.  He started a training company geared towards professional athletes and executive clientele.  He created programs for dealing with post surgery rehab, injury prevention and strength and conditioning.  After proving successful over the last 7 years, the itch to follow another idea and passion took over.  The tech space was uncharted territory in 2016 for Jon but he had an idea and the passion to see it through.  "I knew that building the right team around my million weaknesses would be paramount in a completely new territory....and that's what we have done".  

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Usama Kahf: The Way Your Company Writes It’s Job Descriptions Can Get You Sued!

September 28, 2017

While there are many hurdles out there, the biggest legal challenges companies have in hiring today boils down to two main issues: when employees don’t disclose the truth during the hiring process and when employees bring over trade secrets from their previous workplace.

When potential employees don’t tell the truth during their interview process, whether they’re hiding things or holding back crucial information that could pertain to their ability to perform the duties of the role, it can cause major issues and put businesses in sticky legal situations. 

Usama Kahf is an attorney at the Irvine office of Fisher Phillips where he practices employment law.  Fisher Phillips is a national firm that only represents employers in all aspects of labor and employment law.  Usama’s focus is on litigation prevention and compliance.  He has a passion for educating business owners and HR directors on how to minimize legal risk and comply with complicated employment laws.  

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Brian Montes: Stopping The Revolving Door Of Employee Attrition

September 13, 2017

Stopping the Revolving Door of Employee Attrition. People leave your company because they are dissatisfied. If you are running a company and driving things too fast, you really need to take a minute to look around you and ask yourself, “are the people around me getting what THEY need from our organization”?

Brian Montes of Strategy & Business Development for KEB joins us to discuss Organizational behaviors that can lead to employee dissatisfaction. Brian oversees the day to day sales and operations of KEB, a Southern California based HR Management & Payroll firm. Since 2014, he has helped hundreds of companies better manage their talent, optimize their business operations, bring an ROI to HR and increase stakeholder value.

Brian can be reached at KEB 

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

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Carey Ransom: Creative Thinking Must Be A Premium For Your Company- And It Starts With Building The Right Team!

September 7, 2017

Having a strong team is so important and how to build it properly.

Carey Ransom is an experienced Internet and software entrepreneur and executive, having started, grown and led many technology companies during their startup and growth phases. Most recently, he was Chief Innovation Officer of Experian Consumer Services, where he led the new portfolio of consumer credit, financial and identity products, as well as partnership across other Experian business units. Previously he was Chief eXploration Officer (CXO) of Payoff, a venture-backed consumer-focused digital financial services company, where he led new initiatives and strategic partnerships. He was also the CEO at RealPractice, a venture-backed marketing software and services company, which he sold in 2012 to ReachLocal (RLOC).

Carey is active in the Orange County startup and business community and is a long-time board member of OCTANe. He has frequently spoken at software, financial technology, and online media conferences such as AltFI, Innovation Project, INBOX, The BIA/Kelsey Group, OMMA, and others. Carey’s expertise is identifying new partnership and revenue opportunities, product and technology initiatives, and creating and leveraging market trends.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

 

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