Brian Breth: Sourcing the Right Players Creates a Company of Legends

December 6, 2018

Sourcing! Knowing who to target is far more effective recruiting strategy than casting a wide net when it comes to hiring correctly for your company. Even without a recruiting team, business leaders must be sourcing to engage and hire the right talent.

Today’s Quote:

"Finding good players is easy. Getting them to play as a team is another story." - Casey Stengel

Show highlights:

  • What is sourcing and why is it so important
  • Sourcing strategies
  • How to execute on your strategy!

What is sourcing?

Sourcing Definition according to SHRM

“Sourcing is the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates.  

Sourcing is typically part of the recruiting function performed by the HR professional, but it may also be conducted by managers within the company. Sourcing can identify either candidate who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).”

  • Identifying your players
  • Building your ShortList
  • Collecting data needed to engage them
  • Figuring out your Positioning
  • Where is time best spent?
  • Most important capital investment is your people. Good hires always provide ROI

 Sourcing Strategies

  • ATS (applicant tracking system) /Database …

    • Job boards are recruiting databases
  • Social Media
  • Job Postings
  • Misc. (recruiter networks, internal, alum networks) 
  • Referrals  - Should be the place you start

Where does Sourcing fit into the recruiting process?

  • Brian’s formula

    • Kick off meeting- Identifying needs
    • Sourcing -a place (ats, rolodex, spreadsheet)
    • First Contact
  • Rick’s Formula

    • Understanding your core values
    • Benching needs of the work to be done
    • Sourcing - building contact collateral 

How to Source (Small company sourcing/business leader sourcing)

*** Plan and develop the relationship before you need to hire the person.

Database/Referral Network first-

Best Methods for sourcing:

Under limited resources (self-recruiting)

  • Identify competitors - Your Talent competitors
  • Connect and network with everyone to become known and build brand awareness
    • Give before you take
  • Do your homework on the person, let them opt out then ask for referrals

Best tools for Sourcing

  • Referrals - internal/external   
  • Linkedin, Twitter, Facebook, Instagram
  • Sourcing Tools: Hiretual, Entello
  • Resume Data Bases - Internal ATS, Angellist
    • Archives
  • Portfolios - Carbonmade, Github
  • Creative sources
    • Meetups

Here’s How I source

  • Identification of Source companies
  • Target list
    • Define what to look for in potential people
    • Contact directly outside of social platforms and augment with social connections
    • Personal email, text messaging - Highest response rates

Engagement

    • Marketing/Messaging aligned with company values
    • Job Descriptions with clear performance metrics
    • Application process…. RESPOND!

Brian Breth is a talent acquisition leader and US Marine Corps veteran with proven of experience forging, adapting, and applying best practices to complex business challenges in recruiting.  He has a proven track record as an entrepreneurial leader whose ability to align teams, enact change, and build sustainable frameworks enables businesses to attract top talent and become more efficient, productive, and competitive.  Brian currently leads recruiting for the Publishing and Esports teams at Riot Games.

Not only is (Brian etc) speaking at the ERE Recruiting Conference in April in San Diego but yours truly is too! Join both of us there.

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Brenan German: Can AI be the Solution to a Bad Interviewing Experience?

November 1, 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.

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Nicole Washington: You Closed Your First Round of Funding, Now What?

October 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. 

 

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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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Shawn Andrews: What Is Emotional Intelligence (EQ) And How Is It Relevant To Hiring?

September 20, 2018

Why should we care about EQ 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:

  1. Interpersonal relationships
  2. Assertiveness
  3. Self-awareness

Sales:

  1. Self-actualization
  2. Assertiveness
  3. Happiness

Marketing / Creative:

  1. Optimism
  2. Reality testing
  3. Independence

Customer Service:

  1. Stress tolerance
  2. Assertiveness
  3. Happiness

Product Development /Manufacturing:

  1. Flexibility
  2. Problem solving
  3. 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

 

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

August 16, 2018

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

Today's Quote:

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

-Buddha

Show highlights

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

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

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

The challenges you faced

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

Start with your Core Company Values

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

Interview process:

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

 Take Aways

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

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

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

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

August 9, 2018

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

Today's Quote:

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

Show highlights:

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

You must first have an interview process:

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

Feedback Challenges:

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

*Mystery creates distrust

What you can and cannot give as feedback:

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

Aaron’s process for giving & receiving feedback:

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

Rick’s process for giving & receiving feedback:

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

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

How to professionally release a person from the process:

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

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

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

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Anita Kanti: Abolish the Resume!

July 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.

 

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Brenda Diederichs: Public Sector Versus Private Sector - What’s the Sexier Career Option? Startups, Pay Attention!

July 5, 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. 

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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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Tom Chaparro: How To Pick The Best Search Partner For You And Your Company (a somewhat biased perspective)

June 7, 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

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Lynn Taylor: Is It Possible To Transform Underperformers Into A-Players Just By Changing Seats? Spoiler Alert……Yes!

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.

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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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