Hiring Lessons Learned From Special Forces with Michael Sarraille & George Randle of EF Overwatch

Think what you may about the military but the truth is they hire better than you!

They developed and refined a process that, over time, has ultimately uncovered those individuals who exemplify the core values that are critical to the success of the organization and the mission. 

A strong commitment to We, before Me!  …which is what your company needs

Today is about lessons learned from Special Forces that you can apply to your company, to ensure that you are hiring the people who also share your company's core values.

Our guests today: Michael Sarraille, Founder & CEO of EF Overwatch, & George Randle, managing partner at EF Overwatch & Head of Global Talent Acquisition of Forcepoint.

Mike Sarraille is a former Recon Marine and retired US Navy SEAL officer with twenty years of experience in Special Operations, including the elite Joint Special Operations Command.

George Randle is a former US Army officer, and Vice President of Global Talent Acquisition at Forcepoint, a human-centric cybersecurity company. George has more than two decades of experience in talent acquisition at Fortune 100 and Fortune 1000 firms.

Today we discuss:

• Why it is critical for values to align with the mission 
• How to Model Military Special Forces in Hiring Talent

Can we all agree almost every core business problem can be traced back to a people problems? 

Knowing this, why do we set ourselves up for failure by hiring the wrong people?

Challenge today?

• Companies are terrible at hiring
  • Not the best leading recruiting
  • Actions don't reflect people importance
• Wrong people leading people

Why is this important to the company?

• If you don't achieve strategic competitive advantage over people, you will fail
• Weak HR function- CEO’s need to empower HR to breed success
• Every business function starts with people
• Costs are 213-1500% for a senior executive bad hire
  • Direct cost- 2-15x the person's salary ($3400 per every 10k in salary)
  • Indirect cost- disengaged employees 
  • Run out your A-players

Rick’s Nuggets

• Disengaged employees are easier to pluck out of your company when leadership is compromised

How do we deploy into your company?

• Focus in talent management solutions
• Talent diagnostics 
•  
• Leading in talent management first
  • Starts at the top
  • Investing into your people
• Constant Training (less than 1% of companies do this)

Key Takeaways:

• Look in the mirror
• Treating your human capital as discipline, rigor & focus as you do on your financial?

Links:

LinkedIn:

https://www.linkedin.com/in/michaelsarraillemba/

https://www.linkedin.com/in/georgelrandle/

Websites:

https://www.efoverwatch.com/ 

https://www.forcepoint.com/

https://thetalentwar.com/

Facebook:

https://www.facebook.com/efoverwatch/

https://www.facebook.com/talentwargroup/

Twitter:

https://twitter.com/MJSarraille

https://twitter.com/EfOverwatch

https://twitter.com/talentwargroup

Instagram:

https://www.instagram.com/efoverwatch/

https://www.instagram.com/talentwargroup/

 

This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/