Hire Power Radio Show

Special Event: Ravi Sharma from TiECon SoCal

Ravi Sharma, Co-Founder & CEO of OOtify, TiE Charter Member, Investor, and Mentor

Erik Huberman: Dissecting a Hire Gone Wrong

The mistakes we, as entrepreneurs and hiring managers, make when building our companies. Often our need to fill overrides our logic in determining the fit between both parties and as result Core Values are often ignored. Assumptions, unclear expectations, and lack of diligence make for a perfect storm of a disastrous hire.  

Today’s Quote

"Hiring people is like making friends. Pick good ones, and they'll enrich your life. Make bad choices, and they'll bring you down." - Jason Fried

Show Guest

 Erik Huberman is the founder and CEO of Hawke Media, the fastest growing marketing agency in the United States. Launched in 2014, Hawke Media has serviced over 1000 brands of all sizes, ranging from startups like Tamara Mellon, SiO Beauty and Bottlekeeper to household names like Red Bull, Verizon Wireless and Alibaba. Hawke Media has taken home numerous industry awards including inclusion on the Inc. 5000 2017 list of “Fastest Growing Companies”, Fortune Magazine’s “50 Best Workplaces in Southern California” and Forbes’ “Content Marketing Companies to Check Out in 2018."

"Prior to Hawke, Erik founded, grew and sold two successful e-commerce companies. Huberman is the recipient of numerous awards including Forbes “30 Under 30,” Inc. Magazine’s “Top 25 Marketing Influencers,” and Best in Biz North America’s “Marketing Executive of the Year.” A regular contributor to major publications like Forbes, Entrepreneur and CS Q. Huberman is also a well-known keynote speaker.

Episode Highlights

• Break down one of your early hires and talk about the decisions that were made and why
• What we learned and how you can avoid making our mistakes

Making a wrong Hire: Walk through the story

• Hired an executive, all-star, great background
• “Why would you buy a dog if you're the one barking on the corner”
• Discussing expectations, but not the HOW.
• Had a budget, revenue numbers, really clear…
• Takes time for executives to ramp up
• Hired from a large company- a different mindset
• Taking people through a more formalized process.
• Properly frames the mindset as a professional environment
• You are taken more seriously
• *Onboarding Process 
• Didn’t have a process. Throw people to the wind
• Unprofessional entrance + people didn't view it professionally
• Made the mistake of selling perks 
• Hired 7 people in the beginning, only one stayed past 6 months. 
• Bridging the gap with the business.

* Post hire, you are not done once you made the hire. Once someone is hired, real-time investment into their success.

Rick’s Hiring Mistake

• Hiring Friends without clear expectations
• created an expectations document 

Key Takeaways

• Stick to a hiring process - It must be Professional
• The more senior the hire, the more time investment to align expectations - May take up to a year to come up to speed

Tevis Trower: Re-Humanizing the Interview Process By Shifting Our Language

We don't hire for human competency but for skill set.  Our language is inhuman in spite of the very real experience of working with HUMANS. People want Connection and Authentic Interaction. We need to understand What makes you, you?

 Today’s Quote:

“Learn everything humanly possible about everyone you do business with." -Harvey Mackay (Swim with the Sharks)

Show Guest:

CEO of Balance Integration Corporation | Advocate for Corporate Culture & Employee Engagement

Tevis Trower is a pioneer in optimizing corporate cultures. Heralded in bestselling Megatrends 2010 as “corporate mindfulness guru for the new millennium”, Tevis has assisted powerful organizations ranging from Disney to Morgan Stanley in optimizing their most precious assets: human beings. She has created and facilitated global executive immersions for prestigious organizations including Harvard Business Review Events, Young Presidents Organization, PWC, Bloomberg LP, Viacom, Google and The Economist on issues including mindfulness, executive lifestyle, personal mastery, innovation, and the role of consciousness in creating radical success.

You can find profiles and expert advice from Tevis featured in respected media outlets including Forbes, Fortune, BusinessWeek, Glamour, YogaJournal, CIO, Pink, RealSimple, Crain’s, New York Post, Financial Times, WWD, New York Observer, MSNBC, FoxBusiness, NY1 and Martha Stewart. As NYU Faculty teaching Business Creativity & Personal Mastery, Tevis has also served as worklife expert to WebMD and Huffington Post. Tevis lives what she teaches spending time in NYC, Montauk and Woodstock, enjoying surfing, snowboarding and entertaining friends at home with her dachshund, Ruby.

Episode highlights:

• Why it is important to re-humanize your hiring process
• Changing the mindset by shifting the language
• The formula for a successful shift

Problem:

Why is this important?

• Because we focus upon skill development to get into the roles we aspire to, we buy into the notion that work and life are separate. But the reality is that we are only one person, one being.  
• Through this buy-in to self-abnegation, we leave ourselves out of the workplace and all but guarantee to burn out and disillusionment. When we approach interviewing that way, we’re bound to forget that the person across from us is first and foremost a human being.
• Impostor syndrome of the interviewers (hiring managers!)
• IS-is there a place for me here? Everyone feels a little like a fake/fraud.
• Myth: This person is only as good as their resume.
  • Truth: Most of the best people, have the worst resumes

Mindset

• Creating a corporate culture happens one conversation at a time. Talking about what you are passionate about, what matters to you.
• Work is home
• It is a demand market.
• * we forget we are hiring a human being… not filling a seat.
• Bring an entire life into the company

Rick’s Thoughts

• Stay away from “stinkin thinkin”  - Transactional thought
• Judging people based on a piece of paper
• Restructuring the recruiting department to touch those who apply

Solutions:

By shifting the language we begin to shift the mindset.

Changing the language - humanize

• What does it mean to be human at your company?
• Don’t talk headcount, filling a seat
  • life count, heart count.
• Talk about finding the “right new colleague”
  • Not filling a seat or role, rounding out our community
• Shift to human terms

The breadth and depth of this person.  

• Talk about the eulogy and not the resume
• Think of everyone in terms of a peer
• Values -
• The framework is in the questions, not the answers

If the adage is that people leave managers, not companies, they probably refuse offers from managers as well. Foster a culture that supports the value for success. Are they Google-ly?  And what happens when being googly becomes a weakness? Homogeneity can be a downfall.

Rick's Plan

Cut out words like “candidate”, Job Description, industry terms

Key Take Away:

• Tune into your own Humanity
• Humanize the language
• Slow down the interview process to give more room & space

Greg Toroosian: The What & Why of Your Job Description. Understanding Who You Really Need to Hire

Before you hire, you need a clear understanding of what you need and Why. What is required needs to be focused on the work that needs to be accomplished. And that’s Why it helps to prioritize the level of importance.

The most crucial part of the recruiting process is understanding why this is really needed. It is often overlooked.

 Today’s Quote:

"There are no secrets to success. It is the result of preparation, hard work, and learning from failure." -Colin Powell

Show Guest:

Greg Toroosian has spent the best part of a decade recruiting for technical positions across software, IT, and hardware verticals. He also has experience building non-technical teams including finance, marketing, business strategy, legal and operations. His career started in the UK as an agency recruiter working with companies in various industries and at different growth stages. He’s currently the Director of Talent Acquisition at sweetgreen where he oversees the team that manages all corporate hiring for technical and non-technical teams. sweetgreen is set to grow rapidly this year due to their focus on technology and the recent large round of investment they received.

Episode highlights:

• Defining what is needed and why
• Our Methods for defining and prioritizing your roles

Problem:

• Hiring managers don’t really know what they need
• Understand the gap, skillsets, and planning for growth
• I need another one of this person
• Job description we used last time
• Factoring in lead time to make the hire and then bring someone up to speed.
• Realistic Timelines
• Inefficient time spent on the wrong people because the hiring manager is really not
• Sitting down and outlining the work that needs to get done
  • Prioritizing the work
  • Setting performance benchmarks

Solutions:

Focus on the What and then the Why

• Greg’s Intake Process to define the What & Why - Request Greg's Intake Form: andrea@stridesearch.com
• Prioritization: is this really needed?
• What will the person be doing?
• How will that add value here?
• How is the work being done right now? (light bulb of urgency)
• Forward-thinking- hiring ahead of the plan
• Hire toward the body of work

Rick's Input: 

• Write down the actual work that needs to be done with a timeline
• Define the expectations by setting at least 3 Performance metrics for the first 90 days
• The Problems that need to be solved help to gain emotional buy-in
• Tie the work to Growth - Impact

Key Take Aways:

• People are attracted to the problems you solve
• For hiring managers: Upfront time spent configuring the process and fleshing out then real need is crucial to a successful, smooth and efficient process. Give your recruiting partner adequate time, think through the real need and purpose of the role, and be clear on what the success criteria is.
• For recruiters: Know that this is where you can add a lot of value as a partner. Be confident in the questions you ask, be inquisitive, think about what you need to align on and focus on unearthing that information. This document and the information it contains will be what you refer back to throughout the process to make sure you’re on the right path and to push back when necessary. 
  

Ryan Foland: The Problems You Solve Trump Perk-Based Employer Branding in Talent Attraction

Employer branding is a very hot topic! Today we are here to challenge conventional wisdom and say that people pitch their company and themselves wrong.

They pitch what the company does and the perks they offer rather than the problems they are solving first. Talented people want to solve challenging problems!

Now I am a huge believer in looking at what everyone else is doing and doing the opposite… it works for me!

Today’s Quote

"A problem is a chance for you to do your best." - Duke Ellington

Show Guest

As a global Keynote Speaker and Managing Partner of InfluenceTree, Ryan Foland helps executives harness the power of vulnerability and authenticity to build better, more relatable, more profitable brands. Recognized by Inc. Magazine as a Top Marketer and named a Top Personal Branding Expert by Entrepreneur Magazine, Ryan is the inventor of 3-1-3® Method, a discovery process that helps communicate ideas into three sentences, which is condensed into one sentence and then ultimately boiled down to three words.  His book Ditch The Act: Unleash the Surprising Power of the Real You for Greater Success, will be published in October 2019 by McGraw-Hill. When he is not speaking, he is likely sailing.  

Episode highlights

• Why the positioning of your messaging does not attract people to your company
• Share our methods for engaging talent to be drawn to your company

Problem

• No one cares what you do or who you are.
• Try instead promote the core problem you solve.  
• Lack of Aspirational influence.
• People not Inspired by the impact your company will have on the world

Psychology

• The mindset of the person you are talking to when presenting your opportunity
  • Reptilian brain- in charge of our survival
  • Fight or flight, sexual behaviors, anger & fear reside
  • Keeping people out of the fear zones

• Rick’s Switch theory
  • The words that you chose to come out of your mouth either turn people on or off

Solutions

3-1-3 process - Tease out the problem you solve to uncover the actual pain! Solve the problem of.....

• 3-problem you solve in one sentence  (problem, solution, market)
• 1- condense to 1 sentence
• 3- Words (Marriott of marketing)

Pain being solved by the position & pain of the company that they solved by their customers. Alignment of pain points.  

Eliminates being another me too company

Example of a good 3-1-3

The difference between success and failure hinges almost entirely on a company’s ability to hire the right team. One bad hire can destroy the company. We provide a step by step process that eliminates wrong hiring decisions. Startups need a competitive advantage when fighting for talent.

Rick’s first step

• Open with a slap in the face by Locating a career wound!
• Locate the pain first. Match the problems solved with the solutions the person can gain by joining your company.
• Lead people down a path and let them draw their own conclusions

Key takeaways

• Nobody cares about the words coming out of your mouth
• People are attracted to the problems you solve
• Change your messaging! Problem, Solution and  Market

Ryan's Social Media

Instagram  Linkedin  Twitter  Facebook

Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life

"Post and Pray" yields mediocre results and yet It is the go-to method for most companies, especially startups. Look, dating apps have evolved so let's take a page from them and figure out creative ways to attract talent. After all, your companies success or failure hinges on it!

Today’s Quote:

"Pleasure in the job puts perfection in the work." - Aristotle

Show Guest:

Chris Russell is the Managing Director of RecTech Media. He is a digital recruiting expert. He began his career as a job board owner where he first learned the craft of attracting talent online. He's also a former corporate recruiter with real-world experience in the recruitment process and technology implementation.

As as a recruiting technology/marketing consultant he advises both employers and vendors on how to attract candidates or clients. He frequently blogs on the news site, RecruitingHeadlines.com, podcasts a weekly show called “RecTech” and conducts live video training on recruitment marketing tools and tactics at RecTechLive.com.

Episode highlights:

• Why you should look at approaching job postings differently
• The best ways to market your opportunities
• Tools available to help you automate the process

Let’s talk about the approach almost all companies take

• Write “job descriptions” (wish lists)
• Do Not copy old ones!
• Post on job boards
• Farm the Job boards
• Passively work employee referrals

The Job Description Format

• -short 300 words or less - According to Linkedin?
• Employer value proposition
• Q&A job descriptions
• Video
• Cybersn.com
• Harry joiner - long form job

Rick’s Format:

• Build your job descriptions around uncovering a Career Wound
• Build in Performance Metrics! - Let people know how they will be evaluated in their first 90 days

Tools to Use

• Ripl- social media video slideshows
• Buffer, deliverance, smarterqueue
• Legend.im- turns text into animation gif
• clipomac

Where & How to Post

• Indeed- biggest board out there. - active candidate pool
• Linkedin-
• Facebook job board-blue-collar, hear
• Google for jobs - Take advantage of all the free avenues
• Take an Omnichannel approach- you need to be on all the channels. Be where your candidates are and continuously add content
• Automate the flow of content out.
• Be resourceful - text or email creative pictures (you next to a whiteboard with the person’s name written on it)
• Angelist?
• **Pushing out to facebook, twitter & LinkedIn. Video gets the most engagement and exposure
• Times to post 4-6 pm at night FB- 3 pm on Wednesday

Key Take-Aways

• Go Short or Go Long!
  • Re-format your job descriptions to Attract people! Define the % of time spent on tasks as well as performance metrics
• Market your jobs by taking an omnichannel approach
• Get Creative & use Tools to automate getting out your message

Brendan Rogers: Lean & Scrappy, Then…Boom! You Receive Funding. Now What?

Today we are discussing the Steps to building & scaling headcount in growth mode. Making sure that execution & time to fill are aligned.

Today’s Quote:

"Growth is never by mere chance; it is the result of forces working together." - James Cash Penney

Show Guest:

Brendan Rogers, Co-Founder & Leading Recruiting of Wag Labs, has raised over $360 million in venture capital, most recently $300 million from Softbank's Vision Fund. Wag! connects pet parents to dog walkers and is currently live in over 110 U.S. cities. He co-founded a social discovery service to meet new people which grew to over 50 million users in over 10 countries and was acquired by IAC in 2014.

Brendan's next big event will be speaking at the ERE Conference on April 22-24th.

Episode Highlights:

• How to ramp up from 0 to hero
• Steps to put in place to avoid making hiring mistakes

You company closes your first round of funding

• 10 -12 roles from Nothing
• no resources & no systems in place
• Spreadsheets, manual task-oriented, process

Preparation before go mode

• Building out pipelines, similar spaces, consumer-related companies.
• How to avoid making the wrong hire.
• How to scale for maximum impact
• Tools needed. Process in place, a foundation to scale.
• Get really good at identifying the right people, connecting the dots, sourcing- research
• He does a ton of research, knows his space.
• Strive to keep quality really high. Target specific businesses.

Action Plan & Execution

• First hire should be a recruiter
• Identify what is needed & write job descriptions
• Right messaging
• Tackled building pipeline, hired.com
• Spreadsheet
• Hired a recruiter, brought in an ATS (applicant tracking system)

First:

• Get an ATS system first! -like Newton, Google (hire with Google) Greenhouse, lever
• - take open requirements and intake with each hiring manager. Know the roles from top to bottom

Second:

• Build a pipeline, training managers on how to use the ats, become partners with the hiring managers

Third:

• Hire a recruiter only after 5+ open roles.
• Admin- for cost savings
• Having a foundation will only help you to scale.

Key Take-Aways

• Be best friends with your Hiring Managers
• Be on top of everything
• Always be available
• Invest in the right tools

Shannon Johnson: Having the Right Mindset to Get Hired

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

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

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

Liran Kotzer: Will AI Really Keep People Engaged with Your Company?

What do perspective Employees really want? A Personal connection or an automated interaction? I argue personal connection!My hope is that AI will be the disruptor that eliminates the transactional relationship from the recruiting process. AI is here and already starting to affect the way in which people interact with potential employers.  

Today’s Quote:

"Automation is going to cause unemployment, and we need to prepare for it." - Mark Cuban

 Our Guest:

Liran Kotzer, Founder & CEO of Woo.io. A serial entrepreneur, Woo.io is Liran’s third startup. For the past decade, he has been immersed in helping redefine and advance the online tech recruiting and hiring market sector. Liran spotted a market gap for helping employers and tech talent find each other much more efficiently, without all the hassles and wasted cycles between the two groups.

Show hightlights:

• Where AI is already having an impact & where it is REALLY useful
• Should you Leverage AI to maximize your impact (employment brand awareness)

What AI can and cannot do NOW in terms of recruiting

• very interaction is totally transactional- can not be humanized...yet
• Can’t yet fake a “Personal” connection
  • The nuances of human interaction
• @scale- need technology to do the heavy lifting
• Continuing an ongoing relationship
  • Automation using AI & ML
• What do people (candidates) really want?
  • Personal connection to release or an automated release?
  • Communication, feedback & closure
• Cultivate a relationship for relevant skills for future
  • Can automation REALLY cultivate relationships??
  • No- Neither can email or texting

What recruiting functions is AI replacing

• Transactional components
  • Sourcing, Gathering intel (contact information), Farming
• Process

Where is AI in recruiting relevant now

• AI & ML to keep a pipeline warm.
  • Ability to create communication with the candidate in a unique & personalized way to help them to keep them engaged. To be able to recognize changes in behavior.
• Understand your relevant audience. Can do the job and feed the culture (flexible)
• Expand your target audience ("official" resume vs. True Skills)
• Content?
• Skills-based recruiting

Take Aways

• Shifting from transactional recruiting into a long term relationship is a critical component for winning the right talent ahead of the competition
• Technology can mainly assist you in maintaining long term relationships with your pool of talent and also with scouting the right people at the right time
• Technology will not replace human interaction.

Craig Weber: Interviewing for Conversational Capacity

Conversational Capacity is the ability to balance Candor and Curiosity under pressure. Critical elements to every entrepreneur and business leader who are building an organization. And yet this element is often overlooked in the hiring process.

The great news is, it can be taught!

Today’s Quote:

"The single biggest problem in communication is the illusion that it has taken place." - George Bernard Shaw

Show Guest:

Craig Weber is the author of the best-selling book, Conversational Capacity: The Secret To Building Successful Teams That Perform When The Pressure Is On (McGraw-Hill, 2013) and Influence In Action: How to Build Your Conversational Capacity, Do Meaningful Work, and Make A Powerful Difference (McGraw-Hill, 2019) (Amazon.com). He is also the founder of The Weber Consulting Group, an alliance of experts committed to helping people build more resilient, healthy, and agile organizations. He helps people and teams dramatically improve their performance by treating dialogue as a discipline.

He works with people and teams from such diverse organizations as Boeing, The Royal Bank of Canada, Kaiser-Permanente, PWC, The CDC, the Pancreatic Cancer Action Network, and Los Alamos National Labs. He’s also working with legislators in an expanding list of states to help them engage in more constructive policy debate.

Episode highlights:

• What is Conversational Capacity & Why is it important
• How do you interview someone and accurately evaluate their conversational capacity
• What our audience can implement today to hire & manage stronger

What is conversational capacity?

•      Definition 1: Constructive, learning-focused dialogue about difficult subjects, in challenging circumstances, and across tough boundaries.
  ·      Definition 2: The Sweet Spot. Where candor and curiosity are in balance. Open, honest, direct, yet open-minded, humble, and eager to learn. This is where the best learning occurs. Smart people working smart.
• Elements / Communication Traits
  • When triggered: MIN Low candor.  WIN Low curiosity.
  • Need the ability to remain balanced. Everyone struggles, but often in very different ways.

Why is it important?

• Defines teamwork. A team that can’t communicate when the going gets tough isn’t a team.
• Why good intentions are never enough: The gap between how people believe they behave bow they actually do.
• Work the issue on both sides: Hire for Attitude and personality (fit) and then build your team’s conversational capacity.
  o   Hire right, then create a “Conversational Code of Conduct” – clear behavioral norms; formal or informal– to align team behavior with organizational strategy.

How do you recognize and evaluate

• Evaluation of the process
  • Well thought through the process
  • Preparation emphasis- prep call beforehand

Interviewing for Conversational Capacity

• Locate evidence of past experience
• Personality Assessment
• Behavioral Interview - questions
  • Tell me about a time you had to give negative information up the chain to your boss. How did you handle it? What did you say?
  • With a colleague?
  • To someone who you managed?
  • Tell me about a time you were really wrong about something or someone.
  • What was your family dinner table like growing up?
• Mock Interview!
• People can learn to converse in a more disciplined, balanced manner. There are skills.
• To be good at working in the sweet spot, everyone needs to do some work. If someone is UNWILLING to do that work, well, let’s just say there are some people you’d prefer were working for your competition.
  • CCOC

Key Take Aways:

• conversational capacity needs to be on your management dashboard
• It affects every aspect of your organization’s performance from decision-making, to managing change, to running meetings, and implementing strategy.
• Hire the right people and then make sure you manage them in a way that allows them to bring their best work to your business.
• Get the right people around the table (ability to learn; right temperament, etc, and then build CC of team. Each person will have to do some work to stay balanced.

Joe Mullings: How to Choose the Right Recruiting Partner for the New Year.

A true partner has your back! Look for the person who shares your values and invests the time to understand the intricacies of your company. 

Today’s Quote:

"Destiny is no matter of chance. It is a matter of choice. It is not a thing to be waited for, it is a thing to be achieved."

- William Jennings Bryan

Show highlights:

• Reflect on your internal process
• Walk through understanding & managing expectations
• Provide you some tools to evaluate the right partner for you

Be honest about your internal process

• What are your main hiring challenges
  • moving too slow?
  • Too many cooks in the kitchen.
  • Recruiter relationship
  • Type of search you choose makes a huge difference

Clearly define & communicate Expectations

• Partner for process
  • Partners ask for a slide deck & messaging collateral at a minimum
• Diligence
  • Ask for a synopsis of what they think they heard, what the positions about what methodology and the messaging they are going to use
  • How you are being represented is crucial
• Candidate Management expectations
  • What will I become? Make it easy for the individual.
  • Make it easy for the person to plug in. put together a landing page, catered toward the person.
  • Ghosting is unacceptable on either front
  • Live document to get them to lean in.

Recommendation for evaluating the best firm for your needs

• Evaluation of the process
  • Well thought through the process
  • Preparation emphasis- prep call beforehand
• Ask for references
  • The last 3 candidates placed- How well did you service the people who did not get the job
  • How did you represent your candidate on behalf of your client?
• Agility and endurance

Learn about the liability of the organization

• How do people handle information
• Over-indexing toward behavior way too far to the left
  • Stability is really an illusion, It doesn't exist

Words of Wisdom

• Compensation goes up and down due to interest level.
• Cadence- value of cadence
• Provide a flex deck tease

Joe Mullings is a serial entrepreneur, Founder, and CEO of The Mullings Group (TMG), the world’s leading executive talent acquisition firm in the medical device industry. TMG specializes in cultural transformations for emerging technology start-ups and has placed over 5000 people in over 500 companies. Joe is an innovator and thought leader who has been featured on CNBC and in The Wall Street Journal. Joe’s philosophy ‘Build, Inspire, Teach’ has guided his work over the past 25 years specifically through his establishment of The Mullings Foundation, a non-profit with a focus on supporting veterans of war during times of transition. Joe recently served on the board of MassMEDIC and holds a BS in Engineering from the University of Dayton.

Brenan German Part Deux: Overcoming Your # 1 Hiring Failure for 2019

The One change you must make for 2019. Overcoming hiring failures. Spoiler Alert: it is your Interview Process… 1950 called and they want their process back!

Today’s Quote:

"I can't change the direction of the wind, but I can adjust my sails to always reach my destination." -Jimmy Dean

Show highlights:

• Divulge the secret of an effective interview
• Halos & Horns
• Layout our interview structure

Up front, What is the secret to an effective Interview?

• Process
• Alignment
• Engagement

Halo’s & Horns

• Bias, Conclusions & Assumptions
  • Your attitude determines your altitude
• Gut decisions
• Coin flip methodology

Effective Interview Structure

Brenan’s Format

• Plan
• Build
• Decision
• Scoring methodology
• Practice

Rick’s Format

• Structure (Organized, Timed, real time feedback)
• Pre-determined questions
• Give & Receive Feedback

Differentiate your company by closing the process with Everyone you decide not to move forward with!

Brenan German is Founder and President at Bright Talent Resources, Inc., a boutique Human Resources Advisory, Project Management, Training, and Recruiting Services firm.

As lead consultant, Brenan acts as an advisor to organizations wanting to re-engineer or develop a high performing, measureable, technology enabled, human resources function. Brenan has over 20 years of hands-on Human Resources leadership experience developing intelligent and successful talent management functions within some of the country’s most respected and well-known companies such as The Gallup Organization, Edwards Lifesciences, and Black & Decker. Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measureable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.

A graduate of the University of California, Irvine, Brenan is an active participant in a number of organizations: Chair of the Orange County Employment Managers Association (OCEMA), Founding Board Member of the Talent Acquisition Group of San Diego (TAGSD), Member of the Society of Human Resources Management (SHRM), and Advisor to Sigma Pi International Educational Foundation.

 

 

Christian Spletzer: Managing Expectations of Time to Hire Key Talent

After years of experience in the challenging world of executive search, Christian Spletzer founded Clockwork Recruiting to improve how search firms and their clients work together on retained search projects. He designed Clockwork to help recruiters demonstrate their consultative value to their clients at every stage of each project.

Prior to founding Clockwork, Christian worked as a recruiter and in operations at CT Partners, a Top 10 Global Executive Search firm. Previous to that, he worked within the Private Client Group of Merrill Lynch, and in an e-commerce start-up, 86.com, where he met his Clockwork co-founder, Jay Greene. Christian has a BA in Economics and a Juris Doctorate, and is a licensed attorney in NY, CT, and SC.

Today is all about Timing! Managing expectations for time and performance to make a key hire is more important than ever. The data is in and we are going to give you performance benchmarks of what your expectations should be.

Today’s Quote:

“If you are going to achieve excellence in big things, you develop the habit in little matters. Excellence is not an exception, it is a prevailing attitude.” - Colin Powell  

Show highlights:

• The challenges and data to support today’s hiring challenges
• Measurement for performance and what a Great search looks like

Measuring your search performance

• Data from over 30,000 search projects
  • Placement rate
  • Days to Placement
  • **Missing: Quality of Hire
• Key hires are taking an average of 123 days with a 71% placement rate on retained search
• People don't know how to pick a retained search firm. Most buyers of a retained search run off of bad data. No objective criteria to measure a search firm.
• Time matters- the longer it takes to get the seat filled, the shorter the ROI. Amazingly costly if a search fails.
• 22% failure rate
• Motivations may be wrong.
• The company is 50% of the equation in a successful outcome

Companies can go to:Benchmarks - Clockwork Recruiting

What good search looks like and how to choose the right partner

Detailed analysis

• Great- Average under 115 days and over 83% success rate
  • Seniority
    • Managers- lowest placement rate, 80+ days to place
    • C-Level 130+ days, 78% placement rate
  • Department
  • Industry
  • Region
    • New York City - 60% success rate with longest days to hire

What to look for in a search firm

• Judge on time/success rate. Buy based on the experience and track record of success.
• Access to that information. Pick based on the one best suited for the search.
• Do not bet on the relationship only. Find the company with the track record- if you don't know where to look, you don't want to be sold. Getting more data before buying
• Track record
• Specialization in that particular department
• Inquire about Success rate/Stick rate: good hire vs. bad hire. Still around after a year, two years.
• Expectations: are very different than contingency search
• Meta data on actual projects. Who does it the best
• Hire the firm who brings value above and beyond just presenting candidates

Charles Antis: Discovering Your Company's Purpose

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.

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

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.

Sang Huynh: Extreme Transparency, Tech Startup Style

The good and great results of full company transparency.  There is a growing movement for full openness within companies which is pretty common in Tech startups. The more open you are, the more engaged your people become!

Today’s Quote:

“A lack of transparency results in distrust and a deep sense of insecurity.” - Dalai Lama

Show highlights:

• What is Transparency & Why it is important
• What works & what doesn't
• Transparency in the hiring process

Let’s start by talking about your experience at Tint

• How was the company transparent?
  • Open door meetings
  • Open Financials
    • Employee compensation
  • Group decision making
• Different levels of Transparency
  • Extreme transparency

What works and what doesn't?

• Ownership
• • Decision-making process
  • Compensation Transparency
  • Reduces distractions
  • Open venting/surveying
  • Open transparency to customers did not work so well

Process for transparency in the interview process

Structure for Transparency

Preparation for roll out

Engagement

• Job postings 
• Personal awareness with an assessment to determine the data
• Contact - demonstrate transparency
• Managing expectations- positive experience… expect to hear from us by x date

Interview

• Interview process
  • Discuss people challenges
  • Product/company challenges
• Preparing the candidate,
  • What happens when & time frame
• Lower the barrier of nervousness - must get them comfortable

Sang Huynh is a Mentor at Quake Capital Partners and former COO for TINT (tintup.com), A marketing tech startup in SF that recently exited. One of TINT’s guiding principles is to “cultivate transparency both internally and externally.” From open door meetings, exposed financials (including compensation) and group-based decision making.  Prior to TINT, Sang was a VP in the Global Security Group at Bank of America Merrill Lynch which has the traditional corporate culture. He’s here to share his experience as a former leader at two organizations with polar opposite approach to culture.

Monica Lukoschek: The Immigration Mess!

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.

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

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.

Lindon Crow: The Anatomy of a Recruiting Call. Stop Triggering Fight or Flight!

The Anatomy of a Recruiting Call. People do not respond to you because you are sending the wrong message! What do You Say that is Triggering a person’s Fight or Flight Response?

Today’s Quote:

“Human behavior flows from three main sources: desire, emotion, and knowledge”. - Plato

Show highlights:

• What happens in the brain when someone is trying to recruit you
• What Triggers Fight or Flight response
• Techniques to approach the conversation to avoid triggering negative responses

I call you to recruit you for a new job.

• What happens in the brain
• What is naturally desired by people - intrinsic desire
• What choices or options mean to a mind. What too many/too few options means
• What motivates people - primal instinct, reptilian brain
  • Tune out to the sales pitch
  • How do I get rid of this person?

What triggers Fight or Flight response?

• Recruiting is disruptive to the brain. It breaks safety
• Create environment of loving, self esteem, self actualization

The Conversation

• Creating a process that creates a sense of Familiarity & Achievement
• Authority (achievement) Daniel pink's Drive
  • $ is a motivator up until $70k
• Positioning:
  • Purpose of the call is to get to the Truth
  • It’s not about you!
• Listening:
  • Stop Fishing
  • People are busy and don't care about what you are selling
  • “What's happening in your current role…”
  • Test the waters - Question the timing & the Why
• Lead the Path:
  • What problem needs to be solved?
  • How they desire it to be fixed?
  • Wound, Desire, Achievement - like Plato’s emotion, desire, knowledge
  • Celebrate their wins

Lindon Crow is the President of Productive Learning. As a workshop facilitator and trainer, he has helped more than 2,500 clients achieve higher levels of emotional awareness, self-mastery, and personal fulfillment. Lindon is known for his provocative, straightforward, and compassionate communication style and his keen ability to forecast potential outcomes. This helps his clients make better educated decisions about their current directions and opportunities for growth.  

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

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.

Sherry Benjamins: Build a Strategic Plan to Avoid Costly Hiring Mistakes

Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!

Today's Quote:

“Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.”

― John C. Maxwell

 Show highlights:

• Why you hire poorly
• A structure to build a strategic hiring plan

The problems with a reactive hiring process (why you can't hire):

• • Transactional
  • Paying too much for people
  • Not solving a problem
  • Your company is just a paycheck
  • High failure rate
  • 67% of people earning $100K+ plan to make a job change in the next 12 months.

• Companies in React mode all the time
• Forecasting recruiting like you forecast your finances

Creating a Strategic Plan for Talent

Five elements you must have to develop a solid strategic plan:

• 1) Define your value agenda –
  • what is the source of value in your business?  Is it in operations
  • How you structure the teams,
  • Where the highest value resources are in the organization?
  • How are you dealing with automation, big data, AI, innovation, customer satisfaction.

• 2) What is your leadership agenda?
  • Do you have the right people in the highest impact roles

• 3) Strategic priorities –
  • what is the hottest priority for success given where the value will be most critical?
  • Does the leadership team agree on these?

• 4) A Winning culture – with this focus, is everyone ready and believing and   behaving in what it takes to win?
  • Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain

• 5)  Road map
  • Specific & Actionable… Need to get some early wins
  • Send a message to the organization
  • Accountability & results

Ricks Input:

• Know who you are- Company values
• Break down the work that needs to be accomplished & timeline
• Establish Performance metrics 90/180 day
• Establish Interviewing strategy and process
• -Closing the hiring managers and candidates for mutual success

Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.

Sherry is the President of S.Benjamins & Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions.  Her experience includes work in the HR corporate world, P&L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.

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

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. 

 

Rocky Romanella: Define and Build Your Core Company Values

Define and build your core company values. Companies with clearly defined values & purpose consistently outperform their competitors by as much as 10x. Today’s episode is focused on helping you define who you are.

Today's Quote:

"Effectiveness without values is a tool without a purpose." - Edward de Bono (1933 - ), Author and Inventor

Show Guest:

Rocky Romanella is currently the Founder and CEO of 3SIXTY Management Services, LLC, a management consulting firm specializing in Executive Speaking, Leadership Development, and Consulting Services.  

Rocky is an experienced CEO who led one of the largest rebranding initiatives in franchising history – The UPS Store, revolutionizing the $9 billion retail shipping and business services market. He steered UPS’s entry into the healthcare industry and created the mantra, “It’s a patient, not a package. ®”  

He also led the integration of more than 20 acquisitions to improve financial performance, capabilities and global network footprint. Rocky has the rare ability to see a clear vision of the changing business landscape, the passion to develop strategies, tactics and metrics to drive desired results. He is the Author of Tighten the Lug Nuts: the Principles of Balanced Leadership(Amazon.com). 

Episode highlights:

• Who you are?
• Defining your company values
• How to align your hiring with your values

“Without a strong set of values, the best leadership strategy can go awry. With a good value structure in place, the worst leadership approach can right itself and eventually lead to the desired outcome.” - Rocky Romanella

Why is this  Important?

• People desire a sense of purpose to really thrive
• Core values are the Foundation for defining your Mission & Purpose
• Attrition issues/bad hires
  • *small business don't believe they need to have values well defined... Wrong!

How do you define who you are?

• Start with your personal brand
  • “Your true character is defined by your honesty of purpose”
  • Ask peers
  • Company Survey
  • What won't I compromise

Step by step of how to define and build your core company values:

Rick’s process:

• Start with Personal values first
• KPI driven VS. People driven
• Established Leadership Team
  • Define everyone’s core values and build from there.
  • Prioritize top values
  • Own your Values!
• Understand your values? You must:
  • Articulate clearly in writing.
  • Test your values through daily decision-making.
• Rocky’s Structure:
  • Mission
  • Vision
  • Strategy
  • Roadmap

 How to transfer your values into your hiring:

• Values Alignment
  • Values drive hiring
  • Behavioral interview process
  • Assessments: Disc, Predictive Learning
  • Don’t compromise on hiring!

 

 

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

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.

Scott Hamilton: Disruption will impact your business and it is coming faster than you think! Are you prepared?

In honor of this weeks DisruptHR, today we are talking about disruption. Disruption will impact your business and it is coming faster than you think! You can either eat your own lunch or someone will eat it for you. Are you prepared?

Today's Quote:

"Disruptors don’t have to discover something new; they just have to discover a practical use for new discoveries.” - Jay Samit

Show highlights:

• What is disruption & are you prepared
•  Confirm that someone is going to eat your lunch for you
• How to disrupt your business starting with how you hire

What is disruption?

• Term synonymously used with both innovation and transformation
• Disruptive innovation is happening at a staggering rate.
• (uber, airbnb, facebook)

Where does disruption come from? How will it affect your business?

• Blindsided disruption?
• Self-disruption
• Technology (ie: AI, ML, Blockchain, Automation)

Why it is important to start by innovating the way you approach hiring?

• Values
  • Live & breath your values
• business strategy
• What can I eliminate
• Reduce
• Need to expand
• What to create
• Automation is making recruiting more Transactional
  • Less engaging
• Problem-solving is the Key!
  • Solve a real problem for the candidate / heal the career wound
  • Desire: What does someone really want?
  • Listen …. Channel potential

How to disrupt your organization

• Not forcing the talent to the job specifications but hiring talent and allowing them to innovate.   
• Building a Tiger Team
• Change your mindset!  
  • The game has changed…. Adapt or Perish!
• Approach
  • Solving a problem for your customer- potential employee (Career Wound)
  • Desire alignment
  • Accomplishment- evidence of success
• Do the Opposite of what you are doing now!
  • Shift the focus from the work to the person
• Organize-
  • Build hiring process like your sales process

Scott Hamilton is CEO of the Executive Next Practices Institute, a large C-suite research and forum organization that is a community partner organization located at the University of California-UCI Applied Innovation. He is also NextWORKS Strategy (2018 Innovators of the Year nominee- Orange County Business Journal), a premier provider/advisors of strategy development, alignment, talent management, board effectiveness, and executive performance programs to middle-market companies. He serves on the boards of several organizations.

Hamilton is a well-known thought leader & speaker in the field of “next practices” improvement of leadership and organizational performance for the Global 1000, emerging and mid-market companies. Scott helps leaders and organizations be more effective in how they strategize and perform.

 

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

Why should we care about Emotional Intelligence when building a company today? People with high EQ, work better with others, manage customers more effectively and cultivate an accepting company culture.   

Today's Quote:

“Emotion is more powerful than logic” - Albert Einstein

Show Guest:

Dr. Shawn Andrews is a keynote speaker, organizational consultant, and the founder and CEO of Andrews Research International. She serves as adjunct professor at Pepperdine Graziadio Business School, where she teaches courses on Organizational Behavior, Women in Leadership, Diversity in Organizations, and Leadership and Ethics. She was the 2017 Diversity & Inclusion columnist for Training Industry Magazine, and is the author of the book, The Power of Perception: Leadership, Emotional Intelligence, and the Gender Divide (Amazon.com)

Episode highlights:

• • EQ, What is it?
  • How to you get it?
  • Incorporate into your hiring

What is EQ?

Set of emotional and social skills that collectively establish how well we:

• Perceive and express ourselves
• Develop and maintain social relationships
• Cope with challenges, manage stress and make decisions
• Use emotional information to guide our thinking and action
• Managing emotions
  • Manage stress
  • Overcome obstacles
  • Inspire toward collective goals

• Self perception, Self expression, interpersonal, decision making, Stress Management
• Tied into core company values

Why is it Important?

• Low Emotional Intelligence breeds bad cultures
• “Hire hard, manage easy”

What if you don’t have EQ? How do you get it?

• Get EQ assessment
• Read a book

EQ for different roles:

Leadership:

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

 

Darrell Gurney: Breaking Bad, Career And Hiring Habits!

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

 

Melinda Kim: Select Your Founding Team For Your Business Like You Would A Marriage. Only When Your Values Are In Aligned Will It Stop The Breakup!

Founders need to build the cultural foundation before building the product! Building the right team is more important than just any team.

Today's Quote:

“Alone we can do so little; together we can do so much” ― Helen Keller

Show highlights:

• The importance of taking the time to select the right team
• Recognizing the team challenges
• How to set the right foundation for building a great team

Challenges we see with teams:

• What you really need in a team...Taking anyone is not the right thing to do 
• Hiring anyone or for skills dramatically increases the likelihood of failure.
• Founder need to develop their muscles to make smart hiring decisions
• The foundation- transparency & culture
• Purpose- What's in it for me?
• How and who makes decisions?  
• Most importantly, How does the team solve problems?
• Develop the EQ to have the difficult conversations

Framework for Building the Right Team from the Beginning:

• Establish mission, vision & values (as a team)
• Communication standards
• Foster transparency
• Business Model Canvas (product driven)
• Establish process
• Define who you are BEFORE you make your first hire
• Only hire people who mirror your core values and align with your vision
• Great things often come out of conflict

Takeaways:

• Culture first
• Transparency
• Hire people who will take you where you want to go

Melinda Kim is the Executive Director, co-founder of PeopleSpaceOC, an incubator and workspace located in Irvine, Ca. She is a proven executive/entrepreneur who facilitates collaboration and innovation between developers and business entrepreneurs from around the world.

Aside from her responsibilities, Melinda is also a Startup Weekend Facilitator and NASA Space Apps Lead. She specialize in Statistics Driven Product Analysis, Business Strategy, Growth, Community and Social impact.

 

Chris Dyer: How to Analyze and Hire For Your Company Culture

Culture has a profound impact on company performance, often there is a disconnect between what management thinks the culture is and how your people perceive the culture. Most business leaders don't understand it so they are disconnected from their people. What is your culture?

Today's Quote:

“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”

– Richard Branson, Founder, Virgin Group

Show Guest:

Chris Dyer is a recognized performance expert. Constantly intrigued by what makes some businesses and individuals more successful than others, Chris has dedicated years of research to uncovering what drives productivity and profits. As a sought-after speaker and consultant, Chris works with leading organizations to help them transform their cultures to boost performance and gain an even greater edge in the marketplace. A certified SCRUM Master, Chris is highly adept at helping teams work through obstacles and find solutions quickly and effectively. He leverages this experience in all aspects of his work.

Chris is the author of The Power of Company Culture, which was released in 2018 (Amazon.com). He is also the Founder and CEO of PeopleG2, a background check company that has appeared on the Inc. 5000 list of the Fastest Growing Companies.

A passionate talent management enthusiast, Chris is the host of TalentTalk, a popular business podcast that features interviews with top executives about their strategies for hiring and promoting talent.

Chris strongly believes in community involvement, and he is active with a number of organizations. He regularly serves as a judge at entrepreneurial showcases and contests, such as Miller Lite Tap the Future. Additionally, he runs two book clubs for Senior Level and HR Professionals in Southern California. Chris also serves on the board of Working Wardrobes, a non-profit organization that empowers people who are overcoming difficult challenges, such as abuse or homelessness, to confidently enter the workforce and achieve self-sufficiency.

In his free time, Chris enjoys traveling with his wife and kids, and playing live music with his band. He resides in Orange County, California.

Episode highlights:

• Explaining what culture is
• How to analyze your culture
• How to attract the “right” people to your organization

What is culture?

• Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires.
• 7 pillars of culture:
• ****Transparency- the most important element of a GREAT culture
• *Positivity
• Listening,
• **Recognition 
• Uniqueness
• Mistakes
• *Measurements terrible decisions are made because of lack of data
• The Weinstein Company vs. General Motors
• Every company has a culture, good or bad

Ways to analyze your company culture:

• Great team (according to Google)
  • Determine what makes a success, what equals a failure and how do you deal with conflict
• Employee Survey -one question a week! Will impact the results
  • How is the CEO messing up your job?
• Open your eyes!
• There is nothing wrong with having a bad culture (just hire accordingly)

Changing your culture:

• Exposing to the 7 pillars
• *Transparency- more you give the better off things are going to be. Holding information breeds bad ideas.
• *Recognition
• *Positivity
• Weekly improvement with a weekly survey

Embracing your culture:

• If you have a harsh culture, hire harsh people
• Plenty of successful companies with harsh cultures (Weinstein, Wall Street, *Kraft, sears, Xerox, Forever21 -Huffington Post
• Own it
• Amazon - Nice but intense, side of intense
• Not all cultures need to be serendipitous - They need to be honest
• Hire for fit into your culture

 

 

Matt Charney: “Me Too” Messaging Does Not Attract People to Join Your Company

It all comes down to your messaging in everything from your job descriptions to how you contact people. Today we are tackling this issue!

Today's Quote:

"Words empty as the wind, are best left unsaid" -Homer

The problems with messaging, specific to recruiting

• Hard part is getting a response
• How to not be boring
• *** Messaging.
• Pure copyrighting... translating HR speak into people speak
• Getting your message right
• Job Descriptions are taken from compensation documents - messaging is not getting people to convert
  • why?
• Positioning
  • zig when everyone else zags. learning agility.
• Move in the opposite direction
• Key is getting someone to opt in to communication.
• Client: the two most effective searches were billboards & radio.
• Another was linkedin.

Framework for fixing your messaging

• Marketing perspective
• Turn hr speak to plain English.
• Targeted messaging.  *** 1 shot to attract a person.
  • crafting 121 communications.
  • Headline & lead matter most... read the first 140 characters.
• Topic header- Twitter
• Text messaging - sms automation tools!
• Use of Humor
• ***Opening a wound
• Performance metrics
• The actual content of the work (Uniqueness)
• Call to Action
• Pick up the phone and call- differentiator!
• Managed perception on both side
• Tools: Spokeo, Icims, text recruit
• Takeaway- volume is not a good thing.
  • Talent trends are real

Matt Charney is the Executive Editor and Partner for Recruiting Daily and the Chief Content Officer at Allegis Global Solutions, the largest staffing and recruiting firm in North America. Matt focuses on the intersection of human capital and technology; his blog, Snark Attack, was named one of the top 20 business blogs in the world by WordPress, and his work has appeared in publications such as The Wall Street Journal, Wired.com, The Harvard Business Review, Outsourcing Magazine, HR Magazine.

 

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

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.

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

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.  

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

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.

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

 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.

Dane Petchul: College Debt Is Hindering Your Ability To Hire the Strongest Talent!

 Student loan debt is certainly a major issue and yet it is not often addressed in the hiring process. Some would argue that the overwhelming pressure to start paying back the loan often results in a person making the wrong career decision out of necessity. Companies could do more to alleviate some of that pain by targeting talent out of their specific industry and creating benefits or incentives to help with this burden.

“When you get in debt you become a slave.” - Andrew Jackson

Show highlights:

• The effect student loans have on career choices
• How companies might capitalize on debt to help attract talent

Ways in which an individual can reduce the amount of student loan debt:

• Planning
• Cost reduction programs
• Hidden gems of free money?

What are the inherent challenges related to student loan debt:

• Default on the loan -7 million people are in default
• Limits ability to get a job- ie:govt related
• License suspension -nursing, teachers, lawyers, realtors emergency technicians
• Shackled to what you hate to pay the bills

When people make poor career choices because of necessity it impacts the company that they join. The regret over poor job choice does not only impact the employee but the employer as well. Job regret leads to:

• Apathy
• Low motivation
• Poor employee performance
• Spend work time searching for other employment

How might companies be able to attract the right people by helping to alleviate the student loan debt wound?

• benefits
• Recruit people from outside industries (look outside the box)- accomplishment based hiring
• Opportunity
• Provide an avenue
• Look at the debt as an opportunity to provide performance incentives to offset the debt

Dane Petchul is the Founder and President of Oracle College Planning. With a long history of helping people with their retirement in the finance world, Dane shifted the focus to help families – parents and children – identify the best path to take for a financially responsible college experience..

Dane committed himself to helping families carefully protect their life-savings from soaring college costs while ensuring that a proper financial pathway would be in place so that students wouldn’t be saddled in debt after graduating. Therefore enabling them to make better career decisions.

 

Anita Kanti: Abolish the Resume!

 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.

 

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

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. 

Meredith Fish: Transforming Your Leaders Into Talent Magnets

As an Entrepreneur or business leader, it is crucial in this market, to brand yourself to attract talented people! One company is developing their managers to become thought leaders and influencers. A fantastic example of how your company can increase engagement and retention.  Making your company safe from guys like me!

 Show highlights:

• Your journey @ Alteryx
• Why it is important to brand yourself as a hiring manager
• How to make yourself attractive to talented people

What were the challenges you faced when you joined Alteryx?

• Lack of candidate flow, people not responding
• Low awareness
• Lack of engagement felt it was a TA problem not a business problem
• Did not know what to do with people when they had them in for the interview
• Managers not involved in the hiring process, not engaged, not sharing, not networking- not taking an active role in hiring & attracting
• Disjointed

Internal/organizational solutions:

• Candidate flow- posted jobs to get recognition
• Ownership of glass door
• Updated LinkedIn recruiter page, moved careers on the website to show the importance of careers
• Open houses- the Wrong time of day. First one bombed. Changed to a networking event for developers- Huge success- resulted in 6 hires.

Leadership alignment. Making yourself attractive to the talented people you NEED to hire!

• Start by listening! Demonstrate high EQ
• Helped to understand through education & enablement that TA is a joint effort.
• Marketing yourself

• • Leveraging networks, networking as a tool for talent attraction & career development
  • Communicate: Linkedin & employee referrals- let everyone know
  • Develop a Thought leader mentality- sharing content, pictures of the team in a team meeting, sharing ideas, etc.
  • Personal Brand- thinking broadly about the needs of the company, not just their roles.

 Career Focus:

• Own your career development, 20 minutes a week to share interesting content, pictures, write new content.
• Elevate those around you to achieve more!
• Partnership with other thought leaders- both parties are interviewing each other. Successful managers connect people.

Strong Process:

• Tight interview plan, no overlapping questions, interview team prepped, own and respect the process.
• Structured, Timed & Impressive

Meredith Fish is the Global Director of Talent Management for Alteryx, Inc (NYSE: AYX). With over 15 years of Human Resources experience, Meredith has worked in a variety of industries and organizations including retail, finance, real estate, and information technology companies. She has the proven ability to build strong relationships and obtain organizational results. Meredith is an approachable and effective leader who motivates employees to maximize productivity. Her areas of expertise are Talent Acquisition, learning, and development and employee relations.

Mark James: Preparing for Your Interview is the Key to Winning a Great Hire!

Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.

Show Guest:

Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.

Episode highlights:

• Interviewee/candidate preparation
• Hiring manager preparation
• Provide a process for how each party needs to prepare

 Why is it important to prepare for an interview?

• Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
• Set proper objective - get the offer/make the hire
• Being prepared = being impressive- demonstrates success

 Interviewee:

• Research the company to determine something that the company may not know themselves
• Not prepared to tell their story
• Ask for the interview schedule & format

 Hiring Manager (company):

• Research the person
• Knowing what needs to be accomplished
• Prepare your interview team

 The dangers of not preparing for the interview:

• Wasted time, frustration
• Inaccurate picture of who you really are
• Lose the person
• Increase the likelihood of making a bad decision

 How to best prepare to get hired:

• Self-assessment, presenting yourself, researching the company
• Research company
• Ask targeted questions
• Know how to showcase your accomplishments to make them relevant to the company mission
• Proactive

 Best preparation practices to attract the right talent:

• Schedule time to prepare - assuming all else has been covered
• Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests &  data points to cover
• Prepare interview team- provide targeted behavioral questions

Look for cultural fit, evidence of success & transferable skills:

• Performance Metrics- what needs to be accomplished
• Have a plan: Connect the dots- competitive advantage
• Give & receive feedback -in real time

 

Event Interview: Maryam Rofougaran From Octane OC's Technology Innovation Forum

Maryam Rofougaran, Co-CEO/COO & Founder, Movandi Panel member on the topic of the Anatomy of Success.

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

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!

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

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. 

 

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

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

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

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

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

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.

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

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.

Richard Franzi:Unintended Consequences Of A Poor Hiring Process

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.

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

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.

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

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.