Hire Power Radio was created for entrepreneurs and startup executives to challenge the conventional thinking of how you recruit for your startup and help you avoid common pitfalls that can be detrimental to your success. Learn the ins and outs of winning over the coveted talent your startup needs.
Startups are a wild ride - Hire Power Radio is here to help you through the recruiting hurdles that can make or break your business. Hire smart or your competition will.
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Employee Engagement is Driven by Performance Management & Personal Development with Michael Caito
To Cultivate Employee Engagement Focus on Performance Management & Personal Development
Our guests today: Michael Caito, CEO, Management Action Programs
Michael and two business partners launched Restaurants on the Run (ROTR) with a mere $6,000. His company experienced explosive growth after Michael attended a workshop hosted by Management Action Programs (MAP).
After selling the business valued at 12x EBITDA, Michael seized an almost uncanny opportunity to purchase the very coaching firm that helped transform his own leadership and business development. He bought MAP in December 2017 and is now, serving as its CEO.
Michael both gives back and pays forward what he learns: He has been a member of Entrepreneurs’ Organization and has served as its past Global Chairman. The balance truly matters, too, fueling his unstoppable energy, direction and focus, a discipline that transpires into positive action, producing results both on the job and at home.
Today we discuss:
Performance management & development: what is it? Why should it matter to me?
5 steps to building a stronger organization
The roots of a successful company (engaged team) start with your hiring process
Snapshot of how things are done
Demonstrates your commitment to performance
Staying focused on what is vital today & moving toward innovation
First the focus was on cash
Non market forces we can't control
Moving toward growth & innovation
It is all about process!
Fake it till you make it (imposter syndrome)
Accountability & focus alignment
Why is this important to the company
If you are not focused, you are everywhere
If people are not aligned, how are you getting the best self from your team
Strategy and not chasing shiny objects
Growth must be known & demonstrated
Promoting within first, then gathering referrals
Focused and deliberate hiring process wins hires
How do we do it?
5 Step process to drive:
Face the brutal facts of your business. You can't be hopelessly optimistic
Look at what’s really going on. Outside forces
Market & non market forces
Having empathy with your team
What are your people feeling?
You may just have to fake it. Take the steps to show that you are listening
Create an envisioned future that people can get behind
Place that people want to get to
Picture of where we are trying to go
Engage your team
Communication; work together
Stability plan first, where are we going first
Where we are going. Prioritize projects that move people forward
Process in place to hold people accountable
Cadence of accountability check ins
Monthly check in at the minimum
Problem solving exercises
KPI’s & cascading goal setting system
Everyone sets goals
Leader has to have the system in place to align the company. EOS, Gazelle,
Map One page business plan
Reality - great companies find a way to grow through difficult times
Listen - to the people you interview. What’s important to them is what ensures a strong hire
Engage- coordinate delivery & feedback
CEO needs to deep dive on themselves. 360 degree feedback to understand yourself and be vulnerable enough to share. Creates psychological safety with your team. Allows people to bring their best selves.
Need a goal setting system in your company. Habits
Have a coach to hold you accountable. “It takes a village”
Website: MAP Email: email@example.com
#Michael Caito, #MAP, #Leadership, #Manager, #Howto, #Tedxspeaker, #EO, #Entrepreneurs, #Organization
Your Remote Workforce Will be Breached with Chuck & Anne Marie Lerch
Our guests today: Anne-Marie & Chuck Lerch, Co-Founder & CXO’s of HI Tech Hui
Chuck heads up Cybersecurity. been the CIO and CTO at numerous companies with great emphasis on security. His passion for secure networks is what led him to his love and vision to bring cybersecurity solutions to the Hawaiian islands.
Anne Marie is the CXO & Head of Counting Beans. Her love for business strategy and technology is what inspired her to start a consulting company in Hawaii. She specializes in project management for software development projects.
Today we discuss:
Why it is important to secure your at home workforce
Steps to take to mitigate the risk of being hacked
What are the security risks we are experiencing today with a remote workforce?
Cyber crime is up over 650%
Most office workers are working from home
Companies and workers are ill equipped from a
Kids at home at same time
Workers are can be less productive and not pay attention to what they are doing
Why is this important to the company?
How do we secure our remote workforce?
First we need to answer some questions and create a plan with our vCISO’s, CTO’s and Project Managers
Understand what is at stake
A hack can cost you millions of dollars!
Depends on Company Budget and Industry
NCUA, FFIEC -
Business with the Federal Government
What are the weaknesses
Corporate policies must align with security policies
Passwords -every login needs to have a different password!
MFA- multi factor authentication
Education & Monitoring
Implement education - security training, be aware so you don't get jacked
Securing the cloud infrastructure . secure the endpoints (computers) - configure against shady sites
Websites: HI Tech Hui, LLC or Cyberuptive
The Secret Talent Pool of Hiring Veterans with Jerri Rosen
Today's Guest: Jerri Rosen, Founder & CEO of Working Wardrobes
Jerri’s organization helps over 5,000 men, women, veterans and young adults each year re-enter the workforce with career development services and professional wardrobing.
Today we are discussing:
The hidden gem that is the veteran pool
How to find and hire veterans to diversify your talent pool
Why Companies don't actively seek to hire veterans?
Think they all have ptsd
Not knowing the value of the training that vets get in the military
Not knowing the true value
Too much bad press
Painting with a brush that is very negative
Vets fall on hard times because they miss the discipline/brotherhood
Why is this important to the company to hire veterans?
Intense loyalty, when treated with dignity
Absolutely mission driven
Path of a veteran
Make outstanding employees
Can help recruit -underground network
How do we find and hire veteran talent? Decide to hire outside your comfort zone
Outstanding, dedicated people
Active duty national guard or reserves (highly under employed)
Military connection through working wardrobes, on your own
Interviewing & Hiring
Understand a MOS- military status
Translate what was done in the military to civilian language
Look past the acronyms
Look for the passion & talents
Experience & gravity of the work
Look past the stoic demeanor
Recognize that task at hand/orders need to shift to a “going above and beyond” mindset
Requires a bit of patience
Hire as normal
Understand that everything was provided for them in the military
Learning to operate in a very different world & culture
Different level of expectations
Dig deeper on what work was done and look for transferable skills to justify
Veterans become a much better employee
Veterans also bring a network of additional talent
Looking to hire veterans, WW can be the one stop shop. Hidden Talent Pool!
Working Wardrobes is Rebuilding Careers, and we’ve teamed up with Hire Power Radio Show & Podcast to support this initiative.The Hire Power Radio team has created limited edition shirts, the proceeds of which benefit Working Wardrobes. Together we can make a small dent in reeducating, coaching and providing resources for our transitioning veterans, professionals and workers affected by the current world landscape.
Get yours here: T-shirts
Website: Working Wardrobes
Office Number: 714-210-2460
Your Local Hiring Market is Going to Disappear! Bradley Clark
Local hiring market is now gone! Guess what! Today, your best people will be hired outside your geographical location.
Our guest today: Bradley Clark, Co-Founder & Product Strategy of RecTxt
Bradley Clark, who is both a recruitment leader and an actual entrepreneur himself. He’s the Co-Founder of Rectxt, a text recruiting platform, and after a long consulting career working with organizations like Samsung R&D, Boeing Labs, Plenty of Fish, Best Buy, he’s now leading recruitment at Article.
Being on both the front line and talking to a number of companies and recruiters, with COVID and Work from anywhere - he’s seeing this rapidly emerging trend of where top local talent is getting scooped up from outside the market.
Today we are discussing:
Why your local talent pool will continue to dry up
How to counter this trend and give your company a competitive edge
Candidate experience is consumer behavior. People do have a lot of buying power right now. With remote, you are able to buy anywhere right now.
Hiring local talent is now more competitive. Remote work will decimate your local hiring market. Already seeing it happen. Organizations say - work anywhere! Precedence to work anywhere led by tech giants.
Why is this important to the company?
The best people in your local area, are going to be out of your market
Transactional market/process will out bid you!
Disrupt smaller markets
Local discount is over
Work from home has opened the flood gates
Adjust your mindset and start adjusting your processes:
Focus on growing your own talent
Finding ways to build your own people
Making them committed to you
Rewards & recognition (your cool office, and office based perks are no longer valuable, mental health is important)
Focus on Keeping them
What the work looks like and the meaning of that work
Flexibility & shift to output based
Interview process as a promoter rather than a bouncer
Rather than no… who do I say yes to?
Speed & decisiveness
Understanding what the problem really is that they are trying to solve.
What skills are needed to solve that problem
Define what the person is really needed to do
You need to be able to identify the “what and why”
Focus on the “how & when”
Selling the problem, how it is good for them
Identify people that want to be a Big fish in a small pond
Improve both the Speed of communication and keeping an open channel of communication. Get off email, this is why we created Rectxt.
Whats in it for me (not you) needs to be all you are con
Understand they’re no longer competing locally for top talent, so they’ll have to change to compete (business can’t be the same as always)
Interview well with knowing what you want, then be decisive
if/ when possible grow your own talent, then do everything you can to keep them
LinkedIn: Bradley Clark
Jay Connor: Hiring Now is a Strong Indicator of an Innovative Business
Why Hiring through the pandemic is a strong Indicator of a innovative business.
“We have all been forced to pivot and now we are weathering the storm” for most businesses.
Our guest today: Jay Connor, Founder & CEO of Learning Ovation
Recognized as an early thought leader in collective impact, Joseph A. “Jay” Connor, JD/MBA, is the Founder and Chief Executive of Learning Ovations, Inc. The mission animating Learning Ovations is to have all students reading at or above grade level by the end of third grade.
Jay, a C-suite officer for two separate Fortune 500 corporations, has extensive leadership experience in the business, nonprofit, and public policy arenas.
Today we are discussing:
Why you should be hiring NOW
How to evaluate for the business and skate to the puck
Is this company able to adapt and respond?
Have a future, capacity to respond to change vs. being changed
Higher quality people attracted to the company simply because they are hiring
People are open to talking.
Not hunkering down during pandemic is a sign that the company will thrive post covid
Why is this important to the company?
Expanding & growing in the face of problems
Approaches & ways of doing things are more attractive to potential businesses. New approaches are welcome and critical to moving forward in the business.
Engagement at the strategic level is more accepted today. Requiring employees/people to expand their knowledge base.
We are in the second wave now and you can't be on the sidelines anymore!
How do we do it?
"Skating to where the puck is going to be." - Wayne Gretzky
Force yourself to ask “what is the opportunity”
What allows me to be active vs passive?
What windows are opening up when the doors are closed?
What do we need to do to skate to that puck?
Something need to change about what your delivering (product)
Or way to change about positioning, branding, communication
What to change about your team?
Evaluate every person.
Where will people have to be 6 months from now.
Top down assessment
Gives the opportunity to expand & refine
Decide to grow the workforce with their PPP
Highest risk position is the status quo!
Ability to minimize the risk by acting
Business as usual is NOT viable!
Start hiring for new competencies (what are we missing?) and values & mission focus!
Now is the opportunity to double down and be able to attract strong talent
People are open to talking because of the uncertainty
Never too late to pivot. What is the most likely scenario for my business a year from now. Assume that there is not going to be a quick fix. Position for the worst case scenario!
Do an honest appraisal of the team… Including yourself! Will the people you have be good for the business a year from now. Change is tough
Website: Learning Ovation
Social Media: LinkedIn Facebook Twitter
Kelly Robinson Hijacks The Show! Worst Messages, Job Descriptions & Accountability
Thank you for having me back, but you know the unwritten rule of being on a show three times?
What's the unwritten rule?
The unwritten rule being on the show three times is I get to ask you questions today. So I'm taking the laptop.
So Kelly is hijacking the episode. Is that we're doing?
I am. I'm hijacking it because I want to be host today. And I want to ask you questions. I want to find out your thoughts on what we can ask or how we can help hiring managers get better?
This sprung off the ever and Dean scenario where you're pro job board and I'm not pro job board.
Obviously, I'm pro job board because I've built a business that distributed 40 million jobs a year to different job boards around the world, that was Broadbean. And now what we do is we help companies with their strategy and their tactics to get the most value from every cent they spend on-
So you're hijacking my show?
I'm hijacking your show. And I want to ask you some questions. We often talk about the benefits of job boards versus not job boards. And I know your historically a search business. So why are you more inclined to look for a candidate or to go and find somebody proactively than spend money on an ad?
It depends on the scenario. So I'm biased due to the fact that my searches that we do at my firm tend to be executive hires. And it's a very small targeted amount of people that we're going after. So we target, I've found that the sniper approach works much better than the shotgun approach. Even when I was doing contingency search at the engineering level, I've just been far more effective and made better hires when I've gone out and I've found the person and brought them to the table than when I've farmed somebody off the job board and brought them through the process.
And have you ever used job boards? Have you ever spent money on them?
Okay. Yeah, I have. It's been a long time. I have not probably in the past 10 years, but back when I was doing contingency search, that's when we had all the job boards. Essentially, we'd get a job. We'd pull off anybody from any sources we can get them to. And it's just a race to get those out to the company before they either find it on their own or somebody else gets it over to them. And that's the business. That's what it came out.
In your opinion, you search something that's really only for C level executives or can you use it for any position nowadays?
No, you can use it for any position. Search is not necessarily scalable when you have 500 roles that are available for any given time. Then it becomes a question of whether or not you have a really strong interview process. No matter what you're hiring for, you should have a really strong interview process. That way, you're bringing people in that essentially fit your culture. They fit into your values, in your organizational structure, and they can provide impact to your company. It doesn't matter where you find them.
We both agree that there's four ways to fill a job. Where you run some form of search, whether that's electronic or manual, you can use a job board or some sort of advert. You can hire an agency and pay them a fee, 15%, 20%, 25% percent. Or you can use a referral. Now, there are nuances within those, but there are about your four kind of headline ways that you find people for your company. And one of the things that most line managers don't get much advice on is asking for referrals. What would you suggest that hiring managers do in terms of maximizing their referrals for jobs?
The way in which you ask for referrals is more important than asking referrals. Let me explain. When you reach out to your employees or the people that work for you or people in your network who is good at a particular role or skill set or something to that effect, you can't let them present it. You have to be the one who's contacting that person. I've found that when you put i