246 episodes

Startups are a wild ride - Hire Power Radio is here to help you to conquer the hire, then the world!

Hire Power Radio was created for entrepreneurs and startup executives to provide the tools to win the strongest hires. We challenge the conventional thinking of how you hire for your startup and help you avoid common pitfalls that can be detrimental to your company‘s success.

Hire Power Radio Rick Girard

    • Business
    • 4.8 • 54 Ratings

Startups are a wild ride - Hire Power Radio is here to help you to conquer the hire, then the world!

Hire Power Radio was created for entrepreneurs and startup executives to provide the tools to win the strongest hires. We challenge the conventional thinking of how you hire for your startup and help you avoid common pitfalls that can be detrimental to your company‘s success.

    How to Hire through the Plague of Lying, Ghosting & Absurd Demands

    How to Hire through the Plague of Lying, Ghosting & Absurd Demands

    We are neck-deep into a highly competitive job seeker’s market. What this means is that the feeding frenzy for talent has created a perfect storm for people to ask for a lot… and get it. The interview process has been plagued with bait and switch tactics, ridiculous compensation renegotiations (after the offer has been accepted), and outright ghosting once an offer is accepted.


    The root of the issue is the transactional way your interview is being run. Evolving your phone screen into an in-depth “Discovery Call” is the first step to eliminate the huge time sink that results in a turned-down offer.


    Today we are going to discuss the pivot that must take place in your hiring practice to align with what people really want. And it all starts with your first interaction.


    Today we discuss:


    The changes in candidate attitude and positioning 

    How to eliminate the frustration & engage people at a more human level
    Approach evolution




    Here's what I am hearing from a lot of entrepreneurs
    A lot of dishonesty 

    People are being unreasonable when it comes to their demands





    Challenge today?


    People are lying on phone screens

    Not showing up for interviews

    people asking for ridiculous stuff

    Problem: 

    We still approach people with an “About us first” 

    Educational approach with selling 
    Needs to be done at the end of the phone screen




    Practice of not negotiating 
    Negotiating mitigated when people want it





    Why is this important to the company?


    Losing great talent 

    It keeps you awake at night


    Rick’s Nuggets


    I believe that a lot of the challenges  are coming from two places:
    Speed
    Not taking the time to understand before selling




    Need
    Need to get this filled / off my plate








    How do we solve the problem?


    Your phone screen (aka: discovery call) sets the tone for the relationship
    If your transactional, expect that from the relationship

    If your adding value, expect that from the relationship




    Adding value:
    Seek to understand a person’s WHY (Career Wounds)
    What's broken in their career that you can fix




    What does this person want? (besides a job)
    Environment in which they will thrive




    Can they make an impact?
    Past performance is a key indicator of future performance




    Do they align with your opportunity?
    Where do they fit, where they do NOT fit

    How you solve their career wounds

    Let them connect the dots for you








    Host Links:


    LinkedIn: https://lnkd.in/dEWWWEq
    Company: https://lnkd.in/dG5aMUxY
    Podcast: https://lnkd.in/gyG9YDuD
    Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
    HireOS inquiry: rick@stridesearch.com


    Show Sponsor: Criteria Corp: https://lnkd.in/g8YbdsH

    • 19 min
    The Danger in Skipping the Interview for Internal Referrals with Todd Ausherman

    The Danger in Skipping the Interview for Internal Referrals with Todd Ausherman

    Most of us have a tendency to fast track anyone who comes through an internal referral. The rationalization is that we automatically trust the referral source so the person will be a great hire. Add time pressure to fill the role and we are ready to extend an offer before the interview takes place.


    Yes there is an increased likelihood that the person will work out. But there is danger too.


    Because a person is a referral, is the exact reason why they need to be impressed with your thoroughness in your interview process. This does not dissuade the A-players from joining you. It gives them the impression of excellence expected from everyone within the organization. 


    Our guest today: Todd Ausherman, CEO of Notaroo


    Todd is an attorney and entrepreneur with over a decade of experience in building high growth companies in the financial services space.  Having successfully exited multiple companies, while personally hiring hundreds of employees along the way, he is currently building Notaroo, a lending software platform for the mortgage industry. 


    Todd is here to share his experience with hiring internal referrals.


    Today we discuss:


    Why it is critical to thoroughly vet internal referrals

    How to ensure the the referral fits


    Challenge today?


    The internal hire from the company that acquired the company

    Build from 19-250 people in 3 years

    Went into default and took two people

    Got a hero and a zero

    The zero - had his own way

    Created a lot of barriers

    Nothing got done

    First hire power bred discontent among his tribe
    Led to a mutiny

    Unreasonable belief in his ability




    Project fell flat


    Why is this important to the company?


    The team of malcontents poisoned the culture

    Ultimately the CEO unloaded a bad employee on him


    Rick’s Nuggets


    Must do diligence for everyone, especially referrals
    Why is this person being referred to me?

    Do they align with our values?





    How do we solve the problem? 


    Culture first
    Create a lot of events

    Break down the communication barriers

    Humanize himself as a leader

    Open a channel for people to be heard, raise your hand




    Spread out the balance of power
    Minimize the possibility of a mutiny

    Team leads responsible for smaller teams




    Decentralized hiring control to the team leads
    Process that multiple people decided on the hire

    Recruiting - intro calls

    Interview conducted in groups of 2- accountability partner

    Leader final interview
    Penguin question

    Hired a person who didn't like penguins(company mascot), it didn't work out.

    Knockout question: stick to it







    Fire Fast
    Eliminate the cancer as soon as you learn of it





    Rick’s Nuggets


    Values are what form your culture

    Hiring process!

    Knockout question!


    Key Takeaways that the Audience can plug into their business today!  - Value:


    Sticking to your knockout question

    Mindful of your key lieutenants and what their motivations are 

    Confront the uncomfortable truth of seeing a person who is a performer but the agenda is self driven. Don't hide behind a person’s performance- cowardly


    Host Links: 


    LinkedIn: https://www.linkedin.com/in/rick-girard-07722/


    Company: https://www.stridesearch.com/


    Podcast: https://www.hirepowerradio.com


    Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre


    HireOS inquiry: rick@stridesearch.com


    Guest Links:


    LinkedIn:https://www.linkedin.com/in/toddausherman/


    Company: :https://www.getnotaroo.com/


    Show Sponsor:


    Criteria Corp: https://www.criteriacorp.com/

    • 25 min
    The Reality of Recruiting for Your New Startup with Craig Conlee

    The Reality of Recruiting for Your New Startup with Craig Conlee

    Finding the right people for your ground level startup is really hard! 


    As every startup founder can attest, there is just no playbook to getting the right people to join your team. It is about just getting anyone with the right skills to join the team. Often resulting in an unsuccessful endeavor. 


    So what’s missing?  …. Positioning & expectations alignment. 


    Positioning is rooted in what the person you are considering, really DESIRES their professional growth. Are they a builder? A Improver? Or a maintainer?


    Expectation alignment is how well the person aligns with your company values and what your expectations are for performance:


    Step 1. Document your values and share them with each person. Allow them to lean in or bow out.


    Step 2. Document how both parties view the responsibilities & performance standards.


    Step 3. Then come to an agreement on how to keep each other accountable. 


    Our guest today: Craig Conlee, Executive Advisor & Former Founder & CEO of Zealr


    Craig Conlee has over 25 years of selling enterprise software for giants like IBM and HP with over $110M in total software sales. In 2015, Craig decided to startup a ML/AI B2B SaaS company to solve a problem he faced as a sales person. Craig graduated from the University of California at Berkeley with a major in Political Science. As a student athlete, Craig is still the shortest rower in the 150 year history of CAL Crew. 


    Craig Conlee grew up in Newport Beach, CA where he met his wife. Currently, he is living in Orange County with his family. 


    Today we discuss:


    Why alignment is so critical when hiring

    How to align with people so they lean in to your opportunity


    Challenge today?


    Getting people that understand the work involved with a startup


    Around location, mindset
    Maybe a social thing?

    A lot of people want to join a startup but want to be paid

    Don’t understand equity




    Right mindset, 
    Easy to check out

    Your not paying them

    Let people join the team that don't fit the values

    All equity based

    Guilt for asking them to do work because you are asking a lot





    Why is this important to the company?


    Gravitate toward people who understand

    A lot of education of the reality

    You have to be very upfront as to where you are in the stage of my startup.

    Which allowed me to clearly understand if they want to join or not. 


    How do we solve the problem? 


    Process in which you get to know people better
    Repeatable & consistent way of interviewing

    Every conversation was different

    The good hires were just “lucky” 

    Remove the luck from hiring
    Worst gambler, yet a startup founder







    Understanding what they want and what to expect
    What they want
    Avoid

    Leading the witness

    Selling rather than listening ***




    Expectations
    High risk of not succeeding

    Equity as compensation

    People getting offended by perceived value

    Want a mix of cash & equity

    Hire slow, fire really fast. Have knowledge base centralized for quick transition







    Don't let yourself be held hostage
    Avoid paying salary & equity balance- if they leave you have to start all over again

    Balance keeping them from leaving

    Conflict of interest in terms of valuation

    Equity only

    If it doesn't work out, it wasn't meant to be





    Key Takeaways that the Audience can plug into their business today!  - Value:


    Have a sound, repeatable process of interview hiring

    Hire slow, fire really fast.

    Don't be held hostage!


    Host Links: 


    LinkedIn: https://www.linkedin.com/in/rick-girard-07722/


    Company: https://www.stridesearch.com/


    Podcast: https://www.hirepowerradio.com


    Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre


    HireOS inquiry: rick@stridesearch.com


    Guest Links:


    LinkedIn: https://www.linkedin.com/in/craigconlee/


    Twitter:https://twitter.com/velocitydata 


    Show Sponsor:


    Criteria Corp: https://www.criteriacorp.com/


     

    • 18 min
    Messaging to Personality Wins Positive Response with Greg Skloot

    Messaging to Personality Wins Positive Response with Greg Skloot

    I sent out 63 inmails through linkedin a few weeks back and received only 2 responses.


    My mistake… I did not tailor my message to the individual. Now, 8 months ago those same messages were getting on average a 52% response rate, so what happened?  


    With all the noise fighting to get people's attention, It is easier than ever to get ignored. When the messaging you send seems way too common or anything at all like a templated message, you will fail.


    Now, more than ever, the language you use when reaching out to prospective employees matters. And thoughtful messaging designed to align with a person's personality style is the most effective way to win-win a response!


    Our guest today: Greg Skloot, Co-Founder & CEO of Crystal Knows.


    Crystal is the app that tells you anyone’s personality. Using Artificial Intelligence, Crystal accurately identifies a person’s motivations, communication style, and other behavioral traits. 


    Greg and his company have been featured in Inc, Fortune, CNN, Fast Company, MIT Technology Review, Wired, and the Guardian. He is the co-author of a book published by Wiley in 2019, Predicting Personality: Using AI to understand people and win more business. He was recognized by Forbes as 30 Under 30 in enterprise technology.


    Today we discuss:


    Why people are NOT responding to your outreach

    How to get people to pay attention to you when you reach out to them


    Challenge today?


    Tough to get people top of the funnel

    Cold writing, how to get someone to respond.
    Information overload

    Email not personalized

    Does Not speak to who they are

    Does Not communicate how they like to communicate

    Passive- no incentive to take action if the email feels like a templated email.




    Cold emails are really easy to disregard right now

    The same role needs to be marketed differently for different people


    Why is this important to the company?


    More important now due to the tightness of the labor market

    Difficult to get people into the top of the funnel


    Rick’s Nuggets


    Messaging from 6 months ago is really not working right now
    Way too much noise

    “What’s the opportunity?”





    How do we solve the problem? 


    Learn DISC
    Dominance, Influence, Compliance, Steadiness

    Free reading online

    Integrating disc within your culture

    Theory , knowledge & practice

    Behavior & characteristics that are most important for a role




    Know the Disc type of person you reaching out to
    Expectations for the role

    What the candidate's DISC profile is.

    Personality fit percentage

    Not supposed to be a disqualifier




    Adjust your communication style
    Communicate how the other person WANTS to be communicated with





    Rick’s Nuggets


    Hit someone with the PAIN first


    Key Takeaways that the Audience can plug into their business today!  - Value:


    Use personality insights to break through the noise when emailing candidates cold

    Adjust how you pitch a role based on the candidate’s personality

    Consider integrating DISC into how your organization thinks about communication in hiring, team building and selling


    Host Links:


    LinkedIn: https://www.linkedin.com/in/rick-girard-07722/


    Company: https://www.stridesearch.com/


    Podcast: https://www.hirepowerradio.com


    Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre


    HireOS inquiry: rick@stridesearch.com


    Guest Links:


    LinkedIn: https://www.linkedin.com/in/gregskloot/


    Company: https://www.crystalknows.com/


    LinkedIn:https://www.linkedin.com/company/crystal_knows/


    Facebook: https://www.facebook.com/crystalknowsme/


    Twitter: https://twitter.com/gregskloot


    Instagram: https://www.instagram.com/crystalknowsme/?hl=en


    YouTube: https://www.youtube.com/channel/UC9BjRz6BlFNdQE1WRpFGIDQ/videos


    ----------


    Criteria Corp: https://www.criteriacorp.com/


     

    • 27 min
    Following Hiring “Best Practices” Severely Impacts Your Ability to Hire

    Following Hiring “Best Practices” Severely Impacts Your Ability to Hire

    We all have bought into the belief that following hiring best practices will ensure that we make the correct hiring decisions. Yet those best practices really do not produce consistent results. Why?


    First, “best practices” are guidelines that trickle down from the big name-brand companies who all have the advantage of a much fatter wallet… And they are Transactional!


    Second, what works for large companies does not work for startups. The truth is that you are needing to hire totally different people. Startup companies need “builders” to fuel company growth. And builders are not all about the $$money. They are about personal & professional growth. 


    This requires that you approach these people in a way that is counterintuitive to “best practices” and centered upon answering the question, “what’s in it for me”.


    For those of you who are new to the show or don’t know me yet:


    Cut my teeth as an Executive Recruiter for Tech Startups in the Silicon Valley

    Coached leaders, candidates & helped to build over 200 tech companies

    Black belt in BJJ,  F1 aficionado & adrenaline junkie


    Today we discuss:


    Why it is critical to break away from hiring best practices

    Process to create your Own “best practices” that crush your competitors


    Challenge today?


    Beliefs


    There really is NO right way to hire

    Hiring Fails are acceptable (50% success rate) 
    Cost of doing business




    Copy those who are already successful
    Google today is much different than Google at your stage.

    Evaluate for cultural fit… you evaluate for skills




    People from name brand companies are great hires
    They may be…. If they are builders

    Most people that are willing to leave big companies are not high performers

    High performers have “golden handcuffs” - best to rent




    More candidates give me a greater chance of success


    More candidates = time loss

    Target 

    1-3 people per position into the Interview process





    Focus


    Top of funnel
    Reliance on job boards 





    Execution


    Interview training


    How do we solve the problem? 


    What to believe


    Strong hires come from someone in your network

    Positioning before Skills
    Positioning is in a person’s DNA

    Builder, Improver, Maintainer

    Only builders will help you grow the company





    Focus on the interview, not the funnel


    The Interview process is what wins hires, not the number of candidates

    Current best practices are:
    10-15 minutes on a “screening call” 
    Selling the company

    Selling the job

    Gather requirements

    Schedule an interview







    Importance of the Discovery call


    Biggest time investment is to be made

    Determines a person's positioning (builder, improver, maintainer)

    Invaluable insight into a person’s pain, what they desire

    Impact they have brought into their current organization (key indicator of a builder)





    Make Interviewing your strongest talent


    Solidify your process
    Timing 
    from first contact to offer acceptance

    Timing of each interview (45-1 hour)




    Rules
    Interviews start and end on time!

    No meandering







    Steps - Discovery call, Interview (video, onsite) -number of interviewers

    Content- pre determine & assign interview questions
    Questions must be designed to surface evidence of value alignment

    Not about asking questions but having conversations




    Broadcast your process
    Make it known that the interview is challenging

    Hire for Value Alignment first!

    Make it known that you foster growth for “builders”




    No Evidence, no vote


    Interviewers need to be trained!
    Roleplaying 

    Recording conversations




    Bias has no merit
    Either a “Hell Yes” or a no

    Decision must be supported by evidence








    Rick's Links:


    LinkedIn: https://www.linkedin.com/in/rick-girard-07722/


    Company: https://www.stridesearch.com/


    Podcast: https://www.stridesearch.com/hire-power-radio


    Authored:  Healing Career Wounds (Amazon)


    https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1


    HireOS inquiry: rick@

    • 24 min
    Emotional Intelligence First, Skills Second with Nada Lena Nasserdeen

    Emotional Intelligence First, Skills Second with Nada Lena Nasserdeen

    Emotional Intelligence is defined as the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.


    Over the past year, EQ has become less important to companies because of the NEED for someone to fill the seat. This is just creating more problems, as less care is invested into uncovering the fit into the organization. 


    We need to understand that high performers are taking their time to find the right opportunity. So this is your wake up call to SLOW down!


    Now, more than ever, it is critical to cultivate our own emotional intelligence & implement intelligent hiring practices into your organization. 


    Our guest today: Nada Nasserdeen, Founder of Rise Up For You


    With over 10 years of experience as a college professor and former top executive for an education corporation, Nada understands the importance of fusing education, empowerment, and leadership together as she works with her clients and speaks to audiences worldwide. 


    Her company, Rise Up For You has been featured and worked with brands such as CBS, Google Next 19, and various Fortune 500 companies as well as small businesses.


    Nada has been awarded 40 under 40 professionals in Orange County, California, and Women of Influence for Entrepreneurship in 2021.


    She is a #1 Best Selling Author on Amazon, Leadership and Career Confidence Coach, and 2x TEDx Motivational Speaker.


    Today we discuss:


    Emotional Intelligence and Why it needs to be front and center 

    How to activate emotional intelligence into your hiring process


    Challenge today?


    Building technology at such a fast rate

    Learning is not catching up

    Result: Huge gap in human skills

    Most values are human skills

    Not looking as values as a benchmark to hire

    Fostering the culture of human skills in the company so you can embrace 

    Social skills are creating problems for the organization

    Active values


    Why is this important to the company?


    Result 

    Executives who implement Emotional intelligence in hiring

    Practicing EI- when things opened up 87% of her team, others were at 12%

    Sales increase of 325%


    Rick’s Nuggets


    Feeding frenzy from the company end 

    NOW is the time to SLOW down.
    Candidates are taking their time

    Easy to manage the timeline through communication

    Must progress through to conclusion





    How do we solve the problem? 


    Vales need to be activated around EQ
    Take each value 1 by 1 and figure out how to activate it in the culture.

    Steps to put values into action plan

    Create a value campaign

    Plan to execute the value




    Coach, train and provide development on these skills
    On going, not a 90 minute

    Enough training to be able to trainer, you no longer need a consulting company

    6 month engagement

    Skills don't grow overnight




    Accurate company analysis
    Gauge on where the company is as far as strengths and weaknesses

    Can not make an impact unless you know the truth
    Survey to uncover where the work needs to be done




    Looking for evidence 





    Rick’s Nuggets


    Making the values a language
    Decisions made by the north star




    Emotional intelligence needs to be tied directly to your values


    Key Takeaways that the Audience can plug into their business today!  - Value:


    Do an assessment - understand who and where your company is

    Reevaluate the values and create a strategic map around implementation Ongoing training around soft skills to build the muscles within your team  


    Guest Links:


    LinkedIn: https://www.linkedin.com/in/nadalena/


    Company: https://www.riseupforyou.com/


    LinkedIn: https://www.linkedin.com/company/riseupforyou/about/


    Facebook: https://www.facebook.com/RiseUpForYou/


    Twitter: :https://twitter.com/riseupforyou?lang=en


    Instagram:  https://www.instagram.com/riseupforyou/?hl=en


    YouTube: https://www.youtube.com/c/RiseUpForYou/featured


    FREEBIE: https://calendly.com/riseupforyou/freetraining


     


    This show is proudly sponsored by Criteria Corp: https://w

    • 29 min

Customer Reviews

4.8 out of 5
54 Ratings

54 Ratings

RecruiterinOhio ,

Hire Power Radio- Great Content

Really enjoy listening to Rick’s interviews

Ulises I. Orozco ,

Fantastic!

One of the best HR podcasts out there. Rick asks all the right questions and really digs into the issues. Love it

Michael Go cubs go ,

Must listen!

Rick is a real pro. He met with us a few times to develop a “Show Flow” which enabled us to refine the presentation and interview so his audience would get the best take-away.

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