Hire Power Radio Show

Latest Episodes:

Your Strongest Hire is Gone in 8 Seconds with Henna Pryor of Pryority Group Jun 03, 2021

Show notes

You’re hiring and just are not seeing the quality flow of people responding to your job ads. A bit frustrated, you decide to launch an email/LinkedIn campaign targeting people from your competitors. You identify the people you want to talk to and start sending messages. Hopeful that you’ll draw in the strongest talent.

But the response is underwhelming at best. Why?

Because no one cares about your company, your job or you until you can demonstrate the value of “what’s in it for me?”. The selfish way you message is the #1 reason you fail to gain a positive response. Start with a person’s pain first, then you'll gain their attention.

Our guest today: Henna Pryor, President & Executive Coach for Pryority Group

After an explosive 14-year recruitment career working with top performers, growing managers, and C-suite leaders, Henna founded Pryority Group to realize a vision that access to coaching and development is the most important asset to any individual’s continued growth.

Henna prides herself on an "empathetic but no-nonsense" approach and has been recognized quickly as a secret weapon of companies ranging from fast-growing startups to Fortune 500. She has a dual specialty in working with high-achieving women and measurably improving the performance of sales teams and growing start-up businesses through her in-demand sales messaging training programs and strategic coaching.

Today we discuss:

Why no one cares about your messaging today
How to structure your digital communications to gain a positive response

Challenge today?

Reaching out to candidates digitally in a noisy marketplace - getting their attention and keeping it.

Problem:

Peoples attention span is about 8 seconds in digital communication (goldfish)
Initial outreach is usually operating from middle school English class writing techniques
Subject line kills you (great opportunity)
The spotlight is in the wrong spot. People start by talking about themselves right out of the gate. People don’t want to hear about you right away. They want to be the hero of their sales message first.
People are motivated by
- Love
- Hate
- Fear of
- Vanity
- Pride
- Longing for

Why is this important to the company?

Even in digital communication, people buy on emotion.
People get 121 emails a day- most of which are deleted or ignored
Most leaders have not been taught sales writing

Rick’s Nuggets

Pain, desire, impact

How do we solve the problem?

Subject Line
- Must induce curiosity
- Ie: You wouldn’t believe how we do this,
- Confidential mysterious confession- top open
- “That was a huge fail”
- What's something special? What’s something you want to get away from?
The Content
- You Perspective (“I get you, I understand where you’re coming from, I relate”
- Here’s why it might be worth chatting with me for a few minutes (features + benefits, ideally at least 3)
Call to action
- Very clear
- Low pressure, low commitment

Rick’s Nuggets

Strike a nerve by identifying their pain
- Be specific (growth, management, work content)
Desired outcome by alleviating the pain
Performance Metrics (Impact they will make)
How’s my telepathy?

Opener

You have been eagerly anticipating my email, but I just received your telepathic message so I apologize for taking so long to get back to you ;-).

Acknowledge the Pain

I understand you are pretty good at your job but your talents in XXXX (personalize) may be a bit underappreciated (or underutilized, under-challenged, over-managed) in your current role.

Key Takeaways -Value:

Attention is a currency. You might have the best opportunity with the biggest runway, but none of it matters if you don’t have a rock solid digital communication strategy to catch the attention of the right people to engage the conversation further.
Your value proposition alone isn’t enough to attract a good candidate in this marketplace. You need to express in your outreach that you understand THEM, and then walk them through the benefits that will make your message compelling enough to want to continue the conversation.
Using the framework shared will give you a much more compelling message to attract the candidate and give you a much better chance of starting conversations with the top passive talent as well, not just the active talent.

Guest Links:

Henna Pryor: LinkedIn www.linkedin.com/in/hennapryor

Company: Pryority Group Facebook Instagram

This show is proudly sponsored by Criteria Crop

How Your Book Can Attract Talent with Alicia Dunams of Bestseller in a Weekend May 27, 2021

Show notes

With everyone struggling to hire, companies are looking for a competitive edge in being able to attract talented people. But the answer is not compensation & benefits. Contrary to what most people are preaching right now.

What draws people to your company is NOT the transaction. It is the substance behind what is in it for me!

Today we are discussing how your book can have a surprising effect in drawing talented people to your company by simply allowing people to understand who you are.

Our guest today: Alicia Dunams, Founder & CEO of Bestseller in a Weekend.

Alicia has helped over 2000 people become bestselling authors through her Bestseller in a Weekend® course and professional ghostwriting author services and coaching company.

Additionally, as a leadership trainer, executive coach and certified peacemaker/mediator who has worked with clients including CBS, Gap, GEICO, and Capital One, Alicia uses the foundation of healthy conversations and storytelling as the bridge to overcome conflict in the workplace and beyond.

Alicia is an expert at bringing a book to life and elevating personal & professional brand!

Which makes Alicia a perfect expert for today’s topic.

Today we discuss:

Why a book may be the competitive edge
How to create a book to elevate your professional brand

Challenge today?

Can't attract the right people
People don't want to go back to the grind
Want flexibility in being able to work from home
Competing from a lifestyle perspective
Companies are competing in the same pool
Not attracting the passive people

Why is this important to the company?

Publicity
Clear company story
Insight into who you might be working for
Shows company values
Branding
Omnipresence
Sales/recruiting channel (24x7)

People who resonate with the message of your book will be drawn to the company

Rick’s Nuggets

Powerful insight into who I will be working for
How do one write a book while building a company?
Determine what do you want to accomplish with book
Outlining the target audience
- Their pain point and providing solution
- Positioning it for recruiting attraction
- Examples of culture and stories of the people who work for you
Hire a Ghostwriter
- Find someone who resonates with you - someone who captures your voice, finding your voice
- Contact a service, like The Book Funnel ,or Authors Unite, where a book coach can pair you with a ghostwriter, and handles all the project management and author services
- 6-12 months
Traditional Publishing Route
- Contact me
- Timeframe 18months
- Connect with a Book Proposal Writer (describe what is a book proposal)
- Contact Agent - they also have a list of book proposal writers
- Your book will be Shopped around
Book Marketing - make your book a bestseller

Key Takeaways -Value:

Write a book on workplace culture to attract the right people.
This book becomes a playbook and operating procedure for your company.
This also could be a requisite read for new hires/interviewees.

Guest Links:

Alicia Dunams: LinkedIn Website Facebook Instagram

Company: Best Seller In a Weekend YouTube

This show is proudly sponsored by Criteria Crop

Diversity Hiring Fire Drills with Venesa Klein of Calibre One May 21, 2021

Show notes

It is no secret that diversity sparks innovation and fuels business growth.

But diversity for the sake of image or social pressure is dangerous. It needs to truly be embedded into the fabric of the corporate values in how people interact. It is not just checking off a box to satisfy outsiders.

This is most dangerous when someone is hired simply for their gender or race without any consideration of what the individual is positioned to contribute. Values are misaligned, expectations miscommunicated and voila …. Let the nightmare begin.

Costly mistakes that result in wrongful terminations, and hostile work environment lawsuits.

Our guest today: Venesa Klein, Executive Recruiter & Partner for Calibre One.

Since 2007, Venesa has helped some of the world's most successful companies build out the critical leadership teams that drive their success.

As Partner at Calibre One, Venesa founded its Purpose-Driven Practice, which focuses on placing executives in growing organizations seeking to create innovation with meaningful impact. Her empathy forward personality along with her strategic thinking has enabled her to successfully build diversity programs for her clients.

Today we discuss:

Why diversity may not be right for your company
How to correctly implement a diversity program

Challenge today? Having a real diversity strategy

Implement a long term strategy that develops people into leaders
Diversity in leadership to fill a role - check off the box
Oh Shit, we need to hire a woman because we are an all male leadership team
the structure to give opportunity to diversity
Vanity hire

Why is this important to the company?

Real change and a more diverse workforce equals growth & innovation
Companies
The reality is that a woman
Diversity of perspective: Will the person really be valued

Rick’s Nuggets

Hiring for core values alignment eliminates bias, promotes diversity
Just filling a seat for diversity sake, dangerous
- Value aligned
- Empowered to thrive

How do we solve the problem?

Bottom up approach
- Add people at the most jr level first
Development plan
- Way of identifying people who are doing well and offering opportunity to continuously grow
Promote into leadership
- Incentivizing organization to develop those around them
- Leadership accountability
When you have to go out to search
- Leadership team in agreement
- Think through the obstacles in recruiting within the criteria
- Ask Why?
- Needs to be a level of honesty -that is not happening

Rick’s Nuggets

Build your interview process to eliminate bias first
- Value alignment first
  - Values come in every flavor of person
- Positioning before Pitch
  - Understand the person’s desires
- Path to success
  - Heal their career wounds with your opportunity

Key Takeaways -Value:

Bottom up approach
Strategy around developing diversity in the organization
Looking through the lens of diversity

Guest Links:

Venesa Klein: LinkedIn Twitter

Company: Calibre One Facebook Twitter

This show is proudly sponsored by Criteria Crop

Bias in Interviewing Starts with the Resume with Dr. Michael Neal of Build My Team May 13, 2021

Show notes

What if you completely eliminated the resume from your entire hiring process?

Now you might be thinking, “how is that even possible”? Well, lets’ divulge a few truths about the resume. First, all resumes lie. Not only in what is written but more importantly, what is not. Really the most valuable information on a resume is the contact information and the white space. And the white space is where the truth is found.

Today we discuss how to effectively circumvent the resume to uncover the strongest talent while minimizing your time investment in sifting through piles of resumes.

Our guest today: Dr Michael Neal, Founder & CEO of Build My Team

Dr. Michael Neal is an Eye Doctor in private practice and the Founder of Build My Team. After years of struggling with bad hires, he invented a scientific assessment system to predictably discover diamonds in the rough - all without looking at resumes.

Dr. Neal and Build My Team erase all the guesswork with their scientific hiring process. They remove those who can’t do the job using their unique combination of scientific assessments for mindset, learning speed, motivation, strengths and talents. This saves business owners valuable time and helps eliminate high turnover.

Today we discuss:

Why we need to kill the resume
How to effectively hire without a resume

What are the challenges with the resume?

At the end of the day, leaders just want to know who to hire
Resumes get in the way every step of the process until the end
A resume does not tell you anything useful
- Address is the most useful thing (tells commute time)
Mostly made up- inaccurate information

Why is this important to the company?

Resumes lead people down the wrong path
- Fictional failure file
- Bias
- Does not tell you who the person is
Inertia - lead into the funnel
Replace the resume with a scientific assessment
97% accurate

Rick’s Nuggets

All Resumes LIE
Hiring for Skills is a recipe for disaster
This includes Vanity Hires
A Call to Action is a powerful screening mechanism
Added to the job description
Provides insight into the person

How do we solve the problem?

Be open to a better way
- If the current method is working,
- Enjoy the misery of being on the hiring hamster wheel
- Ready for better results
- Pain: time, emotional,
Use assessments
- Build your person and identify the superstars
- Reject concept of experience
- Eliminate the con-people and manipulators
Reverse engineer what the right person looks like
- Being categorically honest
- Accepting the truth- hire people around the leaders
- Identify a specific mindset
- Eliminate entitlement
Interview
- Do not bring the resume into the interview

Rick’s Nuggets

Invest the time cultivating Referrals first
Targeted recruiting
Job postings
Discovery Call!
Determines if the person has the correct positioning first
Understanding Pain, Desire & Impact

Key Takeaways -Value:

The stress you are under as a business owner with hiring is totally avoidable
Replace mediocre team members with superstars
An 80% staff replacement resulted in an 82% profit increase

Guest Links:

Michael Neal: LinkedIn

Company: Build My Team Facebook

This show is proudly sponsored by Criteria Crop

Managing Expectations when Fundraising & Hiring for ROI with Brian Franco of Meritage Partners May 06, 2021

Show notes

Assumptions are the #1 reason we fail in our expectations when hiring and raising capital.

Assumptions are drawn when we don’t invest the time to listen to all parties. Asking deeper questions to gather data to support an accurate decision is crucial. What is not uncovered is the reason we make bad hires. Because we inject our own assumptions, needs & bias where the evidence should be.

This especially holds true in your hiring process when our needs and desires cloud what is most important, the truth.

Our guest today: Brian Franco, Founder & Managing Partner of Meritage Partners.

Brian strives for excellence and fairness in deal structure and has a deeply intuitive understanding of the importance of company’s compatibility. He has represented and completed deals with an extremely diverse set of small and mid-sized businesses (SMB's), private equity groups and public companies in a number of industries and has significant experience working with companies in: architecture & engineering, healthcare, manufacturing, logistics, wellness, A.I., software and technology, and professional services.

Brian is an expert in aligning expectations in the M&A process.

Today we discuss:

Managing Expectations with Market Conditions and Expectations when Fundraising & Hiring
3 step process to achieving expectation alignment

Challenge today?

Capital raisers need to secure time to develop and bring their vision to market. In business as in life, Time is afforded by “capital” ILLUSTRATION: An airplane needs enough runway, a powerful engine or engines , and fuel to develop speed/momentum to get airborne. One without the other will result in catastrophic results

EXAMPLE: Amazon did not expect to make a profit for four to five years

QUESTION: Will you expect Capital Providers to wait months or years to return a profit?

Does the investment opportunity meet the investors expectations?
- Time requirement
- Return on Investment
- Balanced Risk & Reward
Is their alignment among the founders and the investors?
- Cultural alignment
  - Is the founder/team coachable?
  - Is the founder a “rebel” or a “cowboy/cowgirl”?
Is there TRUST, Is there a Perception of risk when it comes to the topics of:
- Operational Control
- Financial Control
Investing in the PERSON or TEAM to execute the vision or the business plan

Note: Visionaries aren’t always the best integrators

STORY: Some of us are familiar with the story about Steve Jobs leaving Apple in 1985 for 12 years and then returning in 1997

To manage you must first understand
- LISTENING

Why is this important to the company?

Understanding alignment empowers us and allows us to understand how to meet expectations and then meeting those expectations leads to SUCCESS

Qualified leadership team: is their personal goodwill or collateral in past successes?
Relevant experience in leadership

Rick’s Nuggets

Assume nothing- eliminate your needs, desires & bias
Listening is the only way to understand
Understanding is the key to truth
Truth is the springboard to success

How do we solve the problem of managing expectations?

It is as simple as “Listening” and “Educating” ourselves so that we align and meet expectations of Capital Raisers and Capital Providers.

Identify what is Achievable

Listening

Education

Educating clients on what the ‘market’ is likely to offer them
Aligning expectations to market practices or offerings (reality)

Plan & Equip

Identify relevant investors
Develop Pitch Deck and Memorandum to articulate a consistent message
Experience and ability to Assembling the team and identifying strengths and weaknesses (don’t put the strongest person in any position simply because they are “strong” align their strengths with the organization because they are qualified and capable)

Rick’s Nuggets

Understand the person the business needs
Target:
- Research, network & connect with 5-10 potential candidates
Execute
- Have conversations to determine positioning alignment

Key Takeaways -Value:

Don’t get in the way of your vision (don’t be too rigid)
Put an allstar team together
Be coachable

Guest Links:

Brian Franco: LinkedIn Twitter

Company: Meritage Partners

This show is proudly sponsored by Criteria Crop

A Superstar Culture is Achieved by Having a Systematic Hiring Process with Robert Glazer of Acceleration Partners Apr 29, 2021

Show notes

“But I have managed to hire two rockstars without having any formalized hiring structure” Said my friend Anthony. To which I quickly replied back “I’d rather be lucky than good”!

It is great to have a few “superstars” in your organization but it is outstanding to have an organization built entirely of well positioned, highly productive people, A-players.

Having a system for hiring is the only way to make the leap from average to extraordinary.

Our guest today: Robert Glazer, Founder & CEO of Acceleration Partners.

A global partner marketing agency, and the co-founder and Chairman of BrandCycle. A serial entrepreneur, he has a passion for helping individuals and organizations build their capacity to Elevate.

Robert was twice named to Glassdoor’s list of Top Small & Medium Companies CEO's (#2) and was selected as a Top 22 Conscious Business Leaders of 2019 by Conscious Company.

He speaks to companies and organizations around the world on topics related to business growth, culture, capacity-building and performance.

Today we discuss:

Why systems, especially in hiring, to win!
Robert’s process for hiring

Why are business leaders reluctant to follow a hiring system?

Moving from a superstar hiring culture to a systematic process
Getting everyone to do work up front
Agreeing on what success looks like in the role
Clarity in the scorecard
Everyone to follow the process
Being thorough to meet objectives

Why is this important to the company?

Process pushes the responsibility of building great teams to the teams
Scalable in removing leadership from the process quickly
Scientific process and repeatable

Rick’s Nuggets

Process & systems win
“I’m too busy and don't have time to sit down and develop a process” - You
Hiring process needs to be driven by leadership
Hiring the strongest people, needs to be your strongest talent

How do we solve the problem?

Collect process from other firms
- Layout - read Who
Developing the playbook as a team
- Eliminating the bias & urgency
- Clear on qualities & outcomes
- Making everything behavioral based
Training the playbook
- Train & certify on the process
- No interviewing unless you are and expert on the process itself
- Evaluate interviews
Following the process
- Look at the data and scorecards, not gut
Improving the playbook based on mistakes
- Debriefed on mid hires and find the holes in the system
- Get uncomfortable and figure it out now

Rick’s Nuggets

Read Healing Career Wounds (Available May 20 - Preorder on Amazon)
HireOS interview process -
Role playing - best training!
Scorecard = performance metrics - measurable / timeline

Key Takeaways -Value:

Your current hiring process is probably no better than 50/50
Based on individuals not a repeatable process
A good process also really helps with remote hiring
This is the #1 way to improve your culture

Links

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

Websites:https://www.accelerationpartners.com/

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

Twitter: https://twitter.com/accelerationpar

Instagram: https://www.instagram.com/accelerationpar/

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

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

Should Political Views be Reason Not to Hire with Bianca Lager of Social Intelligence Corp Apr 22, 2021

Show notes

It is very possible to share the same core values, yet differ in our religious or political views. This, we must understand when hiring new people.

Now you might be thinking something like “we have a really harmonious team and we don't want someone who will be bringing their strong political, religious or social agenda”. Then build the practice into your corporate values and let it blossom throughout the company.

After all, we are all servants to the “business”. And what is good for the business is innovation, diversity and growth. All of which are fueled by proper value alignment.

Our guest today: Bianca Lager, President of Social Intelligence Corp.

By driving the vision for Social Intelligence to provide productive, ethical and innovative solutions, she has spent her time working closely with Fortune 500 companies and non-profits alike to create safe and discrimination-free workplaces.

Bianca obtained an MBA from Pepperdine University with a concentration in Dispute Resolution and is a LinkedIn Learning Instructor. She is an expert in consumer reporting, focused on online risk for human resources.

Today we discuss:

Valid reasons not to hire based on a person’s social profile
How to properly use a social media background check to limit your company liability

What are the challenges with conducting a social media background check

Violating privacy rights by doing it yourself
Fed and state laws regarding politics in the workplace
Whose standards are you using
Is it related to business outcomes
Is it fair to the person or the company
Context is key

Why is this important to the company?

Disqualification based on personal views does not lead to better business outcomes and could be discriminatory
Culture fit -
- Diverse teams
- Or single mindset
- Business suffers
Code of conduct standards
Avoid someone who is disruptive to the business
Limits the success of the company

Who are we or What are we not?
What is hate speech - how do we define and document that?

Rick’s Nuggets

Difference in opinion among people who can communicate (agree to disagree) produce magical results
unintended consequences

How do we implement a proper social media check? Do NOW!

Review laws in your jurisdiction/jurisdiction of your employees
Create a policy
- Risk - what is actionable
- Definition of what is acceptable code of conduct
- Stay away from protected class information
  - Age, race, sex, religion, political affiliation
3rd party solution - defines content and behavior appropriately and consistently
- Violence:
- Intolerance:
- Criminal activity (drugs / stealing):
- Sexually explicit:
Well documented and legally vetted business related behavior
- Fbi, Anti-Def, SPLC
Actionable
- Legally defensible position

Rick’s Nuggets

Preparation is key for everyone that you invite into your organization.

- Let your Values policy be known to everyone
- Crystal clarity from the minute they are engaged in the interview process
- Hire for value alignment first

Key Takeaways -Value:

Formalize your social media screening approach
Create a simple, 2-3 sentence social media policy based on a basic code of conduct
Document and stay consistent (Documentation + consistency + policy = Actionable)

Links:

SI Podcast Offer - receive a free sample report along with discounted pricing offer

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

Websites: https://www.socialintel.com/

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

Twitter: https://twitter.com/socialintelco

Twitter: https://twitter.com/BiancaLager

Instagram: https://www.instagram.com/socialintelco/

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

How to Create an Accurate Brand That Connects with Your Future Hires with Eric Morley of Blue C Advertising Apr 15, 2021

Show notes

It’s no secret that I feel that employer branding is bullshit. Mostly because it is focused on perks and selling a “utopian” environment that is not what the company really is at all.

Messaging is focused on being the greatest place to work. But we all know that if you are a small to mid sized business, you are at best, a “hot mess”.

Clarity in who you REALLY are as an organization is the one thing that will propel your business forward and attract the strongest people to your company.

Our guest today: Eric Morley, Co-Founder & COO for Blue C Advertising

Eric has been helping companies across both B2B and B2C segments create brand strategies, campaign development, strategic design, content creation, and digital marketing strategies with a goal of outperforming the competition.

Eric and the Blue C team have been honored to work with some truly innovative and impactful brands that keep them constantly pushing and evolving their exclusive BrandPWR Platform.

Today we discuss:

The truth about what branding is
The elements for a true branding initiative

According to Wikipedia: Employer brand describes an employer's reputation as a place to work, and their employee value proposition

EVP-a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization

Challenge today?

Not having your messaging down
Retooling messaging for a covid friendly world
The world has changed in the last year
Equally important to communicate to your customers as well has your future employees

Why is this important to the company?

A players have seen it all before and can smell a skunk a mile away
Laser focused messaging creates massive clarity
Sales side, it affects revenue
Employees- will view you as the same as…. Just getting by

Rick’s Nuggets

Branding is not perks, puffing your chest (ego) or the product
- Today’s employer branding focus on transactional components
- Not about “what’s in it for me”

How do we solve the problem?

A 360 degree process- brand clarity

Discovery
- Pull everything apart
- Question

Verbal Messaging

-12 point process

Vision
Mission
Positioning
Brand pillars
Brand promise
Values
Brand personality
Voice & tone
Mantra
Tagline
Visual Messaging- Recognition
- Website, social media, external marketing, inbound marketing
- Transcend from written to visual

Rick’s Nuggets

Pain

Why
Desire (what’s in it for you)
Problems to be solved
Performance metrics

Impact

How you grow

Key Takeaways -Value:

Strategy first - roadmap to the promise land
Create laser focused messaging
Massive clarity in the minds of your employees, future employees

Links

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

Websites: https://bluecusa.com/

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

Instagram: https://www.instagram.com/blue_c_usa/

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

Are You Really an Entrepreneur? With Gino Wickman of EOS & Traction Apr 08, 2021

Show notes

As Leaders, we spend a lot of time wondering if we have the right person in the right seat. But how often do we question if we are the right person in the seat?

Entrepreneurs have a special challenge, in that, some of us don’t choose to be entrepreneurs, it is just who we are. But what if you are really an entrepreneur who is in a J O B… or not an entrepreneur at all but have been forced into that role due to life circumstances.

Today we discuss the core of what makes a business successful, the entrepreneur and how to recognize if you are the right person in the right seat.

Our guest today: Gino Wickman, Founder of EOS Worldwide, Author of Traction & Creator of Entrepreneurial Leap.

An entrepreneur since the age of 21, Gino has had an obsession for learning what makes businesses and entrepreneurs thrive.

Gino set out to help entrepreneurs and leaders get what they want from their businesses. Based on his years of real-world experience, he created the Entrepreneurial Operating System (EOS), a practical method for helping companies achieve greatness.

His new mission, Entrepreneurial Leap, is to find all of the entrepreneurs-in-the-making, at any age, wherever they are—to help them realize their purpose and live the life they were born to live.

Today we discuss:

How to discover if you are really an entrepreneur
The steps to take to launch your entrepreneurial journey

Challenge today in people being in the wrong seat?

Are Your eyes open
Did you make the right decision to become an entrepreneur
Forced entrepreneurs - won't be the next Elon Musk
Hype around being an entrepreneur
Not everyone can be
- Career choice for 4% of the world

Why is this important to the person?

Clarity, certainty, peace of mind, self confidence

Rick’s Nuggets

Too often the person leading the company is just “running the business”

How do we discover your true entrepreneurial nature?

Confirm
- Take the assessment
- Know when you on the entrepreneurial range
- Know whether you are or aren't
- Not is not a death sentence
Glimpse
- What you are built for
- The type of business is right for you
- Day in a life- heaven & hell
- Perfect business for you (my bizmatch)
Path
- Showing guide post to avoid ½ the mistakes they are going to make and greatly increase the likelihood of success
- Mentor
- Discipline
- Stages of building the company

Key Takeaways -Value:

1,2,3 roadmap-
Assessment - https://e-leap.com/assessment/4
MyBiz match, vision clarifier

Links:

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

Websites: https://e-leap.com/

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

Instagram: https://www.instagram.com/readleap/

YouTube: https://www.youtube.com/channel/UCg1fRlytBObtuIIAa46B_cg

Entrepreneurial Leap: Do You Have What It Takes to Become an Entrepreneur? Available for purchase through all major retailers: Order on Amazon

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

How a Hiring Operating System is the Key to 10x Your Business with Rick Solo (Han’s little brother?) of Stride Search Inc. Apr 01, 2021

Show notes

We can all agree that the only way to 10 or 100x your company is to hire the strongest people. So, what are the strongest people?

The strongest person for your company is a person who aligns with your values first. They understand the mission and they have a strong desire to impact the business because it benefits them first.

Understanding the person across the table does not happen by chance but by a systematic approach to your interview that is designed to gather concrete evidence.

The smartest companies know that cultural alignment is far more critical to a successful hire than merely a person’s skills.

Today we discuss:

The value & pitfalls of a hiring system
How to implement a hiring operating system into your company

What is a hiring operating system? The step by step process by which your company successfully hires.

Challenge today?

In any market, care needs to be taken when hiring
- Right person, Right seat … Jim Collins - Good to Great
Time pressure
Hiring is a guessing game
- Likability/commonality
- Skills
- Bias - educational background, company history (assumed success)
People hired are not properly positioned for your unique company
Builder, Improver, Maintainer
Hiring Process is common, weak or unorganized - Key indicator of how the business is run
People are systems resistant.
- Systems are the key to success

Why is this important to the company?

Operating Systems

Save time & money
provide structure & clarity
Build accountability
Build effective practices
Attract talent
- A- players are drawn to successful opportunities
Systems Win
- Business operating systems (EOS, scaling up, Strategic Coach, MAP)
- IDC: Companies lose 20-30 percent of revenue each year due to ineffective business practices
  - https://www.entrepreneur.com/article/286084
  - https://www.forbes.com/sites/jeffboss/2016/11/01/5-ways-your-business-processes-could-be-hurting-your-business/?sh=6b39e50452e9

How do you build your hiring operating system?

Foundation

Values first
- Own it- embrace the truth
- Be transparent about the Good & Bad
  - No one believes your company is perfect

Build Interview Question Library
- Craft Behavioral questions (2-3)
- Determine **Knockouts
- Agree on questions

Establish Interview Structure
- Timeline Commitment
- Define Format
  - Outreach / Application
  - Intake Process - discovery call
  - Interview
  - Assessments/Tests (not too soon)
  - Decision

Build Job Description Template
- Understand Performance Metrics
- Build Call to Action Questions

Assign Questions
- to Interviewer position (order of importance)

Assemble Interview Team
- 3 teams of X

Execution

Rules of engagement

Discovery/Screening call
- Assessment over Resume
- Time up front saves pain in the end
- non-transactional

TRAINING!!!

Behavioral Interview
Bias annihilation
Knock Out’s
Role playing exercise
Interview question tweaking
- Iteration of follow up questions
- Solidify questions
Logging data
Wrapping up interview & Handoff
- Gather feedback
- Dismissal
Role Playing wrap up

Key Takeaways -Value:

Systems -breed success and eliminate all the things that keep you up at night
Prioritize owning a hiring operating system that attracts the strongest people to your business
Train your people how to interview to gather evidence to support the hire

Links

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

Websites:

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

https://www.stridesearch.com/rick-girard

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

YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ

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