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The Dangers of Screening Too Soon in the Interview Process with Joel Patterson of The Vested Group Jan 14, 2021

Show notes

There needs to be a deliberate cadence to your interview process.

Just like a first date, you wouldn't say “hi, I'm Rick. before we start the date, I’d like you to complete this sexual survey and if I like your answers, we can continue the date.”

Now it may work on some people. But the question you need to ask yourself is who exactly are you weeding out? Answer… A-Players!

Today we are talking about the pros and cons of screening mechanisms and the proper order to deploy them to keep people engaged.

Our guest today: Joel Patterson, Founder of The Vested Group

A business technology consulting firm in the Dallas, Texas area, and ForbesBooks author of The Big Commitment: Solving The Mysteries Of Your ERP Implementation. In 2011, Patterson founded The Vested Group, which focuses on bringing comprehensive cloud-based business management solutions to start-ups and well-established businesses alike.

Joel has hired hundreds of engineers & consultants and has learned a lot about what works in an interview process.

Today we discuss:

Why a proper cadence is so critical in keeping top talent engaged
How to set the correct sequence to avoid triggering “fight or flight” in top talent

Challenge today?

Saving your time with a video screen first
Wasting a lot of time with interviews of unqualified people
Need to be efficient with people's time- billable resources
Elevated the quality of the people hired
Not as many bad hires
Missing out on good talent?
Do people want to jump through hoops?

Why is this important to the company?

Cost to replace a person
100-150k loss per person lost
Culture impact of people coming and going
Sunday test- call on a sunday

Rick’s Nuggets

Are you losing the top 20% in your screening efforts
- Transactional
- Value driven

How do we build into your company?

Video - one way
Phone screen
Video Interview
- 2 sessions
- Job score card
- Core value
Case Study to do

Rick’s Nuggets

Discovery call (Positioning)
PDI (Pain, Desire, Impact)
Interview
Culture, skills, culture, combo
Behavioral questions
Assessments/Assignments/Skills test
Prefer working session to determine skills
Connect the dots

Key Takeaways:

Core values drive hiring/firing decisions
Interviewers represent cross section of experience and skills levels (AMA)
Providing purpose quickly is critical to long term hiring success

Guest Links

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

Website: http://www.thevested.com/netsuite-provider-the-vested-group

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

Twitter: https://twitter.com/TheVestedGroup

YouTube: https://www.youtube.com/channel/UCHDBLjRuMtER5yUrPhZYKkw

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

Lessons Learned from Hiring Friends & Family with Wing Lam of Wahoo’s Fish Tacos Jan 07, 2021

Show notes

CEO campfire horror stories often start with “In the beginning, I hired a few friends of mine”... then the story digresses from there. Sometimes the situation works out but most of the time it is a disaster resulting in a severed relationship.

Today we are discussing lessons learned in hiring from your inner circle and how hiring for growth lands great talent.

Our guest today: Wing Lam, Owner of Wahoo’s Fish Tacos

Wing Lam is the eldest of the three founding brothers and the enigmatic character widely recognized as the face of the iconic Wahoo’s Fish Taco brand. A 30-plus-year restaurant industry veteran, he is often in the public eye participating as a panelist and speaker at global events such as the IEG Conference and guest lecturing for MBA programs at Yale, UCLA and USC.

Wing is Prolific & “rich in the currency of social good”!

Today we discuss:

The pitfalls & benefits of hiring friends & family
Two key components to hire successfully

Challenge in hiring friends & family?

Setting precedence
People did not take it seriously
Stealing
Can't allow people to take advantage of your generosity
Corporate hires-
- Hired from headhunters for store managers (⅖ stayed over a year)
- Moved to growing from within

Why is this important to the company?

Mistakes cost the company money, time & morale

Rick’s Nuggets

Expectation Alignment
- Where we fail is in agreeing on expectations up front

How do we build into your company?

Understand culture first
- Fit is more important than skills
Up Hire
- Too much experience is good
- Opportunity to allow the person to do what they want to do
- Others intimidated by credentials
- Didn't feel like the person would take the job
Personality, integrity, passion
- Translates to a good hire

Rick’s Nuggets

Positioning determines the cultural fit
Cultivating growth is what captures & retains talent
People want to learn, grow and tackle new challenges

Key Takeaways:

Referrals & dig deeper
Really understand your culture & what fits

Links:

LinkedIn: Wing Lam

Website: Wahoo’s Fish Tacos

Organization: California Love Drop

This show is proudly sponsored by Criteria Corp

TAGS : #californialovedrop #wingdash #wahooswing #giving

The Reality of Vanity Hires with Greg Toroosian of Elevate Hire Jan 03, 2021

Show notes

“We really need to hire a person from xyz company and they need to be from a top tier school.” Words that make every recruiting professional cringe.

This criteria is the perfect storm for making the worst hire of your career. The Truth is, Your ego WANTS these things but the business needs a person with the RIGHT DNA to fuel company growth.

Our guest today: Greg Toroosian, Founder & Managing Director of Elevate Hire

Having worked for startups, globally recognized brands, and recruiting agencies, he brings a unique perspective, a fresh sense of understanding, and an elevated level of service to his clients.

He previously held the roles of Recruiting Manager for Virgin Hyperloop and Director of Talent Acquisition for Sweetgreen. Greg believes that recruiting and retaining talent is key to having a successful company.

Today we discuss:

Setting expectations of what you can REALLY hire
How to hire what you can Really hire

There are 2 ways to hire A-level talent

Pay for them
Be the solution to their career wounds

Challenge today?

Overall value proposition
Competitive market
Hard to find or in demand roles
Stage of growth
Disconnect on what the market really is
budget
Clarity on what you are actually hiring for and why
Coming back to earth on what is really needed

Why is this important to the company?

Impact time to hire
Help to hire the right people
Think through their recruiting strategy
Help with financial planning

How do we build into your company?

Build your value proposition
- What is it to your employees

Cultural element
- How to communicate you culture
- Honest and open about What your culture really is
- Allow people to opt in/opt out

Business element
- What the work is
- Product/ service
- Social good, clean energy, industry
- Clear about how it is different from their competitors

Personal/Professional element
- What’s in it for me?
- What will I learn?
- What will this do for my career?

Clarity On what needs to be done
- What really needs to be done?
- First hire??? Now what?
- Clarity helps to target the right people, industries, competitors
- Gain clarity on what success looks like for this role

Understanding the competitive market
- Clarity on what you are hiring for and why
- Common complexity of what is being built
- Reality check on what you NEED to be paying this person
- Who else you are in competition with for that person

Solutions if the role cant flex
- If the person you need is unhirable?
- Competition, salary, location, level of skill, small pool
- Training & molding a person intro the role
- Contractor, fully remote,

Key Takeaways:

Craft and solidify your EVP - at least for your company. Use the cultural, business, professional buckets to help.
Be mindful of the market you’re hiring in and self aware of your company's positioning.
If hiring the people you want or the way you want aren’t currently realistic, then consider creative ways of making your offering more attractive or creative ways of getting the work done.

Guest Links:

LinkedIn: Greg Toroosian

Website: Elevate Hire

Twitter: Toroosian

Email: greg@elevatehire.com

This show is proudly sponsored by Criteria Corp

The Pivot to a Remote Interview Process with Vince Thompson of MELT Dec 25, 2020

Show notes

Please, please, please wear pants during your video interview! Both parties, not just the person being interviewed.

Just yesterday, Jessie filled me in on the horror story of her last interview. The interviewer spilled his coffee, jumped up really quickly to reveal he was in his holiday boxers. While it makes for a hilarious story, it did not win the hire for the company...

Our guest today: Vince Thompson, Founder & CEO of MELT

One of America’s most successful sports marketing and branding agencies, and author of Build Brand You .

Vince has been named one of Atlanta Business Chronicle’s “Most Admired CEOs,” among the “500 Most Influential Atlantans” by Atlanta Magazine, the American Diabetes Association’s “Father of the Year,” one of Sports Business Journal’s “Power Players,” and was listed by BizBash as one of the top 1,000 people in the event industry.

Today we discuss:

An impressive Pivoting story doing
Building a virtual hiring process

Challenge today?

Business collapsed overnight on March 16th
Overnight NCAA canceled everything
Nobody knew what was going to happen
Had to furlough dozens of employees within weeks
Breakdown in demographics
Fear & unrest
Pandemic, unrest, election …. Oh my
Made the shift to 100% remote
The liability gap is HUGE
Mitigating the litigation dream

Silver linings

Positive forward facing manner
Reposition the company - opportunity to showcase what they are doing
Career development

Why is this important to the company?

Shifted /evolved the company into a multimedia & event company
Overnight the market shifted to buyers market
It will kill the “bounce” mentality
Prepare for the next evolution
Good will is good business!

How do we build into your company?

Building a virtual hiring process
Bring the heat (first impression)
Wear something nice
Know everything about the company, job & the person you are interviewing
Get a good feeling for the chemistry before diving in
Trust your gut
Cease the opportunity to really have a more thorough vetting process
Improve the process
What did they do for themselves & others during Covid?
What did you do to enhance yourself?

*during this time, if nothing was done for self or others…. Not something you want to hire

Look at the big picture of “Who” the person really is
A whole different set of ways in which you can
Can't coach desire & attitude!
Put something out that is positive, and
No bad ideas to pitch in the marketplace
Go from crazy to genius overnight

Key Takeaways:

Pursue any crazy idea that might have been shelved
Use a lot more discretion in hing as it is now a buyers market
Shift in hiring for chemistry & culture to allow us to make more value based decisions

Guest Links:

LinkedIn: Vince Thompson
Website: MELT
Email: vince@meltatl.co
Twitter: vinnyinc

This show is proudly sponsored by Criteria Corp

The Answer to the Widening Skills Gap is an Apprenticeship Program with Nicholas Wyman of IWSI America Dec 17, 2020

Show notes

Skills can be learned, but who a person is, is what determines a successful hire. This all comes down to core value alignment with the organization.

Shared values create a much tighter bond and a more engaged team member.

The correct answer is rarely hiring for skills. So consider alternative hiring initiatives like an apprenticeship program designed to purely foster career growth.

Our guest today: Nicholas Wyman, President of IWSI America

Nicholas is an international expert, particularly zero-ing in on CTE education, apprenticeship and training models in the US, UK, Germany, Switzerland and Australia. Wyman writes opinion pieces for Forbes, Quartz and Fortune, appearances on National Public Radio, he has notched top education writer on LinkedIn.

Today we discuss:

Why an apprenticeship program might be the key to unprecedented company growth
6 step process to build a program at your company

Challenge today?

Can't find people with the skills they need
Employers need to do more to train people
Design an apprenticeship program or internship model needs to be turned upside down
Misconception that because a lot of
Young people who have not been able to get a start
Displaced people who need a fresh start

Why is this important to the company?

Skills gap has gotten wider
Economic uncertainty
Global economic changes
Impact of new govt coming in
We will not be returning to normal
Need to really look at your talent strategy

Rick’s Nuggets

Apprenticeships for those in career transition- modern elders

How do we build an apprenticeship program into your company?

Six Step Plan:

1 - Identify the apprenticeable occupations

2 - Form a team to run the program

Internal team- leadership support
Identify coaches / mentors

3 - External partners

Deliver Training has to be structured
Training provider
State funding assistance

4 - Define training goals & Wage schedules

5 - Marketing & Recruitment of the program

Brand it & give identity

6 - Develop an ongoing evaluation process

Rick’s Nuggets

Develop everything around your true corporate values
Interview process that uncovers evidence to support the hire

Key Takeaways:

Broadening your view on who you might employ - broader than diversity, disability - more women (women and youth disproportionately impacted by Covid)
Get people engaged- lost generation of young people
Take a long range view to skills development
Rock solid, top down support- can not be just another training initiative

Guest Links:

LinkedIn: Nicholas Wyman

Website: IWSI America

Twitter: @nicholas_wyman

This show is proudly sponsored by Criteria Corp

Hiring 250 Remote Employees in 2 Weeks with Brock Blake of Lendio Dec 10, 2020

Show notes

Imagine having to staff 250 roles... just as many companies were laying off and scrambling to get their PPP loans approved.

Our guest today had 2 weeks to hire 250 people to handle the demand for PPP loans and is here to share his story.

Our guest today: Brock Blake, Co-Founder & CEO of Lendio

Brock spent the last nine years developing technology to get loans to more people, more quickly, and more efficiently than traditional lenders. Under his leadership, Lendio grew to be the largest online marketplace for small business loans in America. So when the coronavirus pandemic struck, he knew he was in a unique position to make a difference.

Today we discuss:

Creative ways to bulk hire in a short period of time
The hiring system to be able to crush a lot of hires in a very short time

Challenge today?

We had committed to [a company] that we would hire 25+ of their people on a temporary basis to help with PPP and then they would return to their employment. It was a win/win. The painful part was realizing the people we hired through them were not skilled in computer software and systems. We ended up keeping only 8-9 people from [Company] which put us behind in getting resources to meet the demands we had.
Being told “we are good, no more hires” next day “Let’s get 150 hired by next Monday” and we crushed those goals

Why is this important to the company?

Getting to the bottom of the barrel in terms of Temp to hire resources for the last group that we hired. The incentive to stay home instead of work because of the unemployment benefits had kept a lot of people from applying for work. So those that were applying by the end of our hiring process were not the most employable people. The number of wage garnishments, failed background checks, etc. was much higher for this last group than our overall hiring experience.
Having the opportunity to extend offers to people during the pandemic. Some people were experiencing the worst few weeks of their lives and were overcome with joy when they received offers. Truly an awesome experience!
- Candidates crying on the phone with us when we offered them the position because they were so grateful to be able to provide for their families or be helping w/PPP

How do we build a quick hiring structure into your company?

Bulk interview process
One interview, Decision
Creating SOPs and generic equipment setup/login instructions - Getting 200+ new hires setup and logged into equipment was a massive undertaking. Staying up until 2 am helping new hires set up their computers for the next morning
Trying to run new hire orientation with 50+ people in a Zoom meeting who have never used Zoom or their equipment before. No understanding of the mute button.
- Guy falling asleep for 2 hours during training. Snoring.
Being responsible for retrieving equipment; traveling to unknown places (I’m from out of state), former TMs not cooperating, equipment not being left where they say it would be, thoughts of getting Covid from equipment boxes, equipment not being packed up properly and left outside in garbage bags.
1. Cops involved (one emergency contact saying that the temp was MISSING and that us reporting her equipment as stolen might help the authorities find her!) - 4 total police reports
2. One person saying “If you want your stuff back, come and get it. And BTW I have COVID”
3. Driving all over the state
4. Condition that equipment was returned in (garbage bags, shoe boxes, etc.)
- Russ and Kimberly stories of tracking down equipment after terminations

Rick’s Nuggets

Do not get rid of your hiring process to rapid hire
Scale the number of interviews
Train 2-3 interview teams to allow scale
Assigned interview questions
Back to back video interviews
Be aware if interviewer fatigue

Key Takeaways:

Have a process in place
Don't cut corners on culture fit, screening
Get creative

Guest Links:

LinkedIn: Brock Blake

Twitter: BrockBlake

Instagram: Lendio

This show is proudly sponsored by Criteria Corp

The Method for Hiring Trustworthy Leaders Not Incompetent Managers with Tim Spiker of The Aperio Dec 03, 2020

Show notes

Can we all agree that the people you hire determine the success of your company. It is not enough to just “fill a role”. Especially if you're a smaller, growing company.

Every hiring mistake that your company has made is due to your focus on the wrong ego driven priorities. (Ie: the work to be done, what I think I need, image for the company)

Focus on hiring the “WHO” that aligns with the corporate values first and you’ll achieve unbelievable results.

Our guest today: Tim Spiker, Founder & President of The Aperio

...And the Who* Not What Principle, a profound research-based truth that has powered 15 years of leadership development success.

Tim’s book, The Only Leaders Worth* Following, reveals that 77% of leadership effectiveness comes from who a leader is and not what they do. Using this principle, Tim helps people become, be, and stay leaders who are actually worth following. Tim’s work includes delivering keynote talks, creating unique and customized learning experiences, and guiding long-term development journeys.

Today we discuss:

The advantage of focusing on Who before What
The role Trustworthiness plays in a Successful “Who”
3 steps to hiring the Right Who!

¾ of things working is about WHO the person is who is leading the process.

Listening for who based questions
Eagerness to hallmark others

Challenge today?

Are your leaders trustworthy??
Strong Leader:
- Who is inwardly sound and others focused = trustworthy
- Engages people at a higher level
- How much energy are you putting into your leaders to help them be more trustworthy

Why is this important to the company?

77% of leadership effectiveness comes from who a leader is and not what they do. Why? Because trustworthiness drives engagement and engagement drives performance. Therefore we must interview for and intentionally develop leaders who are trustworthy. Not leaders who give the appearance of being trustworthy, but who are actually trustworthy.

Trustworthiness drive engagement which drives performance
Huge Difference between image and the perception of others
Start of a trend of external image vs
Downside to the company - long term value creation at the fundamental level
Company will never maximize performance of the organization

How do we hire the "Right Who" into your company?

Become Trustworthy
Develop the core of who you are
Being curious - about others
Tell me more about that...
Depth, Community & Time

Hire for trustworthiness!

Giving the interview questions in advance
Let them prepare for the interview
Dig under the hood
Provide the Interview questions in Advance!

Interview question:

"Tell me about a time when you broke trust with someone and what did you do to fix it?"
Continued Development
Use the phrase “tell me more” 100 times
Develop those around you
Depth
Community
Time
Majoring in politics downgrades your trustworthiness!

Key Takeaways:

Be willing to look in the mirror, courage to own your shortcomings
To have a organization with world class leaders, you have to engage with world class conversations -
Be willing to work on myself to set the example for the other leaders to have “who” based conversations

Guest Links:

LinkedIn: Tim Spiker

Websites: TheAperio.com (The Aperio) TimSpiker.com (TimSpiker.com)

Twitter: TimSpiker

This show is proudly sponsored by Criteria Corp

Data Driven Insight into Your Video Interview Process with Scott Sandland of Cryano.ai Nov 20, 2020

Show notes

Data Driven Insight into Your Video Interviews.

“Look, I just need to hire someone who can do the work so we can get this product done” Said Peter. A CEO for a newly funded startup. “Besides, there is no way to really know if someone fits into the company until you experience working together”. Not true at all!

Your interview process, when structured properly, will give you all the evidence to support making the right hire each & every time. Because, as we all know, one bad hire can destroy your company!

Today we are talking about the power of digging deep on the “right” questions and utilizing AI to confirm your conclusions.

Our guest today: Scott Sandland, Founder & CEO of cyrano.ai

Scott is the former world's youngest hypnotherapist. A few companies (and decades) later he is the CEO of a company focusing on artificial empathy and strategic linguistics.

As a former executive director and CEO of a mental health clinic and longtime technologist, he has experience leading purpose driven organizations. He has been published in numerous peer-reviewed journals, Psychology Today, Forbes, and Entrepreneur Magazine.

Today we discuss:

Getting to the truth about the person in a video interview
How to leverage AI to confirm your hiring decisions

Companies today have an interview process that is no better than a coin toss.

No process
Shallow (how can you help me)
Or rely heavily on assessments for decision making

Challenge today?

Understanding the mental state of the person you are interviewing
How they are thinking allows you to understand a persons mindset now
Analyzing the what and how things are said
Keeping track of people
Understanding how people will fit
Correctly auditing the client pool at scale
People are dishonest during interviews
Creating a right fit with a specific management style

Why is this important to the company?

A lot of the “right” people get screened out via a resume
People who look good on paper/resume that don’t actually fit reality of job/culture
How to manage/mentor the person you do hire
Right person, wrong team… vision to see who will “blow up the locker room”
Making sure you are in a position to get the most out of a new hire
What burns them out/demotivates them and how to avoid it
Allow you to really utilize all the features that are strengths (create a more well rounded team!)

How do we build into your company?

Profile yourselves & your team
Look at the relationships of what already exists
Understand what you really need
Make strategic decision for similarity or diversity
Profile each person to interview
- Run youtube interviews /linkedin profiles through their system
- Get a head start on your hiring process
Creating custom interview questions based on insights
- Measure relationships between interviewer and interviewee
- Confirm understanding of what motivates and what burns out
- Accountability vs recognition environments
- Gives the tools to accurately set performance metrics
- Makes the intangibles, tangible from the beginning.
Hire
- Confirm fit & hire

Rick’s Nuggets

Understand yourselves then build your company values around
Do your homework, target & connect
Interview for values first

Key Takeaways:

Soft skills assessment of candidates is more important than resume checklist
Consistency and transparency in that assessment is critical, which is why machines should be used instead of a person with moods and distractions

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