Hire Power Radio Show

Latest Episodes:

Ryan Foland: The Problems You Solve Trump Perk-Based Employer Branding in Talent Attraction Feb 21, 2019

Show notes

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

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

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

Today’s Quote

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

Show Guest

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

Episode highlights

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

Problem

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

Psychology

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

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

Solutions

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

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

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

Eliminates being another me too company

Example of a good 3-1-3

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

Rick’s first step

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

Key takeaways

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

Ryan's Social Media

Instagram Linkedin Twitter Facebook

Chris Russell: Better Ways to Post & Pray Your Job Descriptions to Life Feb 14, 2019

Show notes

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

Today’s Quote:

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

Show Guest:

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

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

Episode highlights:

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

Let’s talk about the approach almost all companies take

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

The Job Description Format

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

Rick’s Format:

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

Tools to Use

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

Where & How to Post

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

Key Take-Aways

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

Brendan Rogers: Lean & Scrappy, Then…Boom! You Receive Funding. Now What? Feb 11, 2019

Show notes

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

Today’s Quote:

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

Show Guest:

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

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

Episode Highlights:

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

You company closes your first round of funding

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

Preparation before go mode

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

Action Plan & Execution

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

First:

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

Second:

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

Third:

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

Key Take-Aways

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

Shannon Johnson: Having the Right Mindset to Get Hired Jan 31, 2019

Show notes

A great hire happens when Career & Hiring objectives are in alignment.

Now more than ever, people want to feel whole in their careers and personal development has taken the lead in the decision-making process. Today we are going to look at hiring from the Interviewee’s perspective.

Today’s Quote:

"The things that bring you the greatest joy are in alignment with your purpose" - Jack Canfield

Show Guest:

As a Success Mentor, Shannon Johnson's passion for people has been the common denominator of her success throughout her 25 year career in corporate America. Today she is founder of her company, Stand Out and Get Hired, inc...taking one of her most successful achievements in launching best-in-class products to market, to now, launching the most exciting product of all...our future leaders.

Shannon worked for leading Fortune 500 companies in the retail, staffing, and pharmaceutical industries. Holding positions in marketing, management and sales, she has always been attracted to innovation and addicted to influencing others to think differently and get better every day.

Her mission is to inspire ambitious, driven, college students to take action in preparing to embark on their careers where they will thrive. She knows that Everything is possible when you believe in YOU FIRST & take action!

Episode highlights:

How to hire & get hired in the right role
The 3 pillars to “Stand Out & Get Hired”

Mindset

Getting your game plan together to successfully get hired
Settling for a “job”
How do you get the interview first?

Preparation

Not performing at 100% in an interview kills your confidence
Interviewing burns people out, then you lose momentum
Emphasis on the Resume- important but not
- The resume is really a screening tool for the company!

Why is this important

Being sold on the Mission!
Bring your value and strengths to life
Mastering the skill of interviewing
Prepare for what will happen
Practice- mock interviews
Put your “Game face” on

How does a person/company stand out to make the right decision

Know your values
Your Why
Target what you Desire
Take Action

Shannon’s plan

Building your Brand
- Expert in You… values, vision, strength building
- Strength dashboard- strength finder assessment
Grow your quality network
- Linkedin network, utilizing, leveraging and maximizing relationships that already exist
Sharpen your Interview Skills
- Skills to beat your competition
- Fundamentals: approach the opportunity, preparation (dress, execution)
- Interviewing is a behavioral test. (highlight stories around 10 different behaviors)
  - Practice, follow up (stand out and be memorable)
  - Be relentless with follow up!

Rick’s Input

Identify target companies (no spray and pray)
Utilize Linkedin, Separate yourself from the pack (rise above)
Be pleasantly persistent & ask for the Interview

Key Take Aways

Align with your purpose
Take action to beat your competition
Self Awareness, Grow your Quality Network, Sharpen your Interview Skills

Katie Weber: Evaluating Your Team to Get the Right People in the Right Seats Jan 24, 2019

Show notes

Today we are talking about Workforce Planning and our goal is to provide Clarity of what is really needed vs. what you think you want. Evaluating Your Internal Team and Your Mission is crucial to get the right people in the right seats at your company!

Today’s Quote:

"Never look back unless you are planning to go that way." - Henry David Thoreau

Show Guest:

Katie Weber, Founder & CEO of KMW Recruitment Consulting, a recruitment and coaching firm specializing in high-growth and transition scenarios for small to mid-size companies. With nearly 20 years of diverse recruitment experience, Katie has worked around the world with early stage start-ups to Global Fortune 500s. She now utilizes that experience to quickly assess recruitment challenges, recommend and implement best practices, and find creative solutions ranging from engaged search to plug and play recruitment teams for her clients. She has developed a Recruiting Search Framework with supporting tools that facilitates organizational communication, reinforces recruitment branding, eliminates bias, and attracts the right talent. With the addition of High Performance & Career Coaching, she ensures that the candidates she places change the game with levels of confidence, employee engagement, productivity and influence that are off the charts. Her hires are often the company's best hires and top performers. The company motto is: It's not just about filling a position, it's about fueling your mission!

Katie serves on the Advisory Board for London-based start-up, Grad DNA, holds a BA in Psychology from Elizabethtown College, and has a coaching certification from High Performance Institute. She is available for speaking engagements or workshops and will be a speaker at the April ERE Recruiting Conference in San Diego.

Episode highlights:

What happens when you don't plan?
Where to start
How to implement your hiring plan

Why is it important?

Run Lean- Instagram sold for $1B to Facebook with just 13 employees (2013)
Cost of a Bad Hire
- Kills Morale, productivity
- Disengagement is contagious

Planning & Kicking off your hiring plans for 2019

- Evaluating the Mission
  - Defining what needs to be accomplished
- Think about leadership first.
  - Evaluate the team that is already in place (workforce planning)
- Budget & Timeline
- The volume of positions needed to be filled, vs lack of internal leadership to manage them- open headcount before leadership.
Invest in hiring / promoting strong leaders
- To chose the right recruiting strategy (partner, in-house recruiter)

Define who “We” are and Who we need

First Who, Then What - Jim Collins
- Dare to Go From "Good to Great" - “First the people, then the direction”
- Get the Right people on the bus, In the Right seats
- Get the Wrong people off the bus

Evaluating your internal team

- Cultural fit (Values, Attitude, Mission Ownership)
- Education & Training required
  - Provide resources
- Work Performance
  - Current
  - Growth
Accomplishments- Recognize even the small wins
Fulfillment- breeds engagement > Increased Productivity

Employment Branding/Messaging

Define the 3 things that are most important to them in terms of the job search
- (open leadership) for greater collaboration
- Top 3 trait alignment
- What does that mean
- Usually describing a company challenge
Transparency

Take Aways

Evaluate your mission, evaluate your people
Over communicate everything!
Fit people into your Company and not your Job

Liran Kotzer: Will AI Really Keep People Engaged with Your Company? Jan 17, 2019

Show notes

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

Today’s Quote:

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

Our Guest:

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

Show hightlights:

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

What AI can and cannot do NOW in terms of recruiting

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

What recruiting functions is AI replacing

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

Where is AI in recruiting relevant now

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

Take Aways

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

Craig Weber: Interviewing for Conversational Capacity Jan 10, 2019

Show notes

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

The great news is, it can be taught!

Today’s Quote:

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

Show Guest:

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

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

Episode highlights:

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

What is conversational capacity?

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

Why is it important?

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

How do you recognize and evaluate

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

Interviewing for Conversational Capacity

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

Key Take Aways:

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

Joe Mullings: How to Choose the Right Recruiting Partner for the New Year. Jan 03, 2019

Show notes

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

Today’s Quote:

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

- William Jennings Bryan

Show highlights:

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

Be honest about your internal process

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

Clearly define & communicate Expectations

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

Recommendation for evaluating the best firm for your needs

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

Learn about the liability of the organization

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

Words of Wisdom

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

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

Brenan German Part Deux: Overcoming Your # 1 Hiring Failure for 2019 Dec 28, 2018

Show notes

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

Today’s Quote:

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

Show highlights:

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

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

Process
Alignment
Engagement

Halo’s & Horns

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

Effective Interview Structure

Brenan’s Format

Plan
Build
Decision
Scoring methodology
Practice

Rick’s Format

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

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

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

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

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

Christian Spletzer: Managing Expectations of Time to Hire Key Talent Dec 20, 2018

Show notes

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

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

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

Today’s Quote:

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

Show highlights:

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

Measuring your search performance

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

Companies can go to:Benchmarks - Clockwork Recruiting

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

Detailed analysis

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

What to look for in a search firm

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

Our TOPPODCAST Picks

Follow Us

Stay Connected

Related Podcasts

Links

Stay Connected