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Charles Antis: Discovering Your Company's Purpose Dec 13, 2018

Show notes

It’s all about Purpose... Why? Because if your model exists just to make money, you won’t be relevant anymore. What is your companies purpose? Today we are going to help you discover your purpose and share ways to build purpose into to your hiring process.

Today’s Quote:

“When you're surrounded by people who share a passionate commitment around a common purpose, anything is possible.” - Howard Schultz

Show highlights:

Discovering your purpose
Getting others to rally around your company’s purpose (super power)
How to hire Purpose-driven people

Let’s start by talking about how you discovered your companies purpose

Origin Story:
Reason to exist other than making money
you have to have a Why
“We exist to keep families safe and dry” - Antis purpose

Why is it important to have a purpose?

The purpose of a company is to make money!
Involved in changing people’s lives
Benefits of Purpose
- Retention
- Increased productivity

Hiring with Purpose

Have a reason why
Getting others to buy in
Knowing your “Why” and building it from the inside out.
Helping employees discover their “Superpowers”

Tribal leadership- when the culture goes wrong. survival

Demonstrating that as a leader, you are there to serve them

Interviewing for Purpose

Messaging
- Clear and consistent with how the leaders lead
Interview
- Core values alignment
- Hire for alignment over skills
- Discovery of superpowers in the interview

Results

20% culture lift in a month- gift card that they can donate to a cause that is near and dear. To someone who did
Retain 93%
Melt away silos builds a stronger bond between individuals and departments

Charles Antis, Founder & CEO of Antis Roofing & Waterproofing is a well-respected and widely known roofing expert, entrepreneur and humanitarian. Charles began his career as a roofing professional in 1984. Since then, he has become one of the most trusted names in the Southern California roofing industry, as well as an inspirational business leader championing social corporate responsibility.

Charles has been the recipient of many prestigious awards over the years and was recently honored with the 2017 US Chamber of Commerce Foundation Corporate Citizen Award, Small and Mid-Size Business. In 2017, he was also named as National Philanthropy Day Honoree, Outstanding Corporation or Business, Mid-Size; the Civic 50 Orange County Honoree; and received the top honor with the CNA Insurance/National Roofing Contractors Association (CAN/NRCA) Community Involvement Award.

Brian Breth: Sourcing the Right Players Creates a Company of Legends Dec 06, 2018

Show notes

Sourcing! Knowing who to target is far more effective recruiting strategy than casting a wide net when it comes to hiring correctly for your company. Even without a recruiting team, business leaders must be sourcing to engage and hire the right talent.

Today’s Quote:

"Finding good players is easy. Getting them to play as a team is another story." - Casey Stengel

Show highlights:

What is sourcing and why is it so important
Sourcing strategies
How to execute on your strategy!

What is sourcing?

Sourcing Definition according to SHRM

“Sourcing is the proactive searching for qualified job candidates for current or planned open positions; it is not the reactive function of reviewing resumes and applications sent to the company in response to a job posting or pre-screening candidates.
Sourcing is typically part of the recruiting function performed by the HR professional, but it may also be conducted by managers within the company. Sourcing can identify either candidate who are not actively looking for job opportunities (passive job seekers) or candidates who are actively searching for jobs (active job seekers).”

Identifying your players
Building your ShortList
Collecting data needed to engage them
Figuring out your Positioning
Where is time best spent?
Most important capital investment is your people. Good hires always provide ROI

Sourcing Strategies

ATS (applicant tracking system) /Database …
- Job boards are recruiting databases
Social Media
Job Postings
Misc. (recruiter networks, internal, alum networks)
Referrals - Should be the place you start

Where does Sourcing fit into the recruiting process?

Brian’s formula
- Kick off meeting- Identifying needs
- Sourcing -a place (ats, rolodex, spreadsheet)
- First Contact

Rick’s Formula
- Understanding your core values
- Benching needs of the work to be done
- Sourcing - building contact collateral

How to Source (Small company sourcing/business leader sourcing)

*** Plan and develop the relationship before you need to hire the person.

Database/Referral Network first-

Best Methods for sourcing:

Under limited resources (self-recruiting)

Identify competitors - Your Talent competitors
Connect and network with everyone to become known and build brand awareness
- Give before you take
Do your homework on the person, let them opt out then ask for referrals

Best tools for Sourcing

Referrals - internal/external
Linkedin, Twitter, Facebook, Instagram
Sourcing Tools: Hiretual, Entello
Resume Data Bases - Internal ATS, Angellist
- Archives
Portfolios - Carbonmade, Github
Creative sources
- Meetups

Here’s How I source

Identification of Source companies
Target list
- Define what to look for in potential people
- Contact directly outside of social platforms and augment with social connections
- Personal email, text messaging - Highest response rates

Engagement

- Marketing/Messaging aligned with company values
- Job Descriptions with clear performance metrics
- Application process…. RESPOND!

Brian Breth is a talent acquisition leader and US Marine Corps veteran with proven of experience forging, adapting, and applying best practices to complex business challenges in recruiting. He has a proven track record as an entrepreneurial leader whose ability to align teams, enact change, and build sustainable frameworks enables businesses to attract top talent and become more efficient, productive, and competitive. Brian currently leads recruiting for the Publishing and Esports teams at Riot Games.

Not only is (Brian etc) speaking at the ERE Recruiting Conference in April in San Diego but yours truly is too! Join both of us there.

Sang Huynh: Extreme Transparency, Tech Startup Style Nov 30, 2018

Show notes

The good and great results of full company transparency. There is a growing movement for full openness within companies which is pretty common in Tech startups. The more open you are, the more engaged your people become!

Today’s Quote:

“A lack of transparency results in distrust and a deep sense of insecurity.” - Dalai Lama

Show highlights:

What is Transparency & Why it is important
What works & what doesn't
Transparency in the hiring process

Let’s start by talking about your experience at Tint

How was the company transparent?
- Open door meetings
- Open Financials
  - Employee compensation
- Group decision making
Different levels of Transparency
- Extreme transparency

What works and what doesn't?

Ownership
- Decision-making process
- Compensation Transparency
- Reduces distractions
- Open venting/surveying
- Open transparency to customers did not work so well

Process for transparency in the interview process

Structure for Transparency

Preparation for roll out

Engagement

Job postings
Personal awareness with an assessment to determine the data
Contact - demonstrate transparency
Managing expectations- positive experience… expect to hear from us by x date

Interview

Interview process
- Discuss people challenges
- Product/company challenges
Preparing the candidate,
- What happens when & time frame
Lower the barrier of nervousness - must get them comfortable

Sang Huynh is a Mentor at Quake Capital Partners and former COO for TINT (tintup.com), A marketing tech startup in SF that recently exited. One of TINT’s guiding principles is to “cultivate transparency both internally and externally.” From open door meetings, exposed financials (including compensation) and group-based decision making. Prior to TINT, Sang was a VP in the Global Security Group at Bank of America Merrill Lynch which has the traditional corporate culture. He’s here to share his experience as a former leader at two organizations with polar opposite approach to culture.

Monica Lukoschek: The Immigration Mess! Nov 23, 2018

Show notes

The Immigration Mess ie: Immigration 10.142! Turning away great people due to immigration issues is just tragic.

Today’s Quote:

“The U.S. immigration laws are bad - really, really bad. I'd say treatment of immigrants is one of the greatest injustices done in our government's name.” - Bill Gates

Show highlights:

The current immigration landscape
Changes in policy for 2019
Creative steps to navigate today’s immigration laws

Quick breakdown on the different types of Visa:

Hirable visa categories
- E1, E2, - investor visa
- F 1 Visa- Student visa practical training
- H1B – Specialty Occupation (Cap vs. non-cap) 65,000, plus 20,000 for US masters/PhD last year 190,000 petitions filed. Highest in 2017 236,000 filed (historical: annual cap to 115,000 for Fiscal Year 1999; 115,000 in Fiscal Year 2000; and 107,500 in Fiscal Year 2001. The cap would return to 65,000 starting with Fiscal Year 2002.
- J-1 Visa- exchange visitor can work, receive training, study or do research
- L-1A/B- Intracompany Transferee (manager, executive, specialized knowledge)
- O-1 Extraordinary Ability in the arts, science or business.
- TN Visa- NAFTA
- R-1 Religious Worker

Immigration policy

April 18, 2017 Executive Order Buy American, Hire American – seeks to create higher wages and employment rates for U.S. workers and protect their economic interests

Allows for rule-making, policy memos and operational changes. Ensure H-1B visas go to only the highest skilled and highest paid.

The H1 B Visa Changes
Focus on wages is a Level I wage a specialty occupation?
Challenging if a degree is necessary for the job… specific degree required? Can you prove alternative eligibility requirements?
Computer Programmer Analyst – March 30, 2017 Rescinded 2000 memo. Now stating that Bachelor’s not required for job. What other computer-related occupations could this extend to?
Third party worksite/direct employer/employee relationship. i.e., even accountants at an accounting firm. February 22, 2018 policy memo supersedes prior memo
Rescission of guidance allowing USCIS to defer to prior
*Change in the information required for approval
Policy changing almost daily and hurts smaller companies most

Just last week, the DHS and the DOL proposed new regulations:

Electronic Registration for Cap subject petitioners by next April. Initially Proposed in 2011
- Only open two weeks?
- Multiple registrations?
Elimination of work permits for spouses of H-1B workers waiting more than 6 years for green card (taking more than 10 years for certain countries)
Hiring challenge- Foreign workers need H-1Bs
Missing out on A-players

What we need to do to navigate this mine field:

Consult your attorney before investing too much time
- What to ask? What to look for?
- Does the position require a degree and does the applicant have the specific degree?
- Will the employer be required to seek a work visa? H-1B employers required to pay for attorney’s fees and filing fees. Can employer wait until October 1 (or beyond) for the employee to begin working?
- If transferring from a previous H-1B – how many years on H-1B, do they have an approved immigrant petition (could extend time beyond 6 years). Premium Processing suspended until at least February. Will employee risk transfer?
- Will the employment be “off-site”? Must show proof of right to control the employee and cannot “bench” Can you provide SOWs, itinerary, etc. See itinerary requirements.
Creative solutions to still be able to hire the person your company needs!
- Is the applicant from Chile, Singapore, Northern Mariana Islands, Canada, Mexico, Australia? May be other alternatives.
- Is spouse on a visa category which extends work authorization to employee? (E-3, L-1, etc.)
- STEM OPT extension to 36 months.
- 3rd party firms as a protective layer?
- Offshore options - Canada or Mexico?
- Work remote

As a founding partner at U.S. Immigration Law Group, LLP, Monica Lukoschek’s practice focuses on employment-based immigration law, assisting businesses in hiring and retaining foreign personnel and managing their immigration compliance programs, assisting entrepreneurs and investors in the United States, and providing advice to employers and employees with all aspects of immigration law compliance.

William Tincup: People Have Options & Will Walk Away From Your Opportunity in a Heartbeat! Nov 15, 2018

Show notes

In today’s hiring market, People have options, know they are in the driver's seat. It is really not entirely your choice anymore! Here’s the kicker, People are totally willing to walk away from your opportunity if you can not effectively communicate value above and beyond a paycheck. “What’s in it for Them”.

Today’s Quote:

Your pain is the breaking of the shell that encloses your understanding.

- Khalil Gibran

Show Highlights:

Why, in today’s market, people are willing to drop your company in a heartbeat
What to do to stop the madness
Provide a framework

What is it that people want?

They don't want to be sold!
- want to know what’s in it for me?
- How are you going to make me better, train me or develop me?
- How are you going to recognize me?
Understand their needs & desires
- People with options know they have options
- If we don't answer the question correctly, they move on
- Unearthing motivation for change.
- Experiential learning.
Listen
- Emotional engagement
- Heal their pain
- Fulfill their desire
- Provide growth
Three Truths:
- Nobody cares about you, your problems or your company
- You are just adding to the noise- Good people are busy
- Adapt or Perish
What to stop
- Making the conversation all about you.
- Hiring Managers & Recruiters want the easy work.

Structure to attract rather than repel:

- Personalized toward the candidate
- Preparation of the questions asked
- Think through the solution for each individual person
- Fitability- don't push the wrong candidate into the wrong role
Pacing
- Fast but still check off all the boxes,
- Pacing according to the candidate. Let the candidate drive the search. Be adaptive, meet them where they are.
- Recognize how they want to be recruited
- Make it about the person
Positioning
- Give before you take
- Gain understanding of the person first
  - Understand their career wound
- Stop thinking - “how can I close this person”
  - Let the person close you
- Play devil’s advocate
Connect the Dots!
- People will tell you “Why” they want to join your company

William Tincup is the President of RecruitingDaily.com. At the intersection of HR and technology, William is a sought after Writer, Speaker, Advisor, Consultant, Investor, Storyteller & Teacher. He's been writing about HR related issues for over a decade. William serves on the Board of Advisors / Board of Directors for 20 HR technology startups.

Lindon Crow: The Anatomy of a Recruiting Call. Stop Triggering Fight or Flight! Nov 08, 2018

Show notes

The Anatomy of a Recruiting Call. People do not respond to you because you are sending the wrong message! What do You Say that is Triggering a person’s Fight or Flight Response?

Today’s Quote:

“Human behavior flows from three main sources: desire, emotion, and knowledge”. - Plato

Show highlights:

What happens in the brain when someone is trying to recruit you
What Triggers Fight or Flight response
Techniques to approach the conversation to avoid triggering negative responses

I call you to recruit you for a new job.

What happens in the brain
What is naturally desired by people - intrinsic desire
What choices or options mean to a mind. What too many/too few options means
What motivates people - primal instinct, reptilian brain
- Tune out to the sales pitch
- How do I get rid of this person?

What triggers Fight or Flight response?

Recruiting is disruptive to the brain. It breaks safety
Create environment of loving, self esteem, self actualization

The Conversation

Creating a process that creates a sense of Familiarity & Achievement
Authority (achievement) Daniel pink's Drive
- $ is a motivator up until $70k
Positioning:
- Purpose of the call is to get to the Truth
- It’s not about you!
Listening:
- Stop Fishing
- People are busy and don't care about what you are selling
- “What's happening in your current role…”
- Test the waters - Question the timing & the Why
Lead the Path:
- What problem needs to be solved?
- How they desire it to be fixed?
- Wound, Desire, Achievement - like Plato’s emotion, desire, knowledge
- Celebrate their wins

Lindon Crow is the President of Productive Learning. As a workshop facilitator and trainer, he has helped more than 2,500 clients achieve higher levels of emotional awareness, self-mastery, and personal fulfillment. Lindon is known for his provocative, straightforward, and compassionate communication style and his keen ability to forecast potential outcomes. This helps his clients make better educated decisions about their current directions and opportunities for growth.

Brenan German: Can AI be the Solution to a Bad Interviewing Experience? Nov 01, 2018

Show notes

Did you know that according to LinkedIn “83% of talent say a negative interview experience can change their mind about a role or company they once liked, while 87% of talent say a positive interview experience can change their mind about a role or company they once doubted.” Candidate Experience Matters!

Today's Quote:

“The only source of knowledge is experience.” - Albert Einstein

Show highlights:

The impact of candidate experience on your ability to hire
AI
Our solution to create a positive candidate experience

What is candidate experience? Why is it important:

- Job descriptions
- Application process
- Interview Experience
- Feedback/Closing the Loop
- Nearly 60% of Job Seekers Have Had a Poor Candidate Experience & 72% Talk About It (GlassDoor)

The VALUE of AI:

AI- Recruitment Automation
- Sourcing 58%
- Screening 56%
- Nurturing 55%
- Scheduling 42%
- Engagement 24%
- Interviewing 6%
AI will eliminate the transactional pieces of recruiting but it won't solve the most critical portions….Engagement, Interviewing

Let’s lay out our structure for creating an impressive candidate experience:

Engagement:

- Marketing/Messaging aligned with company values
- Job Descriptions with clear performance metrics
- Application process…. RESPOND!

Interview:

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

Closure:

Professionally release each person from the process
- Do Not Ghost
- Listen to your bad glassdoor reviews

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

Brenan’s particular expertise involves the alignment of talent management strategies to business goals, and the implementation of systems and processes to reach measurable objectives, demonstrating clearly the bottom line impact expected of strategic Human Resources programs.

Sherry Benjamins: Build a Strategic Plan to Avoid Costly Hiring Mistakes Oct 25, 2018

Show notes

Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!

Today's Quote:

“Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.”

― John C. Maxwell

Show highlights:

Why you hire poorly
A structure to build a strategic hiring plan

The problems with a reactive hiring process (why you can't hire):

- Transactional
- Paying too much for people
- Not solving a problem
- Your company is just a paycheck
- High failure rate
- 67% of people earning $100K+ plan to make a job change in the next 12 months.

Companies in React mode all the time
Forecasting recruiting like you forecast your finances

Creating a Strategic Plan for Talent

Five elements you must have to develop a solid strategic plan:

1) Define your value agenda –
- what is the source of value in your business? Is it in operations
- How you structure the teams,
- Where the highest value resources are in the organization?
- How are you dealing with automation, big data, AI, innovation, customer satisfaction.

2) What is your leadership agenda?
- Do you have the right people in the highest impact roles

3) Strategic priorities –
- what is the hottest priority for success given where the value will be most critical?
- Does the leadership team agree on these?

4) A Winning culture – with this focus, is everyone ready and believing and behaving in what it takes to win?
- Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain

5) Road map
- Specific & Actionable… Need to get some early wins
- Send a message to the organization
- Accountability & results

Ricks Input:

Know who you are- Company values
Break down the work that needs to be accomplished & timeline
Establish Performance metrics 90/180 day
Establish Interviewing strategy and process
-Closing the hiring managers and candidates for mutual success

Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.

Sherry is the President of S.Benjamins & Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions. Her experience includes work in the HR corporate world, P&L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.

Nicole Washington: You Closed Your First Round of Funding, Now What? Oct 18, 2018

Show notes

Congratulations! You closed your first round of funding, what's next? To scale, you better have a plan, a structure and commitments for who’s on board.

Today's Quote:

“If you're trying to create a company, it's like baking a cake. You have to have all the ingredients in the right proportion.”

- Elon Musk

Show highlights:

The importance of having a structured plan
Stick to the plan
Layout structural elements

Stick to the defined plan!

Cause, Mission, Vision
Should have an active pipeline ready to go
Key positions in place, partners, hr strategy in place
Hiring without compromise- values and mission driven alignment
Investors should have dig into core company values and compromise levels of hiring
Just a bunch of people winging it… you won't be able to hire right in today’s landscape

Create a team that investors will continue to invest in

No, no’s
- Knowing the difficulty creating a team
Hard for people to find a good technical people
- Don't hang out in the same places
Setting Expectations & writing them down
What happens when it doesn't work?

Structure… Have everything lined up!

Company values in cement
Define your Road map
- Set the stage for what happens next
All documents & agreements in place
Getting people to join before you have funding or a product
Leverage university talent, students, - easier to get people to resonate with them
- Students: finding the ones who are doing research in your particular field
- Develop the relationship with the professors
- Reach out directly to the student *attractive to investors

Takeaways:

Do not make compromises!
Goals of the company first
Hire with the end result in mind

Nicole Washington, Director of Innovation and Growth of OCTANe OC, focuses on engaging with strategic partners to accelerate the growth of early to later stage ventures and small to medium size business throughout the entire Southern California Ecosystem.

She currently serves as Chair of the Academic Committee and Trustee of the Board of Education for Samueli Academy. A (STEM) high school that delivers state of the art education to a large population of underrepresented youth.

Nicole is a member of the Ohio TechAngel Fund, the 2nd largest Angel Investor Network in the United States, where she served as the due diligence team, technology lead for several years.

Rocky Romanella: Define and Build Your Core Company Values Oct 11, 2018

Show notes

Define and build your core company values. Companies with clearly defined values & purpose consistently outperform their competitors by as much as 10x. Today’s episode is focused on helping you define who you are.

Today's Quote:

"Effectiveness without values is a tool without a purpose." - Edward de Bono (1933 - ), Author and Inventor

Show Guest:

Rocky Romanella is currently the Founder and CEO of 3SIXTY Management Services, LLC, a management consulting firm specializing in Executive Speaking, Leadership Development, and Consulting Services.

Rocky is an experienced CEO who led one of the largest rebranding initiatives in franchising history – The UPS Store, revolutionizing the $9 billion retail shipping and business services market. He steered UPS’s entry into the healthcare industry and created the mantra, “It’s a patient, not a package. ®”

He also led the integration of more than 20 acquisitions to improve financial performance, capabilities and global network footprint. Rocky has the rare ability to see a clear vision of the changing business landscape, the passion to develop strategies, tactics and metrics to drive desired results. He is the Author of Tighten the Lug Nuts: the Principles of Balanced Leadership(Amazon.com).

Episode highlights:

Who you are?
Defining your company values
How to align your hiring with your values

“Without a strong set of values, the best leadership strategy can go awry. With a good value structure in place, the worst leadership approach can right itself and eventually lead to the desired outcome.” - Rocky Romanella

Why is this Important?

People desire a sense of purpose to really thrive
Core values are the Foundation for defining your Mission & Purpose
Attrition issues/bad hires
- *small business don't believe they need to have values well defined... Wrong!

How do you define who you are?

Start with your personal brand
- “Your true character is defined by your honesty of purpose”
- Ask peers
- Company Survey
- What won't I compromise

Step by step of how to define and build your core company values:

Rick’s process:

Start with Personal values first
KPI driven VS. People driven
Established Leadership Team
- Define everyone’s core values and build from there.
- Prioritize top values
- Own your Values!
Understand your values? You must:
- Articulate clearly in writing.
- Test your values through daily decision-making.
Rocky’s Structure:
- Mission
- Vision
- Strategy
- Roadmap

How to transfer your values into your hiring:

Values Alignment
- Values drive hiring
- Behavioral interview process
- Assessments: Disc, Predictive Learning
- Don’t compromise on hiring!

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