Hire Power Radio Show

Latest Episodes:

Dane Petchul: College Debt Is Hindering Your Ability To Hire the Strongest Talent! Jul 19, 2018

Show notes

Student loan debt is certainly a major issue and yet it is not often addressed in the hiring process. Some would argue that the overwhelming pressure to start paying back the loan often results in a person making the wrong career decision out of necessity. Companies could do more to alleviate some of that pain by targeting talent out of their specific industry and creating benefits or incentives to help with this burden.

“When you get in debt you become a slave.” - Andrew Jackson

Show highlights:

The effect student loans have on career choices
How companies might capitalize on debt to help attract talent

Ways in which an individual can reduce the amount of student loan debt:

Planning
Cost reduction programs
Hidden gems of free money?

What are the inherent challenges related to student loan debt:

Default on the loan -7 million people are in default
Limits ability to get a job- ie:govt related
License suspension -nursing, teachers, lawyers, realtors emergency technicians
Shackled to what you hate to pay the bills

When people make poor career choices because of necessity it impacts the company that they join. The regret over poor job choice does not only impact the employee but the employer as well. Job regret leads to:

Apathy
Low motivation
Poor employee performance
Spend work time searching for other employment

How might companies be able to attract the right people by helping to alleviate the student loan debt wound?

benefits
Recruit people from outside industries (look outside the box)- accomplishment based hiring
Opportunity
Provide an avenue
Look at the debt as an opportunity to provide performance incentives to offset the debt

Dane Petchul is the Founder and President of Oracle College Planning. With a long history of helping people with their retirement in the finance world, Dane shifted the focus to help families – parents and children – identify the best path to take for a financially responsible college experience..

Dane committed himself to helping families carefully protect their life-savings from soaring college costs while ensuring that a proper financial pathway would be in place so that students wouldn’t be saddled in debt after graduating. Therefore enabling them to make better career decisions.

Anita Kanti: Abolish the Resume! Jul 13, 2018

Show notes

A majority of the most talented people have terrible resumes. Why? Because they are busy making things happen!

Companies miss out on great people because they never make it past the resume screen. Automating the process and screening for buzzwords is just not an effective tool for finding the right people for your business. We are in the people business when we recruit. So, pick up the phone and judge based on your conversation and not the resume.

Today's Quote:

"Insanity is knowing that what you're doing is completely idiotic, but still, somehow, you just can't stop it."

- Elizabeth Wurtzel

Show highlights:

Positive points of resumes
Everything wrong with a resume
Alternate solutions to resumes - solve the resume black hole

What resumes are good for:

Contact information
Career History
The “white space”

What is wrong with the resume:

Keyword dependent -wrong keywords or no keywords
Designed to match with wish list of skills
Too heavily relied upon in the interview process
People lie

Alternate options to a resume:

Video clips
Video talent snapshot (resume) - Why is this a good idea?
-discrimination bias?
- how can a 1 minute video give you an accurate picture?
AI
Actual assessment - conversation
Wound, Desire, Accomplishment

Effective use of a resume and how to identify great people:

Just a tool, not a wall
A guide to formulate skills based questions - Transferable skills

Anita Kanti is the Executive Talent Manager of Huawei Technologises. She is a global business partner and senior manager supporting executive leadership deliverables' for leadership talent acquisition needs for the US and China marketplace.

As both a motivational life coach and strategic talent manager, Anita Kanti offers progressive solutions to help her company and clients optimize their strengths and create a pathway of success. Anita is a proven expert in talent recruitment, both in leading corporations such as Broadcom Inc., and United Healthcare, as well as building a company of her own, Anita K Solutions. Anita K has combined her expertise in talent development and leadership with her training in motivational techniques to create a unique and effective life coaching philosophy.

Brenda Diederichs: Public Sector Versus Private Sector - What's the Sexier Career Option? Startups, Pay Attention! Jul 05, 2018

Show notes

Public sector VS private sector! We put on the gloves in an epic showdown of today's episode, to settle the differences and find out the better career option. Let's see who will come out victorious!

The 3 rounds for the undisputed championship:

Round 1: Brenda - bashes up the logic behind joining a startup
Round 2: Rick - negatives of the public sector
Round 3: Each counter the punches from their opponent

Round 1: Why do you think it is silly to work for a startup?

No career security
Lack of stability

Round 2: Cons of working for the public sector (federal, state, county, city)

Slow moving
Not entrepreneurial, Doesn’t attract the strongest people
Clamored with politics and red tape
Ability to innovate severely limited
Mediocre Pay / No Stock Options
Not sexy… at all (unless you are an officer or firefighter)

Round 3: Counter Punches! Closing argument Evidence

Pace
Innovation
Career Growth
Challenging
Compensation & Benefits
Attractiveness- to attract talented people
Engagement- the perception of each worker
Brenda’s Knock out Punch! *Interview Process - You probably do NOT have an effective process!

Brenda Diederichs has been serving as the Chief Human Resources Officer for the County of Orange since June 2016. Brenda began her HR career at San Bernardino County, while earning her BA in Political Science, from California State Polytechnic University Pomona. She next worked for the Southern California Rapid Transit District for 10 years in both HR and Labor Relations. While there she earned a law degree from Loyola Law School.

Brenda went on to practice labor and employment law providing and serve as the labor and employment law department chair for two major public law firms for 10 years, before returning to public service as the Executive Officer for Labor and Employment, Human Resources and Training for the Los Angeles County Metropolitan Transportation Authority. She opened her own law firm in 2007, which she operated until returning to public service in 2014 as the Human Resources Director for the City of Riverside.

Meredith Fish: Transforming Your Leaders Into Talent Magnets Jun 28, 2018

Show notes

As an Entrepreneur or business leader, it is crucial in this market, to brand yourself to attract talented people! One company is developing their managers to become thought leaders and influencers. A fantastic example of how your company can increase engagement and retention. Making your company safe from guys like me!

Show highlights:

Your journey @ Alteryx
Why it is important to brand yourself as a hiring manager
How to make yourself attractive to talented people

What were the challenges you faced when you joined Alteryx?

Lack of candidate flow, people not responding
Low awareness
Lack of engagement felt it was a TA problem not a business problem
Did not know what to do with people when they had them in for the interview
Managers not involved in the hiring process, not engaged, not sharing, not networking- not taking an active role in hiring & attracting
Disjointed

Internal/organizational solutions:

Candidate flow- posted jobs to get recognition
Ownership of glass door
Updated LinkedIn recruiter page, moved careers on the website to show the importance of careers
Open houses- the Wrong time of day. First one bombed. Changed to a networking event for developers- Huge success- resulted in 6 hires.

Leadership alignment. Making yourself attractive to the talented people you NEED to hire!

Start by listening! Demonstrate high EQ
Helped to understand through education & enablement that TA is a joint effort.
Marketing yourself

- Leveraging networks, networking as a tool for talent attraction & career development
- Communicate: Linkedin & employee referrals- let everyone know
- Develop a Thought leader mentality- sharing content, pictures of the team in a team meeting, sharing ideas, etc.
- Personal Brand- thinking broadly about the needs of the company, not just their roles.

Career Focus:

Own your career development, 20 minutes a week to share interesting content, pictures, write new content.
Elevate those around you to achieve more!
Partnership with other thought leaders- both parties are interviewing each other. Successful managers connect people.

Strong Process:

Tight interview plan, no overlapping questions, interview team prepped, own and respect the process.
Structured, Timed & Impressive

Meredith Fish is the Global Director of Talent Management for Alteryx, Inc (NYSE: AYX). With over 15 years of Human Resources experience, Meredith has worked in a variety of industries and organizations including retail, finance, real estate, and information technology companies. She has the proven ability to build strong relationships and obtain organizational results. Meredith is an approachable and effective leader who motivates employees to maximize productivity. Her areas of expertise are Talent Acquisition, learning, and development and employee relations.

Mark James: Preparing for Your Interview is the Key to Winning a Great Hire! Jun 21, 2018

Show notes

Today’s show is all about Preparation! Preparation is the first step in conducting an effective Interview. Both interviewer and interviewee parties need to be prepared. Just showing up without an idea of where you are going is the quickest way to lose an opportunity. An Interview without Preparation is really just PreparationH! In this episode we stressed the importance of preparation and how it needs to happen.

Show Guest:

Mark James is the Founder and President of Hire Consulting Services and the author of his new book, “Keys to the C Suite”. (Amazon.com) Mark is a Certified Personnel Consultant and has been providing executive career transition coaching and executive search consulting services for over 20 years. He is also a Certified Partner with the Predictive Index suite of behavior assessments. Mark coaches executives in career transition on a daily basis which makes him an expert in today's topic.

Episode highlights:

Interviewee/candidate preparation
Hiring manager preparation
Provide a process for how each party needs to prepare

Why is it important to prepare for an interview?

Preparation puts you in the right MINDSET … sets the tone, eliminates surprises
Set proper objective - get the offer/make the hire
Being prepared = being impressive- demonstrates success

Interviewee:

Research the company to determine something that the company may not know themselves
Not prepared to tell their story
Ask for the interview schedule & format

Hiring Manager (company):

Research the person
Knowing what needs to be accomplished
Prepare your interview team

The dangers of not preparing for the interview:

Wasted time, frustration
Inaccurate picture of who you really are
Lose the person
Increase the likelihood of making a bad decision

How to best prepare to get hired:

Self-assessment, presenting yourself, researching the company
Research company
Ask targeted questions
Know how to showcase your accomplishments to make them relevant to the company mission
Proactive

Best preparation practices to attract the right talent:

Schedule time to prepare - assuming all else has been covered
Review assessment notes, LinkedIn profile, social channels, resume- look for commonalities, interests & data points to cover
Prepare interview team- provide targeted behavioral questions

Look for cultural fit, evidence of success & transferable skills:

Performance Metrics- what needs to be accomplished
Have a plan: Connect the dots- competitive advantage
Give & receive feedback -in real time

Event Interview: Maryam Rofougaran From Octane OC's Technology Innovation Forum Jun 15, 2018

Show notes

Maryam Rofougaran, Co-CEO/COO & Founder, Movandi Panel member on the topic of the Anatomy of Success.

Nicole Arvizu: Human Resources VS. Recruiting. Who Will Come Out Victorious Jun 15, 2018

Show notes

We are putting on the gloves in an epic showdown today. Answering the age-old question of Why we can't just get along.

3 rounds for the undisputed Podcast championship:

Round 1: What Human Resources dislikes about Talent Acquisition
Round 2: Recruiting issues with HR
Round 3: Solutions to get the two working together

Round 1: Issues that HR has with Recruiting

Fixing problems or adding to the problem
Spray & Pray
Transactional
Low hanging fruit
Clear expectations of what is acceptable
Understanding our business

Round 2: Recruiting perception of HR

HR doesn't really understand or care about hiring
Relationship with Hiring manager(s)
No understanding of the Job description

Failure to Communicate:

Blame game
Market conditions (low unemployment)

Round 3: Working effectively together

Control
Restructuring HR bonus structure (cost per hire)
Separating responsibilities
Trust
Structure

Nicole Arvizu is the Chief Human Resources & Compliance Officer for MeriCal, Inc. She is a very progressive and disruptive HR leader! Nicole is a change Agent who joined Merical in January 2017 and has done an amazing job of transforming the organization to bring in HR as a business partner rather than an administrative arm.

She loves to geek out with her quest for scientific knowledge and is also a surfer!

Event Interview:Paul Pickle From Octane OC's Technology Innovation Forum Jun 13, 2018

Show notes

Paul Pickle, Former President & COO, of Microsemi & MC of Octane OC's 2018 Technology Innovation Forum. We discussed the future of Semiconductor and whats on the horizon.

Event Interview: Ryan Permeh From Octane OC's Technology Innovation Forum Jun 11, 2018

Show notes

Ryan Permeh, Co-Founder & Chief Scientist of Cylance! I had the pleasure to sit down with Ryan for a quick interview at Octane OC's Technology Innovation Forum Event. He shared some great Insight on Leveraging the Cybersecurity hub in SoCal.

Tom Chaparro: How To Pick The Best Search Partner For You And Your Company (a somewhat biased perspective) Jun 07, 2018

Show notes

Picking the right recruiter partner is not easy. Today’s episode is all about the different options available and how to find a search firm who has your company’s best interest at heart. Start by establishing the following.

Show highlights:

Defining & understanding your company - values, culture, & plan
Expectations of your team, company goals, needs
How to evaluate a search firm and chose the one that best fits with your organization

Begin with the root of where we should start. As a company, who are we?

Company’s core values
Culture
Plan for success

Understanding your Company’s “Needs” and defining expectations:

Needs vs. Wants - your company needs trump ego
Speed vs. quality
Recruiting mentality Driver vs. Order Taker

Determining the best type of search for your specific needs:

Staffing
Contingency
Retained
In House

How to pick the right recruiting partner:

Process
Cultural & Business understanding
passion

Tom Chaparro is the Executive Vice President and General Manager of The Newport Group - Executive Search Consultants.

As EVP & GM, Tom is responsible for firm-wide management of day-to-day operations and quality control, as well as providing leadership and training to managers and staff.

Mr. Chaparro combines deep, hands-on expertise in a variety of verticals, with an uncanny business insight for the international marketplaces in which his business partners operate. With proven executive search experience, and an unmatched knowledge of the real estate development, construction and oil & gas industries

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