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Lynn Taylor: Is It Possible To Transform Underperformers Into A-Players Just By Changing Seats? Spoiler Alert…...Yes! May 31, 2018

Show notes

On Average 20% of your company provides 80% of your value. Which poses the following questions that we covered on today's show:

How many A&B players would you need to produce 100% of the productivity generated now
If everyone in the company were A&B players what would be the capacity?
Solutions to transform and/or hire top performers

On Average how many people at a company are A players?

20% produce 80% of the work…
Startup should be flipped

Can we transform people by just moving them to a different seat? How?

Aligning passion & growth

Why is important to shift people to a different seat rather than letting them go?

Shows commitment to people in company and doesn't downgrade the morale of the company

If everyone in the company were A&B players what would be the capacity?

Increase ROI by 300-400% with the same people every time. Just moved people in the right position.
Most people are in the wrong seat

How do we transform current under performers into A players?

Job description process: be able to show what is really needed in each role
What needs to be accomplished and when it needs to be done
Growth, Attitude & Passion
Clear statement about the most important contribution will the person make and how much $ does that turn into with an A-player.
Prioritize responsibilities & percent of time doing each tasks.
Where are they, what do they have as tools, & the biggest task (4-5 kinds of tasks) of everyday-functioning at the task level
Type of communication- break down (telephone, data)
Who I am matched with these areas- deliver core value energy
Weave CVI and detail the How

Lynn Taylor is the President and CEO of Taylor Protocols, Inc. He is a business optimization expert in the areas of human capital, C-level performance, executive coaching and organization design. Lynn is a creator of the Core Values Index (CVI), the only assessment to identify the unchanging human characteristics that dictate future job performance and align these with the responsibilities of a given role for guaranteed success.

Lynn stakes his company and his reputation around his “right person, right job” mission. He has performed more than 200 successful turnaround projects over the past 20 years.

Ron Herrera: Benefits Strategy For Attraction And Retention. Thoughtfully Crafted To The Demographic Of Who Your Company Is Attracting May 24, 2018

Show notes

Is your benefits strategy the right one to land great people? Highlights discussed on the show:

How Benefits drive Retention
Effective vs. Ineffective benefits
How Benefits can help land Talent

How benefits drive retention

Hard for employees to leave when employers demonstrate the value. Employee feels like they can not get as good of a package somewhere else.
Total compensation statements- powerful tool

What benefits are Effective? Ineffective?

What people expect & at what level?
Strategy for different company sizes
Botique benefits- pet insurance, Financial well being.

How do benefits help land talent?

Reduces days to fill
Impact cost to hire associate
Strong release pitcher role.
Medical needs

Ron Herrera is Vice President of Consulting Services with the Precept Group, a national employee benefits consulting firm and insurance brokerage. Precept offers a variety of services including health and welfare consulting, health management programs, benefits administration and technology, retirement plan services and more.

Ron partners with employers across the United States to reduce healthcare expenditures and stimulate organizational culture. Prior to joining Precept, Ron led Human Resources operations in Vice President and Director roles with multiple healthcare organizations.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Richard Franzi:Unintended Consequences Of A Poor Hiring Process May 17, 2018

Show notes

Bad hires are the negative effect of a unstructured hiring practice and will manifest itself in the performance of your company. So how do you minimize the risk of bad hires? A hiring structure needs to be in place to drastically increase the chances of making a great hire.

Show Guest:

Rick Franzi is the Founder & CEO of Critical Mass for Business. He is the author of the best selling book “Killing Cats, Leads to Rats” -Mitigating the unintended consequences of Business Decisions.(Amazon.com)

Rick currently chairs CEO Peer Groups® throughout Los Angeles and Orange County, CA through his partnership with Renaissance Executive Forums. He is the host of Critical Mass Radio Show & Podcast here on OC Talk Radio.

He is a nationally recognized thought leader on the power of peer learning for CEOs and business executives. Rick's work has been featured in national media forums such as Forbes & Inc.com

Topics covered in “unintended consequences”:

Symptoms
Diagnosis: the disease is not Hiring with a process
Secure Model for Hiring
Prescription

What are the symptoms (issues)?

Company’s hire for Skills
Winging it
Asking the wrong questions
Down hiring

The diagnosis: disease is not having a hiring process. Why?

Repels great talent (unstructured is unimpressive)
Unstructured interview (only a 6% chance of making the correct hire)
Bad hire will infect 30% of the people around that person - drop in performance

Prescription/solution - implementing the SECURE Model

S stands for slow down the decision-making process.
E stands for expand your knowledge.
C stands for clarify the desired outcome.
U stands for unify the team
R stands for retain control of the process.
E stands for ensure you stay outcome focused.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Ville Houttu: Maximizing Transparency And Trust. This Bold Step Thrust One Company Toward Massive Success! May 10, 2018

Show notes

True transparency maximizes trust and enables a company to thrive! Vincit promotes proactive leadership and a bottom up leadership approach. The results: a rediculously successful business with no attrition and incredible engagement and productivity.

Episode highlights:

True Transparency- what it looks like to a company that is thriving
Proactive leadership
How this structure attracts outstanding people!

Explain what transparency looks like in you company

Publish Salaries openly- colleagues nominate for raises. Twice a year
Satisfaction guarantee for new employees. Pay people to leave within first two months
Eliminated middle management
Company credit card

How does transparency Maximize Trust?

Bottom to top approach to leadership - focus on listening and reacting. Leadership as a service- created a platform. LaaS
Increase Management workload? - lowers load because you are not predicting situations to handle situations. Individualize the model. People end up managing themselves

Transfer into your hiring process?

What do they do in hiring?
Screening to eliminate the mediocrity? they test interviews in teamwork based situations.
Look for collaboration, skills and cultural fit. Have to be able ask questions, “having dialog”

Results?

Attrition
Engagement
Productivity

Ville Houttu is the Founder and CEO of Vincit California, Inc. Previously, he helped to take it public in Nasdaq First North marketplace. After the IPO, Ville moved to California to start Vincit’s local subsidiary. During the first year of operations he built a team of 20 developers in Irvine and acquired OC’s hottest digital branding agency, XTOPOLY. The team operates in Irvine and Palo Alto, where they help companies such as Logitech and Yamaha to develop their mobile apps and digital services.

Ville is passionate about creating lean working environments and scaling operations without creating policies. He is also one of the few Ironman triathletes who plays steel guitar on several albums on Spotify.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Chris Steely: Unconscious Bias And How To Eliminate It From The Hiring Process May 04, 2018

Show notes

We all have unconcious bias. It is important to recognize and identify them, especially in the workplace. When we acknowledge these biases, then they can be eliminated in the interview process, creating smarter hires for your business.

Episode highlights:

What Unconscious bias is
How to acknowledge it
Eliminate it from the hiring process

What is Unconscious Bias?

Relative to gender, race, age
We all judge but the key is not to pass judgement until…
Unconscious (or implicit) biases are learned stereotypes that are automatic, unintentional, deeply ingrained, universal, and able to influence behavior

How do we recognize and identify our bias?

EQ, Self Awareness
Roots

The value of Bias in the workplace

Diversity in thinking
Leverage Enlightenment

How do we Eliminate Unconscious bias from the interview process?

Understand the value around bias in the workplace
Harvard Business Review:
Seek to understand- “Organizational conversation”,
Job descriptions- perception words, gendered words-balance:”build and create”
Blind resume review- ignore the name
Accomplishment focus
Structure Interviews
Value fit
Diversity goals

Chris Steely is the Managing Director of GPS Business Group. He is a transformational business leader, author, trainer, and business coach, who has trained thousands of business leaders worldwide on how to refine and apply optimal capabilities to their business. Chris focuses on delivering business effectiveness services to clients across the globe. He’s co-authored two books, and has been featured as a business expert on countless international stages.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Nick Livingston: Improving Communication For The Interview Process Will Increase The Likelihood Of Making A Great Hire! Apr 26, 2018

Show notes

Insights on Proper Interview Communication and the ways to incorporate them effectively for the Hiring Process:

What are the broken issues in the Interview communication
Fix the crucial areas
Utilize Solutions and Tools that are available to enhance communication and overall candidate experience

With all the technology & tools available, Why is this still a problem today?

We try really hard to take out the human element from the process
Lost art
Transactional

Where the challenges lie

Recruiter & Interviewee
Recruiter & hiring manager
Interviewee & hiring manager

Forms of Communication & Issues

Video interviewing vs phone interviewing, Video cons: implicit bias
Chatbots- engagement /screening tool
Text messages

How do we make interview communications effective?

Recruiter & Interviewee
Recruiter & hiring manager

Tools

Interview Data/Evidence
Remember your Conversations
Reduce misinterpretation and bias
Remove redundant interview steps
Other Tools:videos, Chatbots
Technical tests
Take home tests

Nick Livingston is CEO of Honeit Software. He has been scaling recruiting teams and companies in San Francisco and New York City for 15 years. Nick started his career as a technology headhunter in NYC. After a successful IPO at TubeMogul (now Adobe) while attending business school at UC Berkeley, he co-founded Honeit Software to rethink interview communication and simplify the hiring process. At MTV, Nick was the Recruiting Director responsible for digital media and interactive technology talent. Nick worked at HR Technology companies Taleo and NextSource. He received his MBA from Berkeley, with BS in Applied Mathematics.

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Todd Raphael:Hiring Practices That Are Driving Great People Away From Your Company! Apr 19, 2018

Show notes

Companies complain that they can’t find people yet they do a lot of alienating of potential hires through their actions. Identifying and fixing what drives people away in each stage of the interview process, looking at data of where the best hires are produced, and learning the trends in the Industry will increase the pool of better candidates for your business.

Episode highlights:

What drives candidates away?
How do we fix these issues

What drives people away?

Job description- selfish, not engaging,
First contact - too selling job focused
Interview - prepared, structured, Format
Follow up process

Hurdles in Applicant tracking systems/Interview process

Tests
Missing human connection

Job boards are getting less traction

Evolution of video interviews & ai… matching
Candidate experience- cannot do @ scale
Automated process & gaming

Look at your data. Where are the best hires produced?

Changing the mix of were you recruit. *do the opposite of what you are doing now!
Job ads- alienating people….need to Engage people, *contact & follow up
Blind resumes? *eliminate bias
Messaging- party environment
Getting past bias

What needs to be fixed?

Job description
First contact
Interview
Follow up process

Trends in the Industry

What’s working & What’s not

Todd Raphael manages global publications and conferences for ERE Media, a global community of recruiters and others in the talent field. He has appeared on Sirius XM, VoiceAmerica.com, Wall Street Journal, Time, Forbes, and more.

Todd was named DevSkiller's 2016 "50 Most Game-Changing Influencers In Recruitment." Named Glassdoor's "2015 HR & Recruiting Thought Leaders" and HR Examiner's "Top 100 Influencers" list in employment/human resources and its top 25 Online Influencers.

He was listed on Mike Vangel of TMP's "60 Or So True Influencers In Social+Mobile Media and/or Recruitment."

Check out the Blog on the Stride Search, Inc site for the supplementary “show recap” article with detailed takeaways/insights from the interview.

Special Episode: Brenda Diederichs And Hilda Gracia From Orange County's Largest Mixer Discussing The Ways County Of Orange Creates Growth Path For Their Employees Apr 16, 2018

Show notes

Brenda Diedrichs, Chief Human Resource Officer and Hilda Gracia, Employee Relations Analyst of County of Orange

Special Episode: Ryan Logan From Orange County's Largest Mixer Sharing His Expertise On Succession Planning For Your Company Apr 16, 2018

Show notes

Ryan Logan, Certified Financial Planner & CEO of RAL Financial & Insurance Services

Special Episode: Tom Hobbs From Orange County's Largest Mixer On How To Build A Sales Organization Apr 12, 2018

Show notes

Tom Hobbs is the Founder and CEO of Atlas Commercial Cleaning LLC

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