Hire Power Radio Show

By WRKdefined Podcast Network

#1 Hiring Podcast designed specifically for values-driven startup founders & entrepreneurs. Tackling people challenges in hiring, interviewing, onboarding and retaining top performers.

Hire Power... more

4.7

3939 ratings

Download on the App Store

Download on the App Store

Get it on Google Play

FAQs about Hire Power Radio Show:

How many episodes does Hire Power Radio Show have?

The podcast currently has 359 episodes available.

Hire Power Radio Show episodes:

November 04, 2021Hiring 101: A Lesson in Peer Learning with Darrian Mikell of Qualifi
The reason we do this show every week is to dispel the commonly held belief that “there is no right way to hire”. Most entrepreneurs & investors believe that you just have to find the right skills and “trust your gut”. Hoping that the person works out.
The consequences of this thinking results in countless sleepless nights, missing project deadlines, unstable mental health, increased capital burn and ultimately company failure. Which is NOT good for investors, leaders or the people who follow us.
Here’s the truth... There is a right way to hire! It just requires that you learn from your peers who come on to share their hiring success. They all have developed a structure and a process that allows them to stand out from their competitors.
Lead a person through an impressive process that allows you to gain evidence of impact and you will build an amazing team.
Our guest today: Darrian Mikell, Co-Founder & CEO of Qualifi, A SaaS platform that powers the fastest phone interview experience in the world and helps recruiting teams hire great candidates faster than ever before.
Darrian graduated from Indiana Wesleyan University in 2013 with a Bachelor's Degree in Entrepreneurship and Finance. Darrian was a 2-sport athlete in both Basketball and Track & Field and was a national champion in the Long Jump. He is based in the Indianapolis area and is a dedicated husband and father of 3.
Darrian is building a ridiculously successful business because he already conquered his hiring challenges.
Today we discuss:
Why it is important to care about your interview structure
Two Components you need to successfully hire and sleep better at night
Challenge today?
Candidates have options
Options are unlimited - a lot of remote options
Workforce has expanded from local to global competition
Why is this important to the company?
Not hiring the right people limits growth
Hiring the wrong people -
Wrong people take you down the wrong path
When people doesn't work out - back to the drawing board
Case study- grew to 73, hired over 100 people and is now 21 people.
$7mm wasted!
Major money waste
25% hiring success rate
Wrong leaders, wrong investors
Rick’s Nuggets
You must stand out to draw people in
How do we solve the problem?
Planning out hiring
Proactive to get someone in the seat on time
Gap analysis- Knowing the gaps on the team
Problems that need to be solved
Structured approach to the hiring process
Pre-planning your process and mechanics
Use the Qualifi tool for screening
Phone interviews
Automated phone screen
Pre-recorded, audio-based questions
Every candidate gets same exact experience (makes the review process more consistent)
Time is a huge factor in recruitment and efficiency can be an advantage
First to candidate can be important factor
Pre-scripted live interviews
Assigned interview questions (round robin)
Each person takes notes throughout the interview
Real time feedback with the team to make a decision quickly
Rick’s Nuggets
Phone screen (discovery call) is the biggest missed opportunity
Opportunity to understand the person.
Critical - positioning (what the person desires)
Interview- eliminate bias
Consistent plug n play- same questions for every person
Decisions made based on evidence, not opinion
Key Takeaways that the Audience can plug into their business today! -Value:
Proactively plan
Understand who you need to hire, when you need to hire them, and how long it will take
Plan your strategy and what each step looks like
Plan your interviews
Create an interview script and get agreement on it with your team before the interview starts. Be prepared to iterate.
Guest Links:
LinkedIn: https://www.linkedin.com/in/darrianmikell/
Company: https://www.qualifi.hr/
LinkedIn: https://www.linkedin.com/company/qualifihr/
Facebook: https://www.facebook.com/qualifihr
Twitter: https://twitter.com/DarrianMikell
Instagram: https://www.instagram.com/darrianmikell/

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
28min
October 28, 2021Why Employees are REALLY Leaving Your Company with Leilani Quiray of bethechangeHR
We are in full swing of this “Great Resignation” and a record 4.3 million people quit their jobs in August.
If you are one of the business leaders who have been losing people, please realize that it is not them, It is YOU! People are quitting because they no longer align themselves with your company values … especially the mandated policies in and around the pandemic.
Right now, there are much better options in the form of growth and career satisfaction. Which is why people are taking their time in locating the opportunity that they really want.
So, if you want to stop the attrition and be able to hire strong people, get solid on your values and focus on what each individual is desiring in terms of their personal career growth.
Today we are discussing exactly what you need to do to become an employer of choice to start winning great people!
Our guest today: Leilani Quiray, Founder & CEO of Be The Change HR
A conscious company and social enterprise, providing HR support for small-to-medium sized businesses in any facet of HR from pre-hire to post-term and everything else that happens in between. Her and her team also teach free job readiness courses and provide free coaching to individuals who’ve been trafficked, homeless and veterans in transition. Her team is not only HR Pros, they are Life Changers.
Today we discuss:
What people really want today from their careers in this great resignation
The elements you need implemented in your company to successfully hire the strongest people
Challenge today?
Why employees REALLY are choosing new employers?
How to become the employer of choice today?
People think they know what people want, but they don't know
Money
Benefits
Perks
Unrealistic vision (modeling google)
What the owner wants (I like X so they’ll like X)
What is it that people REALLY want?
“Experts stress that people are leaving their jobs as workers across the country are demanding higher pay, better employment conditions and critical support in their daily lives.”
Data source
Why is this important to the company?
Companies need humans
ethics/moral duty to have a healthy workforce
ROI
More engagement = more profitable of a company
Rick’s Nuggets
Flexibility: Personal freedom is a real issue!
Attrition is happening due to continued company vaccine policies
Both for and against
“Don't want to be micromanaged”
What does not matter … as much
Compensation
Benefits & Perks
How do we solve the problem?
Ask your people
Needs are different
Use buckets core values & data on why people choose companies/stay at companies
Survey your people unanimously
Use data to make decisions
Communicate back - low morale and distrust if you do not
Job requirements reasonable? (also think DEI and diverse hires)
Education and where (Harvard?) - biggest hurdle
Opens the hiring pool to disadvantaged candidates
Compensation Analysis
Market Value
Free tools BLS
By demographics too
Employer branding
What do you look like publicly?
Core values shine?
How awesome you are should show!
Evil Glassdoor (aka the Yelp for employers)
Get ahead of the bad reviews by getting good ones
Damage control and a look at ones own org if you already have bads ones
Take a look at who you are hiring
Core Value Work
Do you have them?
Assess them
Tool?
Book?
Live them
Weave them into everything
We ask “are we living our core values?”
Language within the company and how decisions are made
Rick’s Nuggets
Are your values real?
Job requirements need to be eliminated and replaced with performance metrics
Form of conscious bias
Performance Metrics = Accountability
Interview for core value alignment
Value alignment is the only true measure to ensure performance and tenure
No reason to move when you provide everything a person desires
Key Takeaways that the Audience can plug into their business today! -Value:
Do Pulse Check Surveys!
Rethink your recruiting strategy: job requirements, your online presence, comp analysis
LIVE your core values!
Guest Links
LinkedIn: https://www.linkedin.com/in/leilaniquiray/
Company: https://bethechangehr.org/
LinkedIn: https://www.linkedin.com/company/bethechangehr/
Facebook: https://www.facebook.com/bethechangehumanresources/
Twitter: https://twitter.com/bethechangehr
Instagram: https://www.instagram.com/bethechangehr/
YouTube: https://www.youtube.com/channel/UCqsQa5CXid2I0xQwiVyE2nw/featured

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
26min
October 21, 2021The Hidden Pools of Sales Talent with Chris Beall of ConnectAndSell
While everyone is chasing the same people, ie: those who work for competitors or the 3-7 year up-and-comers, there is a huge pool of talent that are on the sidelines waiting for a well positioned opportunity to present itself.
I’d like to challenge you to think about the concept that outstanding talent comes from the most unlikely places.
Last week we heard the story of a top sales performer at Swag.com who had no sales experience at all. But the Desire alignment was through the roof and now this person is absolutely thriving in their organization. The creativity & outside the box thinking is what sets the stage for success!
Today is all about hiring outstanding sales people in an environment that is ridiculously competitive.
Our guest today: Chris Beall, CEO of ConnectAndSell
For 30 years Chris Beall has led software start-ups as a founder or early-stage developer. He believes the most powerful part of a software system is the human being, and that the value key is to let the computer do what it does well — go fast without getting bored — in order to free up human potential.
Chris and his team provide a SaaS solution for sales teams to talk to more prospects, and hosts a podcast, Market Dominance Guys.
Today we discuss:
Why you are looking in the WRONG places for sales talent
How to adapt your hiring model to uncover high performing sales people
Challenge today in hiring sales people?
Can't find people
Everyone is chasing the same (wrong) people
Get bid up (too expensive)
Takes forever to train
They bounce
Not interested in the job
Huge untapped pool of talent (over 40)
Why is this important to the company?
Adopting a 2 tier model you
Flow rate of meetings is a bottleneck of almost every company
Always invest in the bottleneck
Rick’s Nuggets
Value alignment within the organization is more important than ever before
Connecting the dots between values & desire avoids bidding wars
Creating value above and beyond the paycheck
People do not leave when they are in alignment
How do we solve the problem?
Change your model
Make SDR as a real professional job
Look at different age demographics
Identify people who come from the industry you sell to
Huge untapped pool of talent (over 40)
Interview like you mean it
Test people. Have them do some work
Have 10 conversations
Good voice
Can you make people laugh
Modulating your voice
Listen to the conversation
Coachable
Length of time you keep people on a call
Rick’s Nuggets
“Walk me through the process how you closed your last deal”
Scripts are king!
Align your interview process with your company values
To properly assess people you need to be able to evaluate them for alignment
Key Takeaways that the Audience can plug into their business today! - Value:
Take the SDR role seriously and not just as a stepping stone. (your company’s bottleneck
Embrace real management for sales- pay attention to process
The only thing a SDR needs to do is sell a meeting… not the product.
Guest Links:
LinkedIn: https://www.linkedin.com/in/chris-beall-7859a4/#
Company: https://connectandsell.com/
Twitter: https://twitter.com/chris8649
Blog: http://blog.connectandsell.com/
Podcast: https://www.marketdominanceguys.com/

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
29min
October 14, 2021Hiring Your First 10 People with Jeremy Parker of Swag.com
Growing your company from 2 to 10 people is the most critical time in your company's life cycle. The reason for this is every single hire that is made can make or break the company.
Every founder I meet has a story of “we hired a person that we thought was going to be a rockstar and it turned out to be a disaster”.
So where do things go wrong when a bad hire is made?
The interview was run from a position of need; where we focus on selling the opportunity. So excited to get this new rockstar on board that we totally forget to take the time to understand if the person aligns with the values of the organization.
The good news is there is a solution to avoid these sometimes deadly mistakes and it just requires structure and developing your listening muscle.
Our guest today: Jeremy Parker, Co-Founder and CEO of Swag.com
Swag.com is the best place for companies to buy and distribute quality swag that people will actually want to keep. We work with 5,000+ companies including Facebook, Google, Amazon, Netflix, Spotify and Tik Tok.
Jeremy was named to Crain's NY 40 under 40 (Class of 2020) and Swag is #218 on the Inc 500 (2020) and #368 (2021)- Fastest growing private companies
Today we discuss:
The importance of the first 10 hires
Process to avoid making the wrong hire
Challenge today?
Hiring for the resume
People who have done it in the past
Not about the skills but the culture
One bad hire can destroy a business
Why is this important to the company?
Story: First 2 years just the founders. Then scaled quickly to 14 people
Who you hire in the early days is super important. Need to be the right fit, for the right time. They could be a great person and extremely talented but if they are not the right fit for the time it can go sideways.
Up to 70 people now and everyone is ability is important, skills not as important, as culture
How do we solve the problem?
Stop micromanaging
Guide & teach & trust that people will get it
Allow people who are hiring to do the job
Right mentality & Right focus (embracing failure)
Failure is ok
Embrace it!
4 rounds of interviews
First meet with Department Head. If that goes well, meet with someone who is currently in that same position in the company, to make sure they feel this person can do the job well.
If that goes well, meet with the COO,
if that goes well, meet with CEO.
If the candidate gets through all rounds and everyone feels they could be a good fit, we get at least two reference checks. Someone who they worked under and someone who they worked alongside.
Rick’s Nuggets
Evaluate everyone around your values
Key Takeaways -Value:
Being ok with failure! Nothing can go wrong when you are ok with it. Failure will get you where you need to go.
Guest Links:
LinkedIn: https://www.linkedin.com/in/jeremyianparker/
Company: https://swag.com/
LinkedIn: https://www.linkedin.com/company/swag.com/
Twitter:https://twitter.com/promotewithswag?ref_src=twsrc%5Egoogle%7Ctwcamp%5Eserp%7Ctwgr%5Eauthor
Facebook: https://www.facebook.com/promotewithswag/
Instagram: https://www.instagram.com/swagdotcom/?fbclid=IwAR1TnFCOQ8kv-chtsiP5wKexliw55YISu2rESPCLGUu86tEynikmspBy9xc

This show is proudly sponsored by Criteria Corp
...more
24min
October 07, 2021How to Thrive in Hiring Through the “Great Resignation ” with Rick Girard of Stride Search Inc.
4 Million Americans quit their jobs in July of 2021 , according to the U.S. Bureau of Labor Statistics. What this means is that you have a tremendous opportunity to upgrade your talent base in your organization.
The pandemic has magnified people’s career wounds in a way that every business will be impacted.
While many reasons are given as to the cause of this mass exodus, the root of the fall out is that the people leaving are no longer in alignment with the company’s values.
Value alignment is now more critical than ever to attract and hire people. Because when people align with the actual company values, they find meaning & discover their purpose.
And their purpose is far more important to them than your profits.
Today is a special episode due to the massive number of requests from our audience about this little problem called the great resignation
We discuss:
Why it is critical to own your company values
How to prosper in Hiring - TODAY!
Challenge today?
My people are getting poached!
We have come to a point where people want meaning & purpose in their lives.
Perks, compensation & benefits no longer matter
People are questioning their “why”
Imbalance
Stress & heartache
More flexibility is not the real issue
Inc Article https://www.inc.com/jessica-stillman/great-resignation-work-meaning-esther-perel.html
Demonstrating meaning & the company cares about them as “human beings”
Why is this important to the company?
Who’s leaving?
Mid- career employees have the highest resignation rates! (30-45)
You are positioned to heal a person's career wounds.
When you align with values and provide a solution to heal, both parties WIN
People are expecting win-win relationships with their employers
The Great Opportunity!
Easiest time in history to engage A-Players!
Raise the performance bar in your organization
4 Steps to Win-Win Talent in this Great Resignation
Get solid on your Values
Key to attracting top performers
Who you are
how you lead
how people act
Understand your Recruiting Process
Recruiting is how you identify people & get people to talk to you.
Just because you recruited someone great, doesn't mean you should hire them
Or that they will even accept your job offer
What is working today
Target and Contact & Reconnect
Do not sell, listen
Understand your Hiring Process
Start with an in depth Discovery call (phone screen)
Does this person’s desires align with the company (correctly positioned)
Not skills
Vision for the environment in which they will excel
Timed & structured Interview
Values alignment first
Skills second (working session)
Nurture a proactive flow - allow the person to have a voice in what happens next
What would you like to do next?
Heal the Career Wound
Growth, Content of work, Management
Value Alignment
Progression, learning, flexibility
If you cannot provide a path to the individual, don't hire
Someone else will thrive in the role
You will be just a paycheck (if the person joins)
Key Takeaways -Value:
The “Great Resignation” is real and you need to be capitalizing on the opportunity that has been presented to us!
Get tight on the company values… They are the key to a successful hire
Don't confuse a recruiting process as a hiring process. They are two separate activities.
Rick's Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Book: Healing Career Wounds - https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
26min
September 30, 2021Time Kills Hires with Andrew Bartlow of Series B Consulting
Time and People are the most precious asset your company has on the road to success or failure.
As leaders, It is our responsibility to protect the time of our team to ensure that projects are delivered on time. It is also our responsibility to put processes in place that ensure that the strongest people are in the right seat!
Shouldn't each step of the interview process have a purpose and save time for everyone involved?
Yet Interviewing is the single point of failure in almost every company.
Too long.
Too short.
No clear direction.
Or riddled with boobytraps that repel strong people from even engaging with your company!
Our guest today: Andrew Bartlow, Founder & Managing Partner of Series B Consulting.
Which helps businesses to articulate their people strategy and accelerate their growth while navigating rapid change. He also founded the People Leader Accelerator, which is the foremost development program for HR leaders at startups.
Andrew Bartlow has 25 years of Human Resources and Talent Management experience at organizations across a wide spectrum of sizes, maturity stages, and industries. He is the co-author of “Scaling for Success: People Priorities for High Growth Organizations,”
Andrew has worked with clients like MasterClass and many others to help them overcome obstacles in a hyper-growth phase.
Today we discuss:
Why your timing kills hires
How to Time out your process in the most effective manner
Challenge today?
Filling roles with good people with less of an internal organization tax
Too many interviews, too much time - I’m out
Over emphasis on consensus, 10-12 people over multiple rounds
Giant time drag on a company
People fall out
Offer to close rate 60% is not good!
Why is this important to the company?
Time - interview time takes away from productivity
Rapid growth is usually essential. Time burns cash runway, employee time and goodwill, and competitors keep coming.
Efficiency matters - particularly at the early growth stages
Don’t let perfect be the enemy of good. Should be able to make rapid hire / no-hire decisions, and fair/reasonable separation decisions without months of agony.
“Hire slow and fire fast?” I’d suggest looking for a goldilocks zone on both. Take the time necessary, but not one minute more than what is net value-adding to do both.
Rick’s Nuggets
All that is needed is:
Discovery Call
Value Alignment Interviews
Working Session (skills)
10 business days max
How do we solve the problem?
Start by clearly defining the roles that you want to fill
Source candidates in a scalable way
Expand the pool
Employer branding
@ Series A should get beyond friends & family network
Hire a dedicated recruiter
Need a screen / filter before the manager sees the candidate
Passive candidate magnet
Check for compensation expectations & role interest; initial assessment of required skills, knowledge, and experiences
Goal is that ZERO candidates make it to the hiring manager who have out-of-bounds pay or role expectations, and all of those candidates moving forward have experiences that reasonably match the role
Manager vetting before meeting the team
One and done interview process ~30 minutes 1on1 via video
Confirm that the candidate is interested in the role and the comp budgeted - preclose the candidate
Ask for references here!
A candidate shouldn’t come meet with a team until / unless the hiring manager is a strong advocate to hire them. Don’t waste the broader team’s time.
Work Product Sample (optional - often good for technical roles, but rarely for G&A)
Give a real problem - don’t spend a lot of time coming up with hypotheticals, too many variations which will change
Faster / easier / more accurate to work on a real problem. Just get an NDA.
Related alternatives - Can review Github rather than request a project. Can conduct a live shared-screen working session. Can ask for examples of prior work that demonstrates a good fit for the role.
LOTS of candidates drop out at the project stage. Don’t let this become a barrier!
Team Screen
One and done over video, with multiple people involved
Cultural (watermelon @ Gusto) interviews have a risk of being counterproductive. To be effective it should be structured, interviews have good training, and the traits assessed should be really clear AND ALIGNED with the future needs of the org. Danger of holding onto the past - what got you here, won’t get you there.
Decision
After the team screen, there should be a hire / no-hire decision. Lots of organizations get hung up comparing candidates, not sure what they are looking for. You need to fill jobs with good people and KEEP MOVING. A hiring manager / hiring team which isn’t sure what they are looking for is the single largest waste of time and energy in the company-building process.
Can have a calibration meeting. Maybe the recruiter supports it, but really, the hiring manager should own the decision and have the most energy around moving forward.
Offer & Candidate Closing
Rick’s Nuggets
Reverse engineer the time to hire and set timelines for each stage
Set process before you define roles
Train your people on “how you hire”
Gain commitment from interviewers for excellence
Key Takeaways -Value:
Streamline your process. Fill jobs with less time from the team. May or may not fill the role in fewer days, but can reduce total hours committed by the group from 100+ to closer to 10. Yes, this requires a bit more ownership and potentially a little more time (per candidate) from the HM, but should dramatically reduce the overall time by the team.
Guest Links:
LinkedIn: https://www.linkedin.com/in/bartlow/
Company: https://www.seriesbconsulting.com/
Speak On Podcasts: https://speakonpodcasts.com/andrew-bartlow/
People Leader Accelerator: https://www.peopleleaderaccelerator.com/

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
23min
September 23, 2021How to Stop Sucking at Hiring Sales People with Joseph Fung of Uvaro
Hire slow, fire fast is a motto we have all heard as startup founders. It makes logical sense but what really happens is quite the opposite. As entrepreneurs we shift into panic mode when we have a need and move quickly to fill the role. Completely missing all the evidence that this person will be a bad hire.
Once the person is in the seat, the dread of having to refill a role often leads to concessions made to the detriment of the business.
Hiring Slow means investing the time to really make sure the person will be a strong hire. Therefore there should be no need to fire fast. Especially if you really understand who the person is and gain evidence of the value they add to the company.
Think of each person you hire as being worth $2 million dollars to the company. Changes your perspective, right?
A lot more care and a higher talent bar would be prioritized over just “filling the seat”.
Our guest today: Joseph Fung, Founder & CEO of Uvaro
A tech sales career accelerator, and of Kiite, a sales enablement platform purpose-built to provide sales teams with the information they need when they need it. Joseph’s a repeat Founder & CEO, and with multiple successful exits, and speaks frequently on the topics of sales leadership, diversity, and corporate social responsibility.
Joseph is an expert in sales, startups and building scalable culture.
Today we discuss:
Our mentality around hiring sales people
How to effectively attract & hire high performers
Challenge today?
Hiring for software skills rather than problem solving skills
No internal training- want someone who already doing what you need done
Rely on stereotypes and gut
Need people who can speak to a bigger variety of customers
Why is this important to the company?
Fix the problem, you can triple the production of 1st year sales reps
8 months to ramp, average sales rep only achieves 60% of quota
Ramp in ⅓ time and drive production to 80% - Training
Churn & burn kills morale
Cash costs are immense on the back end
How do we solve the problem and hire the strongest people every time?
Throw out your job description
Translate ideal customer to sales job description
Ideal Customer Profile- go granular
Choosing what & who to hire
Invest in Revops & sales enablement
50:1 ratio Rep to SE is a start => move to 20:1
Mindset
Treating the organization with respect
Thinking is you solve the problem by hiring more people
Interview
Culture fit interview - “Is this someone I want to have a beer with?” not
Turn it into a behavioral interview - what behaviors demonstrate values alignment
Rick’s Nuggets
Performance metrics are most critical component today for job descriptions today
Accountability up front
Understanding a person’s positioning
Transactional Sale VS. Enterprise/Solutions Sale
Resources available
Builder, Improver, Maintainer
Uncovering the impact that has been made in their current/former position
Save time, increase revenue
Key Takeaways -Value:
Throw out your job description . Copying others is just propagating bad habits
Stop asking people to sell like the founders - it won’t work
Re-think your culture fit interviews...write behavioral questions
Guest Links
LinkedIn: https://www.linkedin.com/in/josephfung/
Twitter: https://twitter.com/josephfung
Instagram: https://www.instagram.com/josephfung/
Company: https://uvaro.com/
LinkedIn: https://www.linkedin.com/school/uvarolife/
Twitter: https://twitter.com/uvarolife
Facebook: https://www.facebook.com/uvaro.life
Instagram: https://www.instagram.com/uvaro.life/
YouTube: https://www.youtube.com/uvaro

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
29min
September 16, 2021Hiring for Talent Optimization with Mike Zani of The Predictive Index
“There is work that needs to be done and I just need someone good to do the work”
*** sigh ***
This is what we tell ourselves when we decide to hire someone. But it is so much deeper than just getting a butt in the seat!
Growth is the most important factor here. So, we must start with the end in mind to avoid making HUGE hiring mistakes!
Yes, we need to get the work done but will this person really help your company grow? And more importantly, can your company provide the growth that the person you want to hire desperately desires?
Our guest today: Mike Zani, CEO of The Predictive Index.
Mike Zani, the Wall Street Journal best selling author of The Science of Dream Teams, is CEO of The Predictive Index, the leader in talent optimization. Prior to The Predictive Index, Mike served as president of LEDCO, a manufacturer of rugged computer peripherals. It was at LEDCO where Mike, a customer of The Predictive Index, developed his passion for the company’s vital management tools.
An avid sailor, Mike began his career in marketing and sales with Vanguard Sailboats and was a coach for the 1996 U.S. Olympic Sailing Team. He holds a B.S. from Brown University and an MBA from Harvard.
Today we discuss:
Hiring for Talent optimization
What is talent optimization
How to hire for it
Challenge today?
How to you hire well within the context of time & risk
What risk are you willing to take on bad hires?
Systems in place to support the risk
30, 60, 90 day check ins to support
Do you just want t body in a seat
Persona
A talent optimized system allows you to train & develop
Need to develop the programs to support
Why is this important to the company?
We are 30 years behind sport in bringing analytics for hiring
What is sport doing now?
TA is the single most important function in the organization
Need to take a maniacal approach to hiring.
Fantasy league hiring takes more time than hiring to companies
Data drives success
Performance measurement
Rick’s Nuggets
Getting the right person the the bus is FAR more important than getting work done
If the work is that important, hire a contractor
The mistake made is the optimism of the founder
Assumptions
Hire on their potential (assumed), bias (assumed) & need (get it off my plate)
Zero time is taken to understand what the other person desires, other than a paycheck
Consider this: The cost for every bad hire is $2M
How do we solve the problem?
Top of funnel strategy
Clear mission
Hiring brand that attracts talent
Palpable culture - Strong enough that it disqualifies people
Great referral strategy - cash after 6 months,
Bottom of funnel strategy
Hiring systems
Strong assessments -behavioral , cognitive, analytics
Hiring process, structured interviewing
Training- especially on cultural interview aspects
interviewer grading, scoring, developing
Remove people who are bad interviewers
Post hire Strategy
Benchmarks
Performance systems - 30,60,90 day
Hire for buoyancy!
Rick’s Nuggets
Mid Funnel Strategy
The Interview
Structured & timed
Values aligned
Challenging
Does the interview produce evidence to support the decision
Is the evidence supported by the assessment?
Key Takeaways -Value:
Need a post-hire system!
Can take more risk
Need to have a feedback loop to add/subtract people from the interviewing process.
Guest Links:
LinkedIn: https://www.linkedin.com/in/mikezani/
Company: https://www.predictiveindex.com/
Twitter: https://twitter.com/predictiveindex?lang=en
Facebook: https://www.facebook.com/predictiveindex/
Instagram: https://www.instagram.com/thepredictiveindex/?hl=en
YouTube: https://www.youtube.com/channel/UCexehrVsBrP9SiNeBm4pY7Q

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
23min
September 09, 2021How to Terminate an Employee with Dignity - Lori Torres of Parcel Pending
The first time I was fired was when I was 16 years old and working at Numero Uno Pizza. It happened really strangely, I went in to pick up my paycheck and the manager let me know that this paycheck would be my last one as I was no longer employed there.
No warning and no explanation.
Bewildered, I simply walked out the door, walked across the street and was hired by their competitor.
The way in which the whole experience went down, left me feeling embarrassed & resentful.
Never again did I eat at that restaurant because of the way they made me feel.
Our guest today: Lori Torres, Founder & Former CEO of Parcel Pending
The nation’s leading provider of innovative package management solutions. Prior to Parcel Pending, Lori was SVP of property operations at The Irvine Company.
She has been recognized on multiple occasions for her leadership, including being named 2017 “Innovator of the Year” by the Orange County Business Journal and chosen as one of 13 entrepreneurs admitted into the EY Entrepreneurial Winning Women™ 2017 North America class.
Lori worked to build a world class organization and is going to share her wisdom.
Today we discuss:
Making the difficult decision to part ways
How to fire a person in a way that leaves everyone feeling good about themselves
Challenge today?
When is the right time to make a change and terminate someone?
Can you afford to do it, do you have the bandwidth
Taking the time to really understand
Have an intervention- performance improvement plan, use to be successful
Articulate to really improve the person's performance
Everything possible to make sure they are successful
Accountability tool &
Why is this important to the company?
Benefits: often find someone better
Help the person you are terminating to the world,
Embrace the people management side of the business
Termination is part of the evolution of the company
Change needs to happen,
This is the game we are playing, these are the rules, here’s how we move forward
What you need at $3mil is different at $10M
Rick’s Nuggets
Be proactive in your hiring
Hiring for growth first - start with the end in mind
“people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” - Maya Angelou
How do we solve the problem?
Identify performance issues first
Candid open, specific conversation
Time frame to meet the expectations
Check in: not meeting expectations,
Provide a performance improvement plan
Whatree performance is now, when they are not meeting expectations, when we are going to convenience to review
Termination
Reason for termination:
Labor attorney- worth the money to handle things properly
Quick conversation : next step, it is not working
Part ways with dignity!
Severance with a legal document release of liability & non-disparagement
Walk them out the door and wish them well
Offer help to help them move forward
Sample Termination
Rick gets Fired!
Rick’s Nuggets
Really take seriously the performance metrics that were set for your people in the job description
Evidence to support the hire first!
Key Takeaways -Value:
Really spend the time to hire correct people. It's like dating, Interview a lot
When the person is not performing, invest the time to
Have non-confrontational conversations with people
Guest Links:
LinkedIn: https://www.linkedin.com/in/loritorres/
Company: https://www.parcelpending.com/
Twitter: https://twitter.com/ParcelPending
Facebook: https://www.facebook.com/parcelpending
Instagram: https://www.instagram.com/parcelpending/
YouTube: https://www.youtube.com/channel/UCFj7yh4kDC7Jx5CDUYnar7A

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
29min
September 02, 2021Why You Need to Interview Like Amazon Now! with Rick Girard of Stride Search Inc.
Answer: Linking Corporate Values into Your Interview Questions eliminates bias
I posed the question to a room of over 400 corporate executives and the results shocked me when I first asked it. Now when I ask the question, the results just make me …. Sad.
“Please raise your hand if you have had any formal interview training at any time in your career, other than what not to say in an interview”. Three hands were raised. 3 out of over 400 people!
And we wonder why hiring is “hard”. Guess what, It is not so hard for companies like Amazon who, from the beginning, have structured and trained their people HOW to effectively interview people. This is why they have always been a talent magnet, and not because they pay well.
3 out of 400 people! This was a major a-ha moment for me and it should be one for you!
Imagine the impact your company will have on this planet when you and your people get really good at hiring.
Today we discuss:
The importance of linking values to interviewing
How to set up and execute a values driven interview
Challenge today?
Talk about bias elimination
cannot happen until interview questions are designed to extract evidence
The content of the interview cannot be left up to chance
The fate of each interviewee is determined in the first 15 minutes at most. Sometimes in the first 5 minutes….. All based on bias
51% chance that your decision is wrong
Unchallenging, unimpressive interviews only attract people who are there for the paycheck
Talented people (A-players, change makers & high performers) do NOT want to work for yahoos!
Informal, unstructured & unprepared interviews make you look like a yahoo.
Offer turn downs are at an all time high
Why is this important to the company?
One word: AMAZON
Leadership principles (company values) are what drives decision making
Customer Obsession
Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attention to competitors, they obsess over customers.
Hire and Develop the Best
Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development like Career Choice.
https://www.amazon.jobs/en/principles
Talent is drawn toward excellence
How do we implement values driven interviewing?
Clearly write down your company values
Founders- this is you & your values
As you ad people, reassess at least bi annual- especially before hiring ANYONE
Develop Values
Clear definition of what the values means to the company
What attributes characterize each value
Measurables (how does a person live the value in their day to day life?
Sample exercise
Value #1 Dignity
Definition: Treating yourself and others with respect & courtesy
Attributes:
CEO
Co-founder
Dept Head
acceptance
Self-respect
self-confidence
Non judgemental
equality
Respect for others
Self esteem- elevation
decency
Stands tall
empowered

Treat as equals

Measurables:
*** Empowering others
*** Respect for others
*** Non-Judgemental
Build interview Question Library
Behavioral questions designed to bring evidence of how people “show up”
"Tell me about a time...." or “Describe a time when….” or “Outline a time where….” or "Give me an example of..."
Questions must be Indirect & not obvious to the interviewee
Evidence to support Attributes
Support / follow up question flow
Value #1 Dignity
Attributes:
*** Empowering others
*** Respect for others
*** Non-Judgmental
Tell me about a time you helped elevate the performance of one of your teammates (Empowering Others)
How did you learn of the issue?
What were the events that led to this performance being important to you?
How much time do you dedicate to the cause?
How do you feel you could make more of a difference?
What makes this important to you?
What was the outcome?
Give me an example of a time you stood up for a person you didn't know (Respect)
What steps did you take?
How did this affect the other person?
What made this action important to you?
Describe a really uncomfortable work situation that needed to be addressed that was personal to the other person? (Non-Judgmental)
What were you asked to do?
How did it make you feel?
Reinforcement & Training
Live your values
Make it a language by which decisions are made (like Amazon)
Teach everyone who interviews, how to extract evidence
Capture data - training & compliance purposes
Key Takeaways -Value:
Invest the time to build out your corporate values - the Payoff will be HUGE
Take the next step and connect them to your interviewing
Train your people! Part of their job is to other high performers so give them the tools to do so
Rick's Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Book:https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
20min

FAQs about Hire Power Radio Show:

How many episodes does Hire Power Radio Show have?

The podcast currently has 359 episodes available.

More shows like Hire Power Radio Show

REAL AF with Andy Frisella by Andy Frisella #100to0

REAL AF with Andy Frisella

32,807 Listeners

The Ben Shapiro Show by The Daily Wire

The Ben Shapiro Show

155,557 Listeners

The Way I Heard It with Mike Rowe by The Way I Heard It with Mike Rowe

The Way I Heard It with Mike Rowe

41,122 Listeners

THE ED MYLETT SHOW by Ed Mylett | Cumulus Podcast Network

THE ED MYLETT SHOW

14,044 Listeners

The Game with Alex Hormozi by Alex Hormozi

The Game with Alex Hormozi

4,395 Listeners

Shawn Ryan Show by Shawn Ryan

Shawn Ryan Show

43,498 Listeners

The Bible in a Year (with Fr. Mike Schmitz) by Ascension

The Bible in a Year (with Fr. Mike Schmitz)

61,138 Listeners

The Elite Recruiter Podcast by Benjamin Mena

The Elite Recruiter Podcast

37 Listeners

The Mel Robbins Podcast by Mel Robbins

The Mel Robbins Podcast

20,131 Listeners

Build with Leila Hormozi by Leila Hormozi

Build with Leila Hormozi

915 Listeners

BigDeal by Codie Sanchez

BigDeal

788 Listeners

Take It Outside with Jay Cutler and Sam Mackey by Outsider

Take It Outside with Jay Cutler and Sam Mackey

33 Listeners