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.

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Hire Power Radio Show episodes:

June 17, 2021The Benefits of Hybrid Hiring for Today’s Workforce with Nick Iovacchini of Kettlespace
People do not want to go into the office on a daily basis anymore!
In fact, the last search we completed had an overwhelming number of people that would only be interested in a hybrid or fully remote work situation. Quality of life has become far more important to people than the paycheck.
We have all had to pivot in the past year but we really should embrace & capitalize on the opportunity that has been presented to us. That opportunity is the ability to raise the bar of talent within your company that is outside your geographical locale.
Our guest today: Nick Iovacchini, Co-Founder & CEO of Kettlespace.
Nick Iovacchini is a serial founder with a proven track record of building successful ventures across a wide range of industries. Companies founded by Nick have grossed $70MM+ in revenue, sold 10MM+ consumer products, and provided hospitality to 1MM+ patrons. Nick is currently a co-founder of KettleSpace, a company enabling smart hybrid work solutions with software, workspaces, and expertise. In his role as CEO at KettleSpace, Nick oversees product, operations, and growth.
Today we discuss:
Why the hybrid model is here to stay
How to run an effective hybrid hiring model
Challenge today?
Gen Z- values freedom
People enjoying the upside to working from home
40% of workers will quit if they have to go back
Operationalize hybrid & gather the right data to know if it is working
Why is this important to the company?
Value talent- talent concern
Power dynamics between worker and boss have changed
Worker is in a stronger position of negotiation
Apple revolt-
Global shakeup
Rick’s Nuggets
Target the strongest people -nation wide
How do we solve the problem?
Gather task force of people
HR, c suite,
Look at new paradigm
Employee input
Establish KPI’s, Objectives & Steps to take (# days in the office)
Success Metrics -- Engagement & Productivity Measurements
General “Direction” for Hybrid - 50/50 vs 3 days a week vs. self-select all remote, all in-office, hybrid
Set timelines
Plan for Change Management / Communications
Operationalize
Tooling
Decisions / policies
Implementation
Data Collection /
Monitor and iterate
Rick’s Nuggets
Target hiring: cross industry/competitors
Personal contact information
Performance metrics for each role- 90, 180 days
Run HireOS
Key Takeaways -Value:
According to McKinsey 90% of companies plan to be hybrid, but nearly 70% don’t have a plan or the tooling yet to implement it -- need to move towards solutions
The key is accepting the fact that this environment will be changing, need to adopt a test/learn approach -- plan for adaptation
Whether you are early or late to the hybrid party, at the end of the day this is what the talent wants and over time the majority of the workforce will demand -- early adopters will have advantages to retaining and attracting top talent
Links
Nick Iovacchini: LinkedIn
Company: Kettlespace Facebook Instagram Twitter YouTube

This show is proudly sponsored by Criteria Crop
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23min
June 10, 2021How to Cultivate Relationships to Build a Strong Pipeline of Talent with Kate DeWald of OnCue
You don’t need to see 50 or even 10 candidates to make a hire. You only need to see 1.
Why do we feel like we need to see a lot of people to “compare & contrast” before making a decision? Because we have been conditioned to window shop to ensure we are getting the best “deal”. But this is a transactional mindset which causes us to hire too fast with zero evidence to support the decision. Resulting in bad hires!
Let’s change your perspective...
Start by flipping your funnel. Focus on the channels that produce the strongest hiring results. Referral Network, Warm Recruits, and then supplement with applicants.
Relationships, not money, are what drive people in today’s hiring landscape.

Our guest today: Kate DeWald, Founder & CEO of OnCue.
Kate DeWald is CEO and founder of Oncue, the leading software and booking service for the moving industry. Launched in 2018, Oncue helps moving companies increase their revenue by as much as 400%, year over year, by automating many of their manual processes and enabling them to devote more time towards business growth and longevity. Prior to leading Oncue, Kate served in go-to-market roles to drive growth at industry-leading SaaS companies, including SuccessFactors and ServiceMax.
Today we discuss:
Why hiring is a long term play
How to gain access to high quality people
Challenge today?
Filling the top of the funnel with high quality people
Leadership roles
Funnel: either too many (unqualified) or too few
Making sure the candidate experience is stellar
Why is this important to the company?
Time wasting
Want to find the people that are going to be best in the business
Find the people that are aligned on mission, vision and values
Rick’s Nuggets
Reactive hiring results in “oh shit” hires
How do we solve the problem?
Funnel: linkedin recruiting, cold outreach, recruiter
Hire expert/subject matter expertise recruiting
Write content: be authentic and write about what it’s truly like to work at your company
Unbias interview process- doesn’t matter where the candidate comes from
Training leaders
Reviewing questions prior to the interview
Play the long game - interview and connect with people before you have the roles available, help out others where you can, it’s about creating long lasting relationships with people
Rick’s Nuggets
Referrals first: “Who have you worked with that was a strong performer in the organization?”
Recruits: cross industry performers, competitors-
Key Takeaways -Value:
Spend more time than you think you need on recruiting
Be authentic in your hiring process- if you’re a startup, own it- being transparent with the candidate about what the role is really will set them up for success
Think about Key ways you can add value - how can you add value to your candidates in the process? Make sure they have a great experience regardless of the outcome
Guest Links:
Kate DeWald: LinkedIn
Company: Facebook Twitter

This show is proudly sponsored by Criteria Crop
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21min
June 03, 2021Your Strongest Hire is Gone in 8 Seconds with Henna Pryor of Pryority Group
You’re hiring and just are not seeing the quality flow of people responding to your job ads. A bit frustrated, you decide to launch an email/LinkedIn campaign targeting people from your competitors. You identify the people you want to talk to and start sending messages. Hopeful that you’ll draw in the strongest talent.
But the response is underwhelming at best. Why?
Because no one cares about your company, your job or you until you can demonstrate the value of “what’s in it for me?”. The selfish way you message is the #1 reason you fail to gain a positive response. Start with a person’s pain first, then you'll gain their attention.
Our guest today: Henna Pryor, President & Executive Coach for Pryority Group
After an explosive 14-year recruitment career working with top performers, growing managers, and C-suite leaders, Henna founded Pryority Group to realize a vision that access to coaching and development is the most important asset to any individual’s continued growth.
Henna prides herself on an "empathetic but no-nonsense" approach and has been recognized quickly as a secret weapon of companies ranging from fast-growing startups to Fortune 500. She has a dual specialty in working with high-achieving women and measurably improving the performance of sales teams and growing start-up businesses through her in-demand sales messaging training programs and strategic coaching.
Today we discuss:
Why no one cares about your messaging today
How to structure your digital communications to gain a positive response
Challenge today?
Reaching out to candidates digitally in a noisy marketplace - getting their attention and keeping it.
Problem:
Peoples attention span is about 8 seconds in digital communication (goldfish)
Initial outreach is usually operating from middle school English class writing techniques
Subject line kills you (great opportunity)
The spotlight is in the wrong spot. People start by talking about themselves right out of the gate. People don’t want to hear about you right away. They want to be the hero of their sales message first.
People are motivated by
Love
Hate
Fear of
Vanity
Pride
Longing for
Why is this important to the company?
Even in digital communication, people buy on emotion.
People get 121 emails a day- most of which are deleted or ignored
Most leaders have not been taught sales writing
Rick’s Nuggets
Pain, desire, impact
How do we solve the problem?
Subject Line
Must induce curiosity
Ie: You wouldn’t believe how we do this,
Confidential mysterious confession- top open
“That was a huge fail”
What's something special? What’s something you want to get away from?
The Content
You Perspective (“I get you, I understand where you’re coming from, I relate”
Here’s why it might be worth chatting with me for a few minutes (features + benefits, ideally at least 3)
Call to action
Very clear
Low pressure, low commitment
Rick’s Nuggets
Strike a nerve by identifying their pain
Be specific (growth, management, work content)
Desired outcome by alleviating the pain
Performance Metrics (Impact they will make)
How’s my telepathy?
Opener
You have been eagerly anticipating my email, but I just received your telepathic message so I apologize for taking so long to get back to you ;-).
Acknowledge the Pain
I understand you are pretty good at your job but your talents in XXXX (personalize) may be a bit underappreciated (or underutilized, under-challenged, over-managed) in your current role.
Key Takeaways -Value:
Attention is a currency. You might have the best opportunity with the biggest runway, but none of it matters if you don’t have a rock solid digital communication strategy to catch the attention of the right people to engage the conversation further.
Your value proposition alone isn’t enough to attract a good candidate in this marketplace. You need to express in your outreach that you understand THEM, and then walk them through the benefits that will make your message compelling enough to want to continue the conversation.
Using the framework shared will give you a much more compelling message to attract the candidate and give you a much better chance of starting conversations with the top passive talent as well, not just the active talent.
Guest Links:
Henna Pryor: LinkedIn www.linkedin.com/in/hennapryor
Company: Pryority Group Facebook Instagram

This show is proudly sponsored by Criteria Crop
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27min
May 27, 2021How Your Book Can Attract Talent with Alicia Dunams of Bestseller in a Weekend
With everyone struggling to hire, companies are looking for a competitive edge in being able to attract talented people. But the answer is not compensation & benefits. Contrary to what most people are preaching right now.
What draws people to your company is NOT the transaction. It is the substance behind what is in it for me!
Today we are discussing how your book can have a surprising effect in drawing talented people to your company by simply allowing people to understand who you are.
Our guest today: Alicia Dunams, Founder & CEO of Bestseller in a Weekend.
Alicia has helped over 2000 people become bestselling authors through her Bestseller in a Weekend® course and professional ghostwriting author services and coaching company.
Additionally, as a leadership trainer, executive coach and certified peacemaker/mediator who has worked with clients including CBS, Gap, GEICO, and Capital One, Alicia uses the foundation of healthy conversations and storytelling as the bridge to overcome conflict in the workplace and beyond.
Alicia is an expert at bringing a book to life and elevating personal & professional brand!
Which makes Alicia a perfect expert for today’s topic.
Today we discuss:
Why a book may be the competitive edge
How to create a book to elevate your professional brand
Challenge today?
Can't attract the right people
People don't want to go back to the grind
Want flexibility in being able to work from home
Competing from a lifestyle perspective
Companies are competing in the same pool
Not attracting the passive people
Why is this important to the company?
Publicity
Clear company story
Insight into who you might be working for
Shows company values
Branding
Omnipresence
Sales/recruiting channel (24x7)
People who resonate with the message of your book will be drawn to the company
Rick’s Nuggets
Powerful insight into who I will be working for
How do one write a book while building a company?
Determine what do you want to accomplish with book
Outlining the target audience
Their pain point and providing solution
Positioning it for recruiting attraction
Examples of culture and stories of the people who work for you
Hire a Ghostwriter
Find someone who resonates with you - someone who captures your voice, finding your voice
Contact a service, like The Book Funnel ,or Authors Unite, where a book coach can pair you with a ghostwriter, and handles all the project management and author services
6-12 months
Traditional Publishing Route
Contact me
Timeframe 18months
Connect with a Book Proposal Writer (describe what is a book proposal)
Contact Agent - they also have a list of book proposal writers
Your book will be Shopped around
Book Marketing - make your book a bestseller
Key Takeaways -Value:
Write a book on workplace culture to attract the right people.
This book becomes a playbook and operating procedure for your company.
This also could be a requisite read for new hires/interviewees.
Guest Links:
Alicia Dunams: LinkedIn Website Facebook Instagram
Company: Best Seller In a Weekend YouTube

This show is proudly sponsored by Criteria Crop
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24min
May 21, 2021Diversity Hiring Fire Drills with Venesa Klein of Calibre One
It is no secret that diversity sparks innovation and fuels business growth.
But diversity for the sake of image or social pressure is dangerous. It needs to truly be embedded into the fabric of the corporate values in how people interact. It is not just checking off a box to satisfy outsiders.
This is most dangerous when someone is hired simply for their gender or race without any consideration of what the individual is positioned to contribute. Values are misaligned, expectations miscommunicated and voila …. Let the nightmare begin.
Costly mistakes that result in wrongful terminations, and hostile work environment lawsuits.
Our guest today: Venesa Klein, Executive Recruiter & Partner for Calibre One.
Since 2007, Venesa has helped some of the world's most successful companies build out the critical leadership teams that drive their success.
As Partner at Calibre One, Venesa founded its Purpose-Driven Practice, which focuses on placing executives in growing organizations seeking to create innovation with meaningful impact. Her empathy forward personality along with her strategic thinking has enabled her to successfully build diversity programs for her clients.
Today we discuss:
Why diversity may not be right for your company
How to correctly implement a diversity program
Challenge today? Having a real diversity strategy
Implement a long term strategy that develops people into leaders
Diversity in leadership to fill a role - check off the box
Oh Shit, we need to hire a woman because we are an all male leadership team
the structure to give opportunity to diversity
Vanity hire
Why is this important to the company?
Real change and a more diverse workforce equals growth & innovation
Companies
The reality is that a woman
Diversity of perspective: Will the person really be valued
Rick’s Nuggets
Hiring for core values alignment eliminates bias, promotes diversity
Just filling a seat for diversity sake, dangerous
Value aligned
Empowered to thrive
How do we solve the problem?
Bottom up approach
Add people at the most jr level first
Development plan
Way of identifying people who are doing well and offering opportunity to continuously grow
Promote into leadership
Incentivizing organization to develop those around them
Leadership accountability
When you have to go out to search
Leadership team in agreement
Think through the obstacles in recruiting within the criteria
Ask Why?
Needs to be a level of honesty -that is not happening
Rick’s Nuggets
Build your interview process to eliminate bias first
Value alignment first
Values come in every flavor of person
Positioning before Pitch
Understand the person’s desires
Path to success
Heal their career wounds with your opportunity
Key Takeaways -Value:
Bottom up approach
Strategy around developing diversity in the organization
Looking through the lens of diversity
Guest Links:
Venesa Klein: LinkedIn Twitter
Company: Calibre One Facebook Twitter

This show is proudly sponsored by Criteria Crop
...more
23min
May 13, 2021Bias in Interviewing Starts with the Resume with Dr. Michael Neal of Build My Team
What if you completely eliminated the resume from your entire hiring process?
Now you might be thinking, “how is that even possible”? Well, lets’ divulge a few truths about the resume. First, all resumes lie. Not only in what is written but more importantly, what is not. Really the most valuable information on a resume is the contact information and the white space. And the white space is where the truth is found.
Today we discuss how to effectively circumvent the resume to uncover the strongest talent while minimizing your time investment in sifting through piles of resumes.
Our guest today: Dr Michael Neal, Founder & CEO of Build My Team
Dr. Michael Neal is an Eye Doctor in private practice and the Founder of Build My Team. After years of struggling with bad hires, he invented a scientific assessment system to predictably discover diamonds in the rough - all without looking at resumes.
Dr. Neal and Build My Team erase all the guesswork with their scientific hiring process. They remove those who can’t do the job using their unique combination of scientific assessments for mindset, learning speed, motivation, strengths and talents. This saves business owners valuable time and helps eliminate high turnover.
Today we discuss:
Why we need to kill the resume
How to effectively hire without a resume
What are the challenges with the resume?
At the end of the day, leaders just want to know who to hire
Resumes get in the way every step of the process until the end
A resume does not tell you anything useful
Address is the most useful thing (tells commute time)
Mostly made up- inaccurate information
Why is this important to the company?
Resumes lead people down the wrong path
Fictional failure file
Bias
Does not tell you who the person is
Inertia - lead into the funnel
Replace the resume with a scientific assessment
97% accurate
Rick’s Nuggets
All Resumes LIE
Hiring for Skills is a recipe for disaster
This includes Vanity Hires
A Call to Action is a powerful screening mechanism
Added to the job description
Provides insight into the person
How do we solve the problem?
Be open to a better way
If the current method is working,
Enjoy the misery of being on the hiring hamster wheel
Ready for better results
Pain: time, emotional,
Use assessments
Build your person and identify the superstars
Reject concept of experience
Eliminate the con-people and manipulators
Reverse engineer what the right person looks like
Being categorically honest
Accepting the truth- hire people around the leaders
Identify a specific mindset
Eliminate entitlement
Interview
Do not bring the resume into the interview
Rick’s Nuggets
Invest the time cultivating Referrals first
Targeted recruiting
Job postings
Discovery Call!
Determines if the person has the correct positioning first
Understanding Pain, Desire & Impact
Key Takeaways -Value:
The stress you are under as a business owner with hiring is totally avoidable
Replace mediocre team members with superstars
An 80% staff replacement resulted in an 82% profit increase
Guest Links:
Michael Neal: LinkedIn
Company: Build My Team Facebook

This show is proudly sponsored by Criteria Crop
...more
27min
May 06, 2021Managing Expectations when Fundraising & Hiring for ROI with Brian Franco of Meritage Partners
Assumptions are the #1 reason we fail in our expectations when hiring and raising capital.
Assumptions are drawn when we don’t invest the time to listen to all parties. Asking deeper questions to gather data to support an accurate decision is crucial. What is not uncovered is the reason we make bad hires. Because we inject our own assumptions, needs & bias where the evidence should be.
This especially holds true in your hiring process when our needs and desires cloud what is most important, the truth.
Our guest today: Brian Franco, Founder & Managing Partner of Meritage Partners.
Brian strives for excellence and fairness in deal structure and has a deeply intuitive understanding of the importance of company’s compatibility. He has represented and completed deals with an extremely diverse set of small and mid-sized businesses (SMB's), private equity groups and public companies in a number of industries and has significant experience working with companies in: architecture & engineering, healthcare, manufacturing, logistics, wellness, A.I., software and technology, and professional services.
Brian is an expert in aligning expectations in the M&A process.
Today we discuss:
Managing Expectations with Market Conditions and Expectations when Fundraising & Hiring
3 step process to achieving expectation alignment
Challenge today?
Capital raisers need to secure time to develop and bring their vision to market. In business as in life, Time is afforded by “capital” ILLUSTRATION: An airplane needs enough runway, a powerful engine or engines , and fuel to develop speed/momentum to get airborne. One without the other will result in catastrophic results
EXAMPLE: Amazon did not expect to make a profit for four to five years
QUESTION: Will you expect Capital Providers to wait months or years to return a profit?
Does the investment opportunity meet the investors expectations?
Time requirement
Return on Investment
Balanced Risk & Reward
Is their alignment among the founders and the investors?
Cultural alignment
Is the founder/team coachable?
Is the founder a “rebel” or a “cowboy/cowgirl”?
Is there TRUST, Is there a Perception of risk when it comes to the topics of:
Operational Control
Financial Control
Investing in the PERSON or TEAM to execute the vision or the business plan
Note: Visionaries aren’t always the best integrators
STORY: Some of us are familiar with the story about Steve Jobs leaving Apple in 1985 for 12 years and then returning in 1997
To manage you must first understand
LISTENING
Why is this important to the company?
Understanding alignment empowers us and allows us to understand how to meet expectations and then meeting those expectations leads to SUCCESS
Qualified leadership team: is their personal goodwill or collateral in past successes?
Relevant experience in leadership
Rick’s Nuggets
Assume nothing- eliminate your needs, desires & bias
Listening is the only way to understand
Understanding is the key to truth
Truth is the springboard to success
How do we solve the problem of managing expectations?
It is as simple as “Listening” and “Educating” ourselves so that we align and meet expectations of Capital Raisers and Capital Providers.
Identify what is Achievable
Listening
Education
Educating clients on what the ‘market’ is likely to offer them
Aligning expectations to market practices or offerings (reality)
Plan & Equip
Identify relevant investors
Develop Pitch Deck and Memorandum to articulate a consistent message
Experience and ability to Assembling the team and identifying strengths and weaknesses (don’t put the strongest person in any position simply because they are “strong” align their strengths with the organization because they are qualified and capable)
Rick’s Nuggets
Understand the person the business needs
Target:
Research, network & connect with 5-10 potential candidates
Execute
Have conversations to determine positioning alignment
Key Takeaways -Value:
Don’t get in the way of your vision (don’t be too rigid)
Put an allstar team together
Be coachable
Guest Links:
Brian Franco: LinkedIn Twitter
Company: Meritage Partners

This show is proudly sponsored by Criteria Crop
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22min
April 29, 2021A Superstar Culture is Achieved by Having a Systematic Hiring Process with Robert Glazer of Acceleration Partners
“But I have managed to hire two rockstars without having any formalized hiring structure” Said my friend Anthony. To which I quickly replied back “I’d rather be lucky than good”!
It is great to have a few “superstars” in your organization but it is outstanding to have an organization built entirely of well positioned, highly productive people, A-players.
Having a system for hiring is the only way to make the leap from average to extraordinary.
Our guest today: Robert Glazer, Founder & CEO of Acceleration Partners.
A global partner marketing agency, and the co-founder and Chairman of BrandCycle. A serial entrepreneur, he has a passion for helping individuals and organizations build their capacity to Elevate.
Robert was twice named to Glassdoor’s list of Top Small & Medium Companies CEO's (#2) and was selected as a Top 22 Conscious Business Leaders of 2019 by Conscious Company.
He speaks to companies and organizations around the world on topics related to business growth, culture, capacity-building and performance.
Today we discuss:
Why systems, especially in hiring, to win!
Robert’s process for hiring
Why are business leaders reluctant to follow a hiring system?
Moving from a superstar hiring culture to a systematic process
Getting everyone to do work up front
Agreeing on what success looks like in the role
Clarity in the scorecard
Everyone to follow the process
Being thorough to meet objectives
Why is this important to the company?
Process pushes the responsibility of building great teams to the teams
Scalable in removing leadership from the process quickly
Scientific process and repeatable
Rick’s Nuggets
Process & systems win
“I’m too busy and don't have time to sit down and develop a process” - You
Hiring process needs to be driven by leadership
Hiring the strongest people, needs to be your strongest talent
How do we solve the problem?
Collect process from other firms
Layout - read Who
Developing the playbook as a team
Eliminating the bias & urgency
Clear on qualities & outcomes
Making everything behavioral based
Training the playbook
Train & certify on the process
No interviewing unless you are and expert on the process itself
Evaluate interviews
Following the process
Look at the data and scorecards, not gut
Improving the playbook based on mistakes
Debriefed on mid hires and find the holes in the system
Get uncomfortable and figure it out now
Rick’s Nuggets
Read Healing Career Wounds (Available May 20 - Preorder on Amazon)
HireOS interview process -
Role playing - best training!
Scorecard = performance metrics - measurable / timeline
Key Takeaways -Value:
Your current hiring process is probably no better than 50/50
Based on individuals not a repeatable process
A good process also really helps with remote hiring
This is the #1 way to improve your culture
Links
LinkedIn:https://www.linkedin.com/in/glazer/
Websites:https://www.accelerationpartners.com/
Facebook: https://www.facebook.com/AccelerationPartners/
Twitter: https://twitter.com/accelerationpar
Instagram: https://www.instagram.com/accelerationpar/
YouTube: https://www.youtube.com/c/Accelerationpartners/featured

This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
...more
24min
April 22, 2021Should Political Views be Reason Not to Hire with Bianca Lager of Social Intelligence Corp
It is very possible to share the same core values, yet differ in our religious or political views. This, we must understand when hiring new people.
Now you might be thinking something like “we have a really harmonious team and we don't want someone who will be bringing their strong political, religious or social agenda”. Then build the practice into your corporate values and let it blossom throughout the company.
After all, we are all servants to the “business”. And what is good for the business is innovation, diversity and growth. All of which are fueled by proper value alignment.
Our guest today: Bianca Lager, President of Social Intelligence Corp.
By driving the vision for Social Intelligence to provide productive, ethical and innovative solutions, she has spent her time working closely with Fortune 500 companies and non-profits alike to create safe and discrimination-free workplaces.
Bianca obtained an MBA from Pepperdine University with a concentration in Dispute Resolution and is a LinkedIn Learning Instructor. She is an expert in consumer reporting, focused on online risk for human resources.
Today we discuss:
Valid reasons not to hire based on a person’s social profile
How to properly use a social media background check to limit your company liability
What are the challenges with conducting a social media background check
Violating privacy rights by doing it yourself
Fed and state laws regarding politics in the workplace
Whose standards are you using
Is it related to business outcomes
Is it fair to the person or the company
Context is key
Why is this important to the company?
Disqualification based on personal views does not lead to better business outcomes and could be discriminatory
Culture fit -
Diverse teams
Or single mindset
Business suffers
Code of conduct standards
Avoid someone who is disruptive to the business
Limits the success of the company
Who are we or What are we not?
What is hate speech - how do we define and document that?
Rick’s Nuggets
Difference in opinion among people who can communicate (agree to disagree) produce magical results
unintended consequences
How do we implement a proper social media check? Do NOW!
Review laws in your jurisdiction/jurisdiction of your employees
Create a policy
Risk - what is actionable
Definition of what is acceptable code of conduct
Stay away from protected class information
Age, race, sex, religion, political affiliation
3rd party solution - defines content and behavior appropriately and consistently
Violence:
Intolerance:
Criminal activity (drugs / stealing):
Sexually explicit:
Well documented and legally vetted business related behavior
Fbi, Anti-Def, SPLC
Actionable
Legally defensible position
Rick’s Nuggets
Preparation is key for everyone that you invite into your organization.
Let your Values policy be known to everyone
Crystal clarity from the minute they are engaged in the interview process
Hire for value alignment first
Key Takeaways -Value:
Formalize your social media screening approach
Create a simple, 2-3 sentence social media policy based on a basic code of conduct
Document and stay consistent (Documentation + consistency + policy = Actionable)
Links:
SI Podcast Offer - receive a free sample report along with discounted pricing offer
LinkedIn: https://www.linkedin.com/in/biancacalhounlager/
Websites: https://www.socialintel.com/
Facebook: https://www.facebook.com/socialintelligencecorp/
Twitter: https://twitter.com/socialintelco
Twitter: https://twitter.com/BiancaLager
Instagram: https://www.instagram.com/socialintelco/

This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
...more
24min
April 15, 2021How to Create an Accurate Brand That Connects with Your Future Hires with Eric Morley of Blue C Advertising
It’s no secret that I feel that employer branding is bullshit. Mostly because it is focused on perks and selling a “utopian” environment that is not what the company really is at all.
Messaging is focused on being the greatest place to work. But we all know that if you are a small to mid sized business, you are at best, a “hot mess”.
Clarity in who you REALLY are as an organization is the one thing that will propel your business forward and attract the strongest people to your company.
Our guest today: Eric Morley, Co-Founder & COO for Blue C Advertising
Eric has been helping companies across both B2B and B2C segments create brand strategies, campaign development, strategic design, content creation, and digital marketing strategies with a goal of outperforming the competition.
Eric and the Blue C team have been honored to work with some truly innovative and impactful brands that keep them constantly pushing and evolving their exclusive BrandPWR Platform.
Today we discuss:
The truth about what branding is
The elements for a true branding initiative
According to Wikipedia: Employer brand describes an employer's reputation as a place to work, and their employee value proposition
EVP-a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization
Challenge today?
Not having your messaging down
Retooling messaging for a covid friendly world
The world has changed in the last year
Equally important to communicate to your customers as well has your future employees
Why is this important to the company?
A players have seen it all before and can smell a skunk a mile away
Laser focused messaging creates massive clarity
Sales side, it affects revenue
Employees- will view you as the same as…. Just getting by
Rick’s Nuggets
Branding is not perks, puffing your chest (ego) or the product
Today’s employer branding focus on transactional components
Not about “what’s in it for me”
How do we solve the problem?
A 360 degree process- brand clarity
Discovery
Pull everything apart
Question
Verbal Messaging
-12 point process
Vision
Mission
Positioning
Brand pillars
Brand promise
Values
Brand personality
Voice & tone
Mantra
Tagline
Visual Messaging- Recognition
Website, social media, external marketing, inbound marketing
Transcend from written to visual
Rick’s Nuggets
Pain
Why
Desire (what’s in it for you)
Problems to be solved
Performance metrics
Impact
How you grow
Key Takeaways -Value:
Strategy first - roadmap to the promise land
Create laser focused messaging
Massive clarity in the minds of your employees, future employees
Links
LinkedIn: https://www.linkedin.com/in/ericmorleybluec/
Websites: https://bluecusa.com/
Facebook: https://www.facebook.com/BlueCAdvertising/
Instagram: https://www.instagram.com/blue_c_usa/

This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/
...more
21min

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