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 13, 2020Entrepreneurs & Suicide Prevention with Sally Spencer-Thomas of United Suicide Survivors International
Entrepreneurs, take your mental health seriously because the life of your company depends on it!
Our guest today: Sally Spencer-Thomas, President of United Suicide Survivors International
Sally Spencer-Thomas is a clinical psychologist, inspirational international speaker and an impact entrepreneur. Dr. Spencer-Thomas was moved to work in suicide prevention after her younger brother, a Denver entrepreneur, died of suicide after a difficult battle with bipolar condition.
Today we discuss:
Why it is critical that you prioritize your mental health
The 3 components of a strong mental health practice that you can build into your company
My entrepreneurial journey has been a plethora of highs and lows… At times:
Question my purpose
Question my judgement
Manifested extreme confidence followed by imposter syndrome
My saving grace: Having an outlet of physical & mental stimulation outside of business
Jiu jitsu
Challenge today?
Cannot let mental unwellness show to investors or competitors
Extreme self-reliance
Can not take a mental health day
When things go down it is on you
When it crashes it is on you
A lot of pressure
Isolation: Tend to be lone rangers
Competition for funding, being first to market,
Less likely to reach out for support
Evidence that we live on the bipolar spectrum, susceptible to maina: https://www.bphope.com/entrepreneurs-success-bipolar/
Why is this important to the company?
The entrepreneur is the essence of the company.
You have to keep yourself well because it is on you
People’s holistic health keeps people engaged in the company
Talent will not stick around if they are not getting broader opportunities to find a passion for living beyond work
How do we build mental health practice into your company?
Appreciating that our mental wellbeing is part of our overall asset to the wellbeing of the company.
Understanding of your own mental health and how best to promote the wellbeing of others.
Upstream about driving a culture of care -- attract and retain talent, long-arc of productivity and success
Upstream - Building protective factors, resilience as strong at it can be -- modeling self-care
Eating, exercising, sleep
Having the a team of the ready
Front end your day with as much personal wellbeing investment as possible
Walking the dog touches many aspects of wellness
Midstream - Catching things early
Before they become catastrophic -- what are the early warning signs that the wheels are wobbling.
Measures put in place to course correct
https://www.helpyourselfhelpothers.org/
Downstream - Where do we turn? Resources we have access to
Dealing with the crisis in our lives
What is the plan
Crisis Text Line: https://www.crisistextline.org/ text HELLO to 741741
iRel8: https://irel8.org/
Key Takeaways:
Commitment to investing in your health first
Check out when your brain is not sharp
Having a plan for crisis (personal)
Kick the tires of mental health resources before you need them
Links
Guest website and social media platforms:
https://www.sallyspencerthomas.com/
TEDx Talk: https://www.ted.com/talks/sally_spencer_thomas_stopping_suicide_with_story
Entrepreneurs and mental health video: https://youtu.be/qrWbePKB-6A
Article: Prevent start-up suicide. Literally. Entrepreneur. https://www.entrepreneur.com/article/271435
Article: Entrepreneurs And Suicide Risk: A New Perspective On Entrapment Provides Hope. Forbes. https://www.forbes.com/sites/prudygourguechon/2018/08/23/entrepreneurs-and-suicide-a-new-perspective-on-entrapment-gives-hope/?sh=2b2e3cbb5385
Article: The Psychological Price of Entrepreneurship. Inc. https://www.inc.com/magazine/201309/jessica-bruder/psychological-price-of-entrepreneurship.html
Carson’s story: https://www.sallyspencerthomas.com/history/
https://www.facebook.com/DrSallySpeaks/
https://twitter.com/sspencerthomas
https://www.instagram.com/sspencerthomas/
https://www.pinterest.com/sallyspencertho/boards/
https://www.youtube.com/channel/UCfr2b_0rxSsItOgo021ykkw?view_as=subscriber
Facebook @WorkplaceSuicidePrevention
Twitter @WorkSuicidePrev
Insta: @WorkplaceSuicidePrevention
YouTube: https://www.youtube.com/channel/UCOjL6-clq63_G9X_F7Wp1mQ
LinkedIn: https://www.linkedin.com/company/40849573/admin/
...more
25min
November 05, 2020Leveraging Your Company Values to Land the Unobtainable Talent with Darius Mirshahzadeh of The Greatness Machine Podcast
Values are the foundation of what your company is built upon. As we all know, without a foundation, the structure that is built can be destroyed at any time. Too often the foundation is poured after the structure has been built.
Our guest today: Darius Mirshahzadeh (Mir Shah Zaday), Founder of The Real Darius & Host of The Greatness Machine Podcast
Darius is a dad, husband, twin, brother and son who was born and raised in California and now lives in Austin Texas.
He is a serial entrepreneur, author, conscious capitalist, speaker and mad scientist CEO. He was ranked #40 in Inc 500 CEO’s in 2007 and #9 in Glassdoor’s Top Ranked CEOs in America for small to medium business. He participated in Birthing of Giants at MIT, graduated from Stagen Integral Leadership Program, is a TEDx curator and expert on core values. Darius’s new book, The Core Value Equation, explains everything on core values.
Today we discuss:
Why values are so critical in landing unobtainable talent
How to roll out a Core Values based recruiting machine
There is a silver bullet to hiring! Smart hiring decisions are much easier when you evaluate people for evidence of core value alignment, rather than skills.
Challenge today?
Social proof
Everyone pretends to be a cool company
Catfishing-
Making sure the best people show up
A-players are never filling out job applications
Why is this important to the company?
Not seducing with $$$
Leading with core values
Differentiating value proposition
Value hires are stronger fits for the organization
Cements a validation process
You will win Hires
You are building a better company
You are only competing with yourself
Foundation for a “REAL” conversation with each person
Rick’s Nuggets
People are attracted to opportunities that have a fundamentally stronger foundation
Opportunity for growth is greater which fuels more impactful work
How do we build a core value recruiting machine into your company? Discovery
What your values are
Leading with values
Content
2 of 3 hires are referral hires
Design
High utility value
Translate into the most powerful language
Roll out
Teach team the language
Immersed in the language
Implementation
Nurture
Implement in an ongoing basis
Measure
Measure for efficacy and optimize based on results
Plug into your recruiting efforts
Built a language for accountability in the organization
Leading with values when contacting people
Filter for decision making
The people on the boat are in alignment with the values
Dig deep in discovery for value alignment
Rick’s Nuggets
Design: build interview questions that unearth evidence of alignment with your core values
Implementation: Train & assign specific questions for each interviewer
Key Takeaways:
Ultimate decision making engine
Invisible scale - allow you to grow faster / better
Magnet for top talent that shouldn't even consider your company (marrying outside your envelope)
Guest Contact & Links:
Darius: therealdarius.com
Book: The Core Value Equation (Amazon)
...more
24min
October 30, 2020The Secrets to Building a Transparent & Fair Compensation Structure with Louis Beryl of Rocketplace
The keys to attraction and retention are transparency and process. Just like having a strong interview structure, Compensation structure is just as critical.
Having clearly defined salary thresholds allows people to be comfortable with your environment while eliminating uncertainty in the minds of your employees.
Our guest today: Louis Beryl, Founder & CEO of Rocketplace
Louis Beryl is the founder and CEO of Rocketplace, a curated marketplace of high quality professional service providers. A 3x founder, investor, and board member, Louis began his tech career as a partner at Andreessen Horowitz and was also previously a YCombinator Partner part-time. Outside of being an entrepreneur and investor, Louis is an avid cook and has recently been perfecting his homemade pizza.
Today we discuss:
Benefits to establishing a compensation structure early on
4 step process to building a successful comp plan
Challenge today?
Setting a correct compensation structure
Disparity in salary
Miscalibrated pay system
How to promote and compensate properly
Why is this important to the company?
Ultimately compensation to align with the values of the company
tighten range of cash & equity
Wiggle room for negotiation
Tradeoff flexibility
Determine range of percentile before you start ( Netflix 110%)
Trade off on higher compensation is a recipe for disaster
Compensation is what does NOT determine the level
Provides organizational transparency
Manage expectations & promotions
When compensation changes, adjustments are across the organization
How do we build a compensation structure into your company?
Talk about what values you have in your compensation package
People feel that teammates will be paid very similarly
Build compensation Matrix
Cash, quality, bonus, etc
Determine levels
Functional areas
Collect data (compensation data)
Determines what percentile your organization is willing to pay
Leaders need to define what each level is
Interview process at each level
Promotion process
Live values through the interview process
Adjust the interview process according to the interview
Key Takeaways:
Think about what you value
Think about compensation in advance
Develop methodologies to allow the organization to scale
Guest Contact & Links:
Email: [email protected]
Website: Rocketplace Facebook Twitter
...more
20min
October 23, 2020The 3 Critical Elements to Executing Your Talent Strategy for 2021 with Scott Hamilton of Executive Next Practices Institute
We are in the greatest time for opportunistic hiring! An unprecedented number of talented people are on the sidelines and now is your time to hire the people that will take your company to the next level. All it takes is some creative thinking and a plan.
Our guest today: Scott Hamilton, President & CEO of Executive Next Practices Institute (ENP)
Scott and his team of Nextworks partners provide executive and organizational programs around strategic planning & execution, internal innovation methods, performance management improvement and the pioneering use of “collective intelligence” alignment.
Today we discuss:
Why to start executing your talent strategy next year Today
The 3 critical elements to building your hiring plan - executing in a targeted way
I find the biggest challenge today is that business leaders have not recognized the tremendous opportunity we have in front of us. That opportunity is displaced talent.
Challenge today?
Getting lost in the covid fog
Getting disconnected
Employment brand message is getting lost in all the noise
Lost in person networking
Need to force connections in a different way, that you don't know
Expanding your network channels
Why is this important to the company?
Business value proposition, new ideas come from outside our industry
Talent: High quality talent in other arenas
Have skills, aptitude & capabilities to be successful
Transparency & increase communications in our marketplace
Be found easily and understand the value in working for your company
Diversity, Equity (level playing field) & Inclusion
Rick’s Nuggets
Leaders are still unclear about the opportunity we are in right now!
Disrupting your own business through
How do we build it into your company?
Bottom up strategy
Tap the collective IQ
Clear on mission
Shared purpose
Not just say it, but live it
Culture of learning
Community Partner
Talent Skills
Valuing adaptability
Ideation - create
Culture that allows people to step up & take risks
People who have good judgment
Execution skills
Execution
Acting with measurable intent
Knowing KPI’s & OKR’s
Pace & Rhythm
Faster cycle to fail fast, learn fast
30-60 days (smaller projects to allow for testing)
Reward & recognition for hiring - referrals
Rick’s Nuggets
Target and connect
Build a strong referral strategy
Communicate needs daily
Ask for names & contact information of top performers
Contact yourself
Do NOT pitch your job/company/yourself
Treat as a “get to know you” call
Take your time
Hire for value alignment / cultural alignment before skills
Value growth
Key Takeaways:
Get started now on 2021
Business value creation
Talent value creation
Guest Contact/Links
[email protected]
www.nextworksstrategy.com
www.enpinstitute.com
...more
23min
October 16, 2020Why Giving Fuels Growth & Engagement with Charles Antis, Eric Morley, Wendy Ellis & Wing Lam of California Love Drop
Consider the possibility that giving may be the answer that propels your business through challenging times.
There is nothing more alluring to talented people than a leader who finds cause to support. Especially when most businesses are hanging by a thread.
Today we are talking to four business leaders who are giving back to the community and experiencing tremendous engagement from those they serve.
Our guests today:
Charles Antis, Founder & CEO of Antis Roofing & Waterproofing
Eric Morley, Co-Founder & COO of Blue C. Creative Marketing Agency
Wendy Ellis, Strategic & Creative Partnerships at Meruelo Media - KLOS FM
Wing Lam, Owner of Wahoo’s Fish Tacos & Co-Founder of CA Love Drop
These Four business moguls came together in April of 2020, to start up a charity called California Love Drop. The California Love Drop delivers meals and treats to our well-deserving Front Line Heroes and community neighbors in need. In October 2020, California Love Drop celebrates their 100th Drop!
Today we discuss:
The importance of finding a cause & giving now
How to build giving into your culture to spur abundance
Now more than ever people need help. It is easy to forget this when so many of us are focused on keeping our businesses afloat.
With this uncertain business environment, your strongest talent is most likely “keeping their options open” so shouldn’t we be doing everything we can to keep them engaged and productive?
Challenge today?
Thinking about giving when we are treading water
Finding people that align
Charity is the best way to find great people
Giving philosophy
Nothing going on so no excuse to not give
Why is this important to the company?
Not afraid to try things and fail
Time to do good
Shine a light on good
It becomes not about price but it is now about Value!
Elevate yourself above your competition
Rick’s Nuggets
Cause attracts winners (people who will thrive in your company)
People desire more than a transactional relationship
How do we build cause into your company?
Find a cause
Alignment with your company that you hold a strong passion
Doing something for your people that allows them to be proud of giving back
Join it, promote it within your company
Allow your people to own the success
Become involved
Participate consistently
Make your story compelling
Celebrate & Openly talk about your cause
Rick’s Nuggets
Start with what is important to you and your team
Hire for cause / culture alignment (passion to the cause)
Build in a knockout question in your interview process related to uncovering evidence as to the real passion for the cause
Key Takeaways:
Just say yes to helping people
Continually show up
Indirectly network to spur opportunity
Cause Links:
California Love Drop
Hire Power + Working Wardrobes T-Shirt Fundraising
Today's episode made possible by Criteria Corp
#hirepowerradio #giveback #calovedrop #rebuildcareers #workingwardrobes #mixonesound
...more
25min
October 09, 2020Virtualization is Downgrading the Mental Health of Your Employees with Jodi Duva of Cox Business
Our guest today: Jodi Duva, Vice President of Cox Business
Jodi is responsible for leading a world-class team delivering customized communications solutions to local business communities. Duva oversees sales and service delivery across all sales channels and has been leading one of the organization’s largest and fastest growing sales teams and consistently delivering double-digit growth.
Jodi is very involved in the community, and serves on the boards for Orange County Business Council and Girl Scouts of Orange County. She plays an active role in both boards, chairing or co-chairing key committees. Duva also gives back through volunteerism. Fun fact: Duva grew up in the Boston area and is an avid New England sports fan.
Today we discuss:
The importance of mental health of your people
How to build mental health culture to increase productivity
Challenge today in this work from home environment?
Virtualizing workforce yet keeping them nimble and able to pivot for life’s everyday challenges (or something more creative)
Keeping mentally connected and productive
Human connection and preserving your sanity and Cox’s brand is based on “Life gets better when we have moments of real human connection”
Working from home can lead to increased productivity and happy employees, but for some, it can cause feelings of isolation, increased stress (working too many hours and not stepping away), wearing too many hats - are you employee, mom, teacher, etc…., lack of recognition
Why is this important to the company?
Maintaining human connections
Productivity has not dropped off and in some cases, even gone up
Engagement challenges
Rick’s Nuggets
Relationships are starting virtually now. Important to create bonding moments starting with the interview.
Extra time to become comfortable
Invite perspective employees to virtual team based events
Obvious solution: Implementing a policy of “me” time. Exercising, meditating and/or unplugging to balance one's self. - must alone time!
How do we keep our people sane?
Get creative! Think outside the box. Provide tools for your employees, but personalize it and JOIN THEM! Be vulnerable, be silly, be human.
Fun ideas: Selfie contests, Five for Fitness, Pet “yappy hour” (bring your pet to virtual happy hour)
Yelling at your kids without the “audience” on your Zoom meeting catching on.
Create Fun: Pickle ball court, Beer Die Table – wait am I teaching my kids how to play drinking games? Should I be ashamed or should I take the other side – well, if they are good at it when they get to college, then that means less drinking right?
Filming Music Videos – Post your best music video to a Rick Astley Song - “Never Gonna Give You Up” – Toilet Paper dance and “Together Forever” – husband wore a dress and the wife was Rick Astley in the suit…..
Digital access to physical & mental well being
Zoom happy hour
Bring dog to a meeting
Selfie contests
Video challenges (fun)
Rick’s Nuggets
Implement Mental health policies NOW!
“Flag & Tag” in Communication Tool
Calendar time into people’s schedules
Key Takeaways:
Be a leader that encourages/requires your people to do these things. And don’t forget to recognize openly and often for accomplishments. A simple email or phone call goes a long way!
Schedule analog breaks - No technology allowed!
Get up and move! Fitness breaks
Make time for your favorite people
Enjoy the wonders of nature AKA Go outside!
Just say “no” - find balance
Share and celebrate successes
Guest Contacts:
Jodi's LinkedIn or Email: [email protected]

#hirepowerradio #coxbusiness #hiring #vpofsales #leader #volunteer #mentalhealth #employeewellness #orangecountybusinesscouncil #girlscoutsoforangecounty
...more
19min
October 02, 2020Why the 30, 60, 90 Day Job Posting Wins Hires with Dan Moore of Vaporware
Our guests today: Dan Moore, Co-Founder & CEO of Vaporware
Dan is a trained computer scientist who helps clients craft ideas into scalable products. Always one for over-communication and compulsive attention to detail.
Dan co-founded Vaporware to help entrepreneurs take their software ideas to market. Over the past 7 years he has helped Vaporware deliver dozens of apps in Human Resources, Staffing, and Recruiting—all while building vaporware into a stellar organization.
Hiring a bench of developers, designers, and product managers is a challenge for any organization, but Dan has created 2 expert teams that combines all 3 roles at Vaporware.
Today we discuss:
The 30,60,90 job posting; What it is & how it works
How to build it for hiring success!
What is a 30/60/90 job posting?
A better way to do job postings to find the right candidates.
A list of objectives at different checkpoints (30-60-90 days)
Designed to ensure proper onboarding and culture fit before the company invests too much.
What happened to drive this solution?
Created out of personal desire because of the experience from prior companies- escape from past experiences
How would we want to be hired?
Tailoring to culture fit is much more important
Allow people to do different things within one company
Not looking at what they have but looking around ….
Why is this important to the company? Yes can meet those objectives!
Limits company risk
Shifts away from skills
Keeping people onboard
Retain people longer from 3-6 months to up over 4+ years
Bottom line, higher attraction of more seasoned employees
Rick’s Nuggets
90 day performance metrics are a necessity for a successful hire
Sets up the framework for the communication and expectation structure
Clear guide of what needs to be accomplished by when
How do we build out a 90 day plan?
Start with the end goal (6 months to a year)
Stay with us forever: They’re bought into the mission and helping us define it
Figure out how we can evaluate that in the first 90 days (limit our investment)
Question what is realistic in 90 days?
To get to 90 days
Negotiation between desires and realism.
Hope for the best but don’t negotiate your minimum expectations
Define 60 and 30
Break out what needs to happen for 90 to be successful = 60 days
Break out what needs to happen for 60 to be successful = 30 days
Keep flexible enough for applicant to define their own OKRs within that framework
Post into job listing. Applicants can define OKRs (Objectives and Key Results) within that posting
Reverse engineer what needs to be
What are the OKRs
Set up framework for people to self manage their goals
Break things down into strategy
Compelling ability to break things down for company
Autonomy, bring people who are smarter and can teach us something
Rick’s Nuggets
Additional formatting for the job add to attract passive people
What’s in it for me?
Solution
Performance metrics
Call to Action!
Key Takeaways:
Align to culture first
Have a 90 day plan
Review and adjust the plan as you go
Full video of today's #hirepowerradio show available on YouTube
Guest Contact:
Vaporware website or Email: [email protected]
Links
Website: Vaporware
Vaporware's Sample: 30,60,90

#hirepowerradio #vaporware #hiring #founder #startup #business
...more
23min
September 24, 2020Employee Engagement is Driven by Performance Management & Personal Development with Michael Caito of MAP
To Cultivate Employee Engagement Focus on Performance Management & Personal Development
Our guests today: Michael Caito, CEO, Management Action Programs
Michael and two business partners launched Restaurants on the Run (ROTR) with a mere $6,000. His company experienced explosive growth after Michael attended a workshop hosted by Management Action Programs (MAP).
After selling the business valued at 12x EBITDA, Michael seized an almost uncanny opportunity to purchase the very coaching firm that helped transform his own leadership and business development. He bought MAP in December 2017 and is now, serving as its CEO.
Michael both gives back and pays forward what he learns: He has been a member of Entrepreneurs’ Organization and has served as its past Global Chairman. The balance truly matters, too, fueling his unstoppable energy, direction and focus, a discipline that transpires into positive action, producing results both on the job and at home.
Today we discuss:
Performance management & development: what is it? Why should it matter to me?
5 steps to building a stronger organization
The roots of a successful company (engaged team) start with your hiring process
Snapshot of how things are done
Demonstrates your commitment to performance
Challenge today
Staying focused on what is vital today & moving toward innovation
First the focus was on cash
Non market forces we can't control
Moving toward growth & innovation
It is all about process!
Fake it till you make it (imposter syndrome)
Accountability & focus alignment
Why is this important to the company
If you are not focused, you are everywhere
If people are not aligned, how are you getting the best self from your team
Strategy and not chasing shiny objects
Rick’s Nuggets
Growth must be known & demonstrated
Promoting within first, then gathering referrals
Focused and deliberate hiring process wins hires
How do we do it?
5 Step process to drive:
Accepting reality
Face the brutal facts of your business. You can't be hopelessly optimistic
Look at what’s really going on. Outside forces
Market & non market forces
Having empathy with your team
What are your people feeling?
LISTENING!
You may just have to fake it. Take the steps to show that you are listening
Create an envisioned future that people can get behind
Place that people want to get to
Picture of where we are trying to go
Engage your team
Communication; work together
Stability plan first, where are we going first
Where we are going. Prioritize projects that move people forward
Process in place to hold people accountable
Cadence of accountability check ins
Monthly check in at the minimum
Problem solving exercises
KPI’s & cascading goal setting system
Everyone sets goals
Leader has to have the system in place to align the company. EOS, Gazelle,
Map One page business plan
Rick’s Nuggets
Reality - great companies find a way to grow through difficult times
Listen - to the people you interview. What’s important to them is what ensures a strong hire
Engage- coordinate delivery & feedback
Key Takeaways:
CEO needs to deep dive on themselves. 360 degree feedback to understand yourself and be vulnerable enough to share. Creates psychological safety with your team. Allows people to bring their best selves.
Need a goal setting system in your company. Habits
Have a coach to hold you accountable. “It takes a village”
Guest Contacts:
Website: MAP Email: [email protected]
TAGS
#Michael Caito, #MAP, #Leadership, #Manager, #Howto, #Tedxspeaker, #EO, #Entrepreneurs, #Organization
...more
23min
September 18, 2020Your Remote Workforce Will be Breached with Chuck & Anne Marie Lerch of HI Tech Hui
Our guests today: Anne-Marie & Chuck Lerch, Co-Founder & CXO’s of HI Tech Hui
Chuck heads up Cybersecurity. been the CIO and CTO at numerous companies with great emphasis on security. His passion for secure networks is what led him to his love and vision to bring cybersecurity solutions to the Hawaiian islands.
Anne Marie is the CXO & Head of Counting Beans. Her love for business strategy and technology is what inspired her to start a consulting company in Hawaii. She specializes in project management for software development projects.
Today we discuss:
Why it is important to secure your at home workforce
Steps to take to mitigate the risk of being hacked
What are the security risks we are experiencing today with a remote workforce?
Cyber crime is up over 650%
Most office workers are working from home
Companies and workers are ill equipped from a
Culture Impact
Technology Impact
Depression
Kids at home at same time
Workers are can be less productive and not pay attention to what they are doing
Why is this important to the company?
Money Loss
Vendor hacks
Moral Issues
Productivity Issues
Management Issues
Home Issues
How do we secure our remote workforce?
First we need to answer some questions and create a plan with our vCISO’s, CTO’s and Project Managers
Understand what is at stake
A hack can cost you millions of dollars!
Depends on Company Budget and Industry
HITRUST?
CMMC
NCUA, FFIEC -
Healthcare ?
Business with the Federal Government
Banking
Gap Assessment
What are the weaknesses
Corporate policies must align with security policies
Cybersecurity hygiene
Passwords -every login needs to have a different password!
Remediation
MFA- multi factor authentication
Education & Monitoring
Key Takeaways:
Implement education - security training, be aware so you don't get jacked
Multifactor
Securing the cloud infrastructure . secure the endpoints (computers) - configure against shady sites
Monitor traffic
Guest Contacts:
Websites: HI Tech Hui, LLC or Cyberuptive
...more
21min
September 11, 2020The Secret Talent Pool of Hiring Veterans with Jerri Rosen of Working Wardrobes
Today's Guest: Jerri Rosen, Founder & CEO of Working Wardrobes
Jerri’s organization helps over 5,000 men, women, veterans and young adults each year re-enter the workforce with career development services and professional wardrobing.
Today we are discussing:
The hidden gem that is the veteran pool
How to find and hire veterans to diversify your talent pool
Why Companies don't actively seek to hire veterans?
Bias
Think they all have ptsd
Not knowing the value of the training that vets get in the military
Not knowing the true value
Too much bad press
Painting with a brush that is very negative
Vets fall on hard times because they miss the discipline/brotherhood
Why is this important to the company to hire veterans?
Intense loyalty, when treated with dignity
Absolutely mission driven
Path of a veteran
Make outstanding employees
Can help recruit -underground network
How do we find and hire veteran talent? Decide to hire outside your comfort zone
Outstanding, dedicated people
Finding Vets
Active duty national guard or reserves (highly under employed)
Vet spouses,
Military connection through working wardrobes, on your own
Vetnet team
Interviewing & Hiring
Understand a MOS- military status
Translate what was done in the military to civilian language
Look past the acronyms
Look for the passion & talents
Experience & gravity of the work
Look past the stoic demeanor
Recognize that task at hand/orders need to shift to a “going above and beyond” mindset
Requires a bit of patience
Hire as normal
Understand that everything was provided for them in the military
Learning to operate in a very different world & culture
Different level of expectations
Rick’s Nuggets
Dig deeper on what work was done and look for transferable skills to justify
Key Takeaways:
Veterans become a much better employee
Veterans also bring a network of additional talent
Looking to hire veterans, WW can be the one stop shop. Hidden Talent Pool!
Working Wardrobes is Rebuilding Careers, and we’ve teamed up with Hire Power Radio Show & Podcast to support this initiative.

The Hire Power Radio team has created limited edition shirts, the proceeds of which benefit Working Wardrobes. Together we can make a small dent in reeducating, coaching and providing resources for our transitioning veterans, professionals and workers affected by the current world landscape.
Get yours here: T-shirts
Guest Contact:
Website: Working Wardrobes
Office Number: 714-210-2460
...more
23min

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

32,800 Listeners

The Ben Shapiro Show by The Daily Wire

The Ben Shapiro Show

155,552 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

41,118 Listeners

THE ED MYLETT SHOW by Ed Mylett | Cumulus Podcast Network

THE ED MYLETT SHOW

14,047 Listeners

The Game with Alex Hormozi by Alex Hormozi

The Game with Alex Hormozi

4,398 Listeners

Shawn Ryan Show by Shawn Ryan

Shawn Ryan Show

43,490 Listeners

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

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

61,139 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

20,133 Listeners

Build with Leila Hormozi by Leila Hormozi

Build with Leila Hormozi

914 Listeners

BigDeal by Codie Sanchez

BigDeal

787 Listeners

Take It Outside with Jay Cutler and Sam Mackey by Outsider

Take It Outside with Jay Cutler and Sam Mackey

33 Listeners