Hire Power Radio Show

By Rick Girard

Welcome to the Hire Power Radio Show, where entrepreneurs and business leaders learn to hire with confidence and precision.

Hosted by Rick Girard, this show is your go-to resource for avoiding costly ... more

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How many episodes does Hire Power Radio Show have?

The podcast currently has 354 episodes available.

Hire Power Radio Show episodes:

March 26, 2020Conducting A Powerful Phone Interview with Christopher Wood of Rise Recruitment USA
One of the most powerful tools in your hiring process in the phone interview. The challenge that we have is that it is treated as a screen just to find out if someone has the skills needed. And this process takes on average 5-10 minutes.
It is such an opportunity loss because your first point of contact should be about establishing the connection with the person regardless of the outcome. Your phone interview sets the stage for how you are perceived and severely affects your ability to hire.
Today’s Quote:
"When it comes to success, there are no shortcuts." - Bo Bennett
Our guest today: Chris Wood, Director of Recruiting for RISE Recruitment USA & Managing Director of theRecruitmentCollective
Chris has spent the past 15 years in the Staffing industry utilizing his background in Recruitment and Account Management to help Fortune 500 companies solve their hiring problems by recruiting top talent within the Aerospace, Automotive, Medical Device, Healthcare, Finance & Consumer Goods industries.
In 2017, he took on the role of Managing Director at theRecruitingCollective, an organization of independent, specialized recruiters and boutique firms centered around providing new, custom talent programs. His primary focus today is attracting over and retaining top talent to the Cannabis, CBD & Natural Products industries.
He previously sat on the board for National Human Resources Association – Los Angeles and is currently on the program committees for DisruptHR Orange County and San Diego. In addition, he is an advisor to numerous Recruiting Technology platforms and emerging Cannabis and CBD companies and a member of the National Association of Cannabis Businesses.
Today we are going to discuss
Why phone interviews are a critical part of the hiring process
How to conduct an effective phone interview
Why are Phone interviews more important now than ever?
Understand the person
Goals, skills & interests - Career path/motivations
Passive recruiting - building a constant stream of qualified candidates
Due to the lack of face to face; with Covid-19 restrictions on in person meetings, this is the only way to hire talent during these times
Sets the tone for process
Positioning of your phone interview
Setting a clear objective of what you want to get from the call; feel for personality fit with team, explanation/knowledge of necessary experience, understanding of career path and long term intentions
Asking specific questions that address strengths of candidate that fills a need with your team
Identifying interest of candidate in role & joining your team
How to conduct a phone interview
Self reflection- identifying the hole on the team
Understand what is really needed
Identify characteristics of the person so you can create questioning to reveal if candidates fulfills your teams need
How are you going to find what you need
Creating the profile of the ideal hire
Establishing must haves vs nice to haves
Contact
Asking the questions that are centered around the key things you need to know
Strategic questioning
Rick’s Nuggets
Purpose of the phone interview is to understand the person first
Identify their reason for hearing (pain), what they want to be doing (desire) and what they have accomplished
Key Takeaways:
Don't just look at the resume, definitely talk to someone. Take the phone screen very seriously
Really get to know what the person wants. Get to know them!
...more
20min
March 19, 2020Working from Home While Elevating Productivity and Maintaining Security with Collin Mitchell of Monster VoIP
With the drastic changes in the current work environment we are pivoting a bit from hiring for today’s episode. We are discussing how to transition your staff to a “work from home” force by conquering some of the IT challenges.
Today’s Quote:
“Intelligence is the ability to adapt to change.” - Stephen Hawking
I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and providing proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Collin Mitchell, CEO of Monster VoIP
Collin Mitchell is a serial entrepreneur who is passionate about technology and his mindfulness practice. His first entrepreneurial project was with his wife in their apartment living room which they bootstrapped together to 5 million dollars of revenue within 26 months. Most recently, he has been working on Monster VoIP, a nationwide unified communications provider that gives enterprise features at an SMB price. Personally, Collin is an early riser, consistent meditator, and swimming enthusiast.
Collin runs a virtual organization that is thriving! Which makes Collin a perfect expert for today’s topic.
Collin, Welcome to the Hire Power Radio Show today!
Today we are going to discuss
Why it is important to pivot your workforce to work from home
How to set up improve productivity and security
Why Pivot to remote work now?
What are the basics of what is needed?
Strong Internet Connection
Is home internet strong enough.
Minimum internet connection - 50 mb.
Depends on provider
Offering a stipend to cover the cost of upgraded
Laptop
Dual core or higher with 4 gigs of ram north
Phone
Voip
Company provided cell
Proper noise canceling headset
Possible Backup internet connection - overseas
Tools
Productivity
Tracking Software- works as a time clock and checking employee productivity
Hubstaff, ClickTime, TimeClock Plus…
Messaging Apps for collaboration
Zoom, Slack, Skype, Loom
Security
Active directory
Jumpcloud - cloud based active directory
Antivirus/malware up to date
Online Training Software
Well Being
Getting dressed everyday
Have a plan/schedule
Taking breaks
Meditation
Short Walks
Standing Desk
Rick’s Nuggets
Clear performance metrics
Key Takeaways:
These Things are all easy to implement
They are not too expensive
Focus on security and productivity by using tracking software and cloud AD
...more
21min
March 19, 2020Interviewing for Strong Discretionary Habits with Joseph Hopkins of The IPRESTIGE Emerge Fund LLC
How to evaluate for good discretion in the hiring process. Discretion is defined by Merriam Webster as an “Ability to make responsible decisions”. This is a quality that all leaders expect from their people but as we know, this is not always the case. How do you interview to uncover good discretionary habits?
Today’s Quote:
"A sound discretion is not so much indicated by never making a mistake as by never repeating it." - Christian Nestell Bovee
I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and providing proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Joseph Hopkins, Founder & Senior Managing Partner of The IPRESTIGE Emerge Fund, LLC
Joseph is a thought leader in AI, authentication and security technologies, He leads an innovative emerging technologies firm that serves as a proprietary first-mover advantage IP incubation model that concentrates on growth opportunities in digital identity protection, security and advance encryption technologies.
Prior to Joseph’s AI and digital identity security work, he served in key executive management roles for Fortune 500 companies, including Kaiser Permanente, 3M, GSK, Allergan, and KPMG. He has hired Hundreds of people throughout his career.
Which makes Joseph a perfect expert for today’s topic. Joseph, Welcome to the Hire Power Radio Show today!
Today we are going to discuss
Why it is important to Connect with people while adding value
How to evaluate for good discretion in the hiring process
Connecting with people to add value
Listening skills
No one wants to hear about your problems
Pick up on a person’s cadence
What makes the person tick as a person
Navigate how you engage as to their preference
If you miss the connection, you’ll never get it back
Pick up folks who miss the 9-5 mentality
Rick’s Input
No one cares about the words coming out of your mouth
While hiring it is critical to be more concerned about the other person than filling your role.
How to evaluate “good discretion”
Trusting the gut, instincts
Less tricky the older the person is
More experience, the less risk
Interest or passion in the work
Experience
Clear signs around eye contact, body language, smile while talking, taking themselves too seriously, jovial.
Education - important to him.
Live your life based on what you have learned rather than the exceptions
The ingredients that keep people engaged in an
Balance of coolness and professionalism
*Discretion - overly doing something can affect the relationship with the client
The more the client is comfortable the successful the interaction will be.
Rick’s Nuggets
Opener “open to hearing about something career advancing”
Don’t pitch your job, company or yourself
Find out what’s happening with you?
Key Takeaways:
Empirical stuff- education, background & skills
Interpretative- talk to people that have worked with you. Subjective perspective
His Gut instinct- in conjunction with the other two
...more
22min
March 05, 2020Building A Company On The Back Of The Gig Economy with Keith Ryu of Fountain
The grind of being a startup entrepreneur is riddled with rejection and heartache. It is often thought that you need the money before you can build your company… And that’s just not true!
The truth is there are so many ways to self fund when getting started and today we are dissecting a case study of how one company utilized the gig economy to fuel their company growth.
Today’s Quote:
"It's not the lack of resources that cause failure, it's the lack of resourcefulness that causes failure." - Tony Robbins
I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and providing proven solutions to enable you to WIN the right hire.
We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Keith Ryu, Founder & CEO of Fountain
Keith is quietly fueling the future of work. As CEO of Fountain, the Series A-backed hiring platform for hourly workers, the Forbes’ 30 under 30 member holds the keys to the secret engine powering the gig economy. Each month, Fountain processes nearly one million applicants and enables companies like Airbnb, Chick-fil-A, Uber, and Safeway to make over 130,000 hires. Keith initially funded fountain by capitalizing on the gig economy.
Today we are going to discuss
Why utilizing the gig economy is a great option to get your company started
How to fund your company through problem solving.
Story of Fountain
How do you hire when you have no funding?
Found a problem that customers had and started building solutions while funding the work
Challenges with creative financing
Creative hiring through upwork
Rick’s Input
Project based bootstrapping solution
Take on consulting projects
How were you able to build your company?
Capitalized in 2 ways
financed the company initially by selling services
found backup engineers on upwork
Found someone to hire. Brought in work through upwork and gave the work to their engineer to pay her
Emailed people who raised money on techcrunch. Offering to provide solutions for their business.
Key Takeways
Be resourceful - upwork, email lists, etc.
Do the hardwork - be relentless
...more
21min
February 27, 2020Finding Personal Contact Information in Your Recruiting Efforts with Shafiur Rahman of Chatterworks
The value of being able to directly text or call a person you are needing to recruit for your company is staggering. Want people to give you the opportunity to recruit them? Then you need to contact them where they will respond. Hint: It is not through email or LinkedIn.
Today’s Quote:
"Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time." - Thomas Edison
I’m Rick Girard and welcome to the Hire Power Radio Show. Our mission is to help Entrepreneurs and hiring managers to avoid costly hiring mistakes by identifying a specific problem and provide proven solutions to enable you to WIN the right hire. We share insights from top-performing rebel entrepreneurs, disruptors & industry experts.
Like our guest today: Shafiur Rahman, Founder & CEO of Chatterworks
Shafiur has been the right-hand to founders and has built out the operational infrastructure for several companies, including Airbus Aerial, Specright and Connectifier ( acquired by LinkedIn February 2016) . He has extensive experience driving the day-to-day and long term requirements to ramp up a successful, high-growth startup.
Shafiur’s new startup helps you reach potential hires with their personal contact information!
Today we are going to discuss
Why direct contact is critical to your recruiting efforts
What contact information is most important
How to find the contact information of the people you need to hire
Typical scenario - What most do… industry best practices
Why do we need to find people's contact information when hiring?
Low likelihood of response rate through the LinkedIn platform.
Most people are not daily or even weekly on LinkedIn
Passive people are not logging on at all
People respond to Text directly. Much more than email.
Limited to what LinkedIn offers/shows
Have to work under their platform
What data is most useful
Social intelligence
Personal phone, email
Rick’s Input
Text messaging has the highest response rate
Open & Response rates
45% SMS, 8% email response rates
98% of texts are read, compared to 20% email
Text messages has a 750% response rate over email
How do we find contact information?
Hire a PI
Background Check companies
Build your own tech stack
Piece together the various social platforms and cross reference data
Your own personal aggregation
Super labor intensive
Can waste 30-45 minutes on just one person.
Can still not get their direct contact information
Aggregate contact information?
Build crawlers
Buy public data
Find tools
Only gives you listed information, like home phone, no email
If you want cell phone info, you have to pay for it
Whitepages.com
ZoomInfo - just business data
spokeo
ChatterWorks
Swordfish
Key Takeaways:
First identify who it is you want to hire
Then get there personal contact information
Where people respond the most, like start with text messaging
3rd- have my messaging down to ensure I’m touching people the right way. Not selling them, how can you help them in a career, how your job solves there problems.
...more
22min
February 20, 2020Interviewing for Skills is Today’s Coronavirus! with David Kinnear of Vistage
Everyone in a hiring capacity has made a wrong hire in their career. I believe that this is a direct result of hiring for skills first. Here’s the scoop, a person’s skills can change, but you can't change who they are. And technical abilities are not a clear indicator of passion in the work.
Today’s Quote:
“Values should underpin Vision, which dictates Mission, which determines Strategy, which surfaces Goals that frame Objectives, which in turn drives the Tactics that tell an organization what Resources, Infrastructure, and Processes are needed to support a certainty of Execution.” — Mike Myatt
Our guest today: David Kinnear, Executive Mentor & Group Chair of Vistage International.
Dave Kinnear is a Business Advisor, Mentor and Executive Leader Coach. Through his affiliation with Vistage Worldwide, Dave convenes and facilitates peer advisory boards of Business Owners, Company Presidents, General Managers and Chief Executives dedicated to becoming better leaders who make better decisions and achieve better results.
Dave is also an executive-to-executive mentor to Executive MBA students at the UCI Paul Merage School of Business and a coach for the Center for Entrepreneurship at CalState University, Fullerton.
Today we are going to discuss
Why a skills-based interview is dangerous
values alignment is critical
The framework for a successful interview
Why do people interview for competency/skills?
Competency is easy
This is what people focus on
Today's workers need mastery, purpose and autonomy
Shared values aligns well with the way decisions are made within the company
We all want to do what's right for the tribe
The soft stuff is not easy.
Most CEO’s don't know what the real values are
Profitability is what is really valued
Transparency on the financials are missing
Management decisions are the values
Culture is the way things get done around here
The way things get done is by making decisions
Decisions are made reflective of the values
How do we Hire for Values?
Running, Knees, shoes analog
Know what the real values
Ask questions to determine the person’s values
Uncover the person’s values
How someone works with others and makes decisions
Ask questions that validate the core values
Let the silence do the heavy lifting!
When they have the values
Reveal the mismatch in what they have now and where you align
Skills can be learned
The person you want is not on the street
Hire them
Rick’s Nuggets
Design questions around the corporate values (Amazon's leadership principals)
Ask behavioral questions and dig deep. This uncovers the truth about who the person is
"Walk me through a time"... Then ask why, why, why?
Do not ask leading questions
Ask the question and shut up!
Key Takeaways
· Values are the foundation of an organization's culture.
· An organization’s leader has only one critical job, and that’s to actively manage the culture
· The leadership team must believe in and live the values every day
...more
21min
February 13, 2020There is Not Enough Talent Out There.... Wrong! with Marc Hutto of Reveal Global Intelligence
The truth is most of the good players are on the sidelines. Great people are inundated with mindless spam therefore most messaging is getting ignored. Here is the good news, Gallup reports that 7 of 10 people are open to something stronger.
Today’s Quote:
“Great people want to work on things that matter. Inevitably, a great person working on imaginary work will turn into an unsatisfied person.” - Jason Fried
Our guest today: Marc Hutto, Founder & CEO of Reveal Global Intelligence
Marc is the chief architect of Purpose-Driven Recruitment . This methodology focuses the talent acquisition process on the people who are hiring and being hired - as it should be. Revealing hidden and highly-valued talent in this way also aligns to Marc's stated vision for the company of delivering evidential value to every life we touch.
Today we are going to discuss
Why you believe you can't find people
The truth behind the myth (79 % of people on LinkedIn, polled, will not see a posting)
A script to successfully find the people you need - A “pattern interrupt”
Why is the view that company’s can’t find people wrong?
You can easily believe this because most people are not responding to job postings.
Mindset - most people need to be approached.
A lot of people approaching them
A lot of noise, people not responding
Only 21% of people are looking at a job posting
Reach out
Outreach and response is the main challenge
A lot of the same messages
Get rid of the hooks and talk to the person
Pitching the job is the wrong mentality
Get into career coaching mode as quickly as possible
Rick’s Input
Treat people all the same, regardless of where they came
Hit people at their pain point first.
What could be better?
How to recruit passive talent?
Mindset
Approach people who did not come to you
You have to be proactive
Business owners and leaders take great care when investing in hard assets (equipment, supplies, inventory, etc.) - should we not have the same mindset when investing in a new colleague?
Reach out
Don't pitch the job (it’s presumptuous)
Digital video job description (digi-me.com) 1 minute
Polite, professional, persistent - it differentiates
Coaching call
Talk to people about them- their career/career drivers
Look for the opportunity to provide career coaching
Start a conversation around career drivers
Incumbent interview - document
Why did you come here?
Why do you stay?
Challenges you encounter?
Want someone to understand what it is like to work for your company?
Reasons why people stay (career drivers)
Compensation & benefits
Impact of the work
Environment - culture, people, space,
Personal & professional growth
Leadership or management
Rick’s Nuggets
On average 7-10 calls to get in touch a person today
Write 5 email sequences
Top Desires: Growth, Content of Work, Leadership
Key Takeaways:
Hiring and being hired are big deals. Keep them humanized. Focus on Career Drivers.
If you are an employer, you are in sales mode for top talent.
Post and Pray has to give way to Polite, Professional Persistence.
Purpose Driven Recruitment Toolkit: revealglobal.com/hirepower
...more
25min
February 06, 2020Reference Checking is More Important Than the Interview! with Yves Lermusi of Checkster
Reference checking is so important... yet so underutilized. Why? Because it is too time-consuming! But when you fail to reference check you are dramatically increasing the likelihood of making the wrong hire. On top of that, you are missing out on a potential recruiting opportunity
Today’s Quote:
"References drive the industry." - Mark V. Hurd
Our guest today: Yves Lermusi, Co-Founder & CEO of Checkster
Checkster is powering talent decisions of organizations and providers of staffing and HR services. The company aims to improve the world's productivity and harmony by increasing job fit and work achievement, as well as personal career satisfaction and fulfillment.
Yves is a well-known public speaker and a Career and Talent industry commentator. He is often quoted in the leading business media worldwide, and has been named as one of the “100 Most Influential People in the Recruiting Industry”.
Today we are going to discuss
Why checking references is important
Voice reference checks vs digital reference checks
The framework for a successful reference check
Reference checking, what’s the issue?
People don't do
Or they do totally wrong
Why are they doing references wrong?
Only speaking to people that are given
Talking to 2-3
Talking to over the phone (filtered feedback)
Digital advantages
Digitally people are more honest
People pretend to be their own reference
Consistency in the questions
Rick’s input
Design references to evaluate against company culture
Ability to dig deep on the answers
How to do references right
Peers or managers recently. In direct contact
Speak to at least 4 references - the measurement of success 80% in making a good hire vs. just 2 references
Ask the right questions
Relevant to the job and non-leading, (leading the witness)
“Would you rehire?”
Starting broad and going specific
Do it digitally
Saves time
Rick’s Nuggets
How are you able to question deeper to understand the motivation of the answer?
Written referrals don't give you the ability to recruit the person
Key Takeaways:
Get at least feedback from 4 relevant colleagues (relevant:recent profesional close experience)
Ask predictive questions
Do it digitally
...more
26min
January 30, 2020The Right Way to Advertise Your Jobs with Kelly Robinson of RedDot Media
Posting your jobs can be a very frustrating exercise. Especially when you receive little to no response. Or worse yet, you receive an onslaught of unqualified responses.
Today is all about how and where to post your jobs to attract the right people! So we are going to geek out on advertising and teach the right way to utilize postings in your recruitment strategy.
Today’s Quote:
“Advertising is an environmental striptease for a world of abundance.” - Marshall McLuhan
Our guest today: Kelly Robinson, CEO of RedDot Media
20 years on the staffing recruitment and recruiting technology.
RedDot media is a recruitment ad agency with a particular skill in programmatic advertising and helping companies socialize their jobs with our Paiger platform. Prioir to RedDot Media, Kelly founded Broadbean.com Inc 2001, which he sold to DMGT in 2008, launched in the US 2009, and lead the strategic acquisition by CareerBuilder in 2014.
Today we are going to discuss
Why Job postings fail
Different ways to advertise
Steps to take to implement programmatic job advertising
Where do people fail while posting jobs?
Spray & Pray
Pay no attention to the content
Not thinking about what the person really looks like
What is an important Mindset?
Treating people who apply the same as a direct recruit.
People who apply are just open, not sold on your company
What are the different ways to advertise?
Post & Pray - what most do now!
Programmatic advertising
Rule based job posting
Only paying for results
Click bidding to get your jobs on the top of the listOnly paying for results
Rick’s input
Need understanding of what needs to be accomplished
Performance metrics
Content rarely touches the individual (never answers “what’s in it for me”)
How to implement programmatic job advertising
3 ways to do
Use an agency to do it
Buy a system and DYI & hire someone who is dedicated to doing it.
Effective in duration based advertising.
Cost per view or cost per applicant
Best for 20+ jobs per month
Steps to maximize your job posting
20 or less
Java engineer
One-offs- start with Indeed
Zip recruiter is good because of their advertising
65 mil lookers a month
Identify 2 of 5 skills and talk to them.
Write a good job description
Have a lot of conversations
How to maximize relevancy
Job descriptions: Talking to about emotional factors
Dependent on what and where you are looking for it
Forget the application process.
*treat people not like an application but like they are part of the conversation
Key Takeaways:
And as Jim Collins said it’s the Genius of the AND versus the Tyranny of the OR. and embrace the "Genius of the AND.
Writing job ads is a skill - get better at it, AND have fun with it.
Understand and qualify your job description ****A good question is what is NOT getting done while you don’t have this person.
Job Applications are people who have given you permission to have a conversation with them. Your job is to figure out together if they should quit their job and come work from you.
It’s not all about saving money a 3,6% unemployment rate!
...more
26min
January 28, 2020Hiring for Intellectual Value Over Spec! with Scott Hamilton of ENPI
Today’s show is all about challenging your past behavior. What has worked in the past will not work in the future and this is especially true in hiring! Hire people who think beyond the job you are hiring for and give them runway to grow. This is the only way to spark innovation and propel the growth of your business.
Today’s Quote:
"None of us is as smart as all of us." - Ken Blanchard
Our guest today: Scott Hamilton, President & CEO of Executive Next Practices Institute
Scott is a well-known thought leader & speaker in the field of “next practices” improvement of executive and workforce performance for global “Fortune 5000” through emerging companies.
He is also the Managing Director of NextWORKS Strategy, a premier provider of strategy development, alignment, innovation, board effectiveness, and executive performance programs to middle-market companies. Both of these entities have been recognized by Forbes and the Orange County Business Journal as leaders in fields of innovation, INtrepreneurship and strategic transformation.
Today we are going to discuss
Intellectual Value vs Skills
Your talent innovation ecosystem
4 step process to maximize your
What are the blinders that entrepreneurs have
Past behavior
Curiosity about what is coming next
Bigger picture
Different domains other than your own domain
Why is it important that we hire people who can think above and beyond?
The organization needs to remain nimble and adaptable
Give the flexibility to innovate and grow
Allow for managed risk
Learning opportunities
How do we fix it?
Stop hiring for the current problem. Why?
Boxing yourself in
Engaging the collective intelligence of the organization
4 Step Process
First Question
How have things been done in the past?
What no longer makes sense?
What can change?
Reduce
Eliminate or reduce the activity
What Practices, processes or services can be eliminated in the organization?
Raise
What can be done to rise above the competition?
Build it to a better service model
Re-onboarding
See what it is really like
Create
What can you create that is totally new
Elevating value propositions
Start doing ROI, customer/employee satisfaction, overall effectiveness
...more
30min

FAQs about Hire Power Radio Show:

How many episodes does Hire Power Radio Show have?

The podcast currently has 354 episodes available.