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 do people interview for competency/skills?

How do we Hire for Values?

Rick’s Nuggets

Key Takeaways

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 is the view that company’s can’t find people wrong?

Reach out

Rick’s Input

How to recruit passive talent?

Mindset

Reach out

Coaching call

Incumbent interview - document 

Reasons why people stay (career drivers)

Rick’s Nuggets

Key Takeaways:

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

Reference checking, what’s the issue?  

Why are they doing references wrong?

Digital advantages

Rick’s input

How to do references right

Rick’s Nuggets

Key Takeaways:

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

Where do people fail while posting jobs?

What are the different ways to advertise?

Post & Pray - what most do now!

Rick’s input

 How to implement programmatic job advertising

Steps to maximize your job posting

How to maximize relevancy

Key Takeaways:

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

What are the blinders that entrepreneurs have

Why is it important that we hire people who can think above and beyond?

How do we fix it?

4 Step Process

Each individual brings a unique perspective to every interview conversation. Yet most interviews focus on “what you can do for me” almost entirely from a skills perspective.  People want to know what’s in it for them before they choose to engage with you.

Today’s Quote: 

"Though we may have desires or bold goals, for whatever reason, most of us don't think we can achieve something beyond what we're qualified to achieve."  - Simon Sinek

Our guest today:  Greg Toroosian, Founder & Managing Director of Elevate Hire

Greg Toroosian founded Elevate Hire after more than a decade in the Talent Acquisition space. Having previously worked for startups, globally recognized brands, and recruiting agencies, He believes that recruiting and retaining talent is key to having a successful company. 

Greg is an expert at qualifying talent for organizations which has led to successful hires for many clients in a variety of industries. 

Today we are going to discuss:

What is candidate qualification?

Checkbox

Thorough

What's important for qualification?

How do we avoid having a checkbox process

Framework for Effective Qualification

Key Takeaways:

Making a strong hire starts with attracting the right people. Knowing who the right hire is the first step. But in order to attract the right people there needs to be a message that resonates with the individual and motivates them to respond. 

Today we are talking about hacking your hiring through the use of communication profiles.

Today’s Quote: 

"Hacking involves a different way of looking at problems that no one's thought of." - Walter O'Brien

CEO of Scorpion Computer Services and executive producer of the TV series Scorpion

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:  Christopher Hadnagy, CEO of Social-Engineer, Inc.

Chris Hadnagy is a professional social engineer, author of 4 books, and keynote speaker. He’s the CEO of Social‐Engineer, LLC, a company who serves some of the globe’s largest organizations. Additionally, Chris provides free resources, including the world’s first Social Engineering Framework, via Social-Engineer.Org, and heads the Innocent Lives Foundation, a non-profit that unmasks anonymous child predators. 

So Christopher knows hacking! Which makes Christopher a perfect expert for today’s topic.

Christopher, Welcome to the Hire Power Radio Show today! 

Today we are going to discuss:

Problem

Why am I having an issue getting good employees? 

Rick’s input

How do we fix it?

How does one determine the right messaging?

Rick’s Nuggets:

Key Takeaways:

We all get how impressive the hire from a name brand company might be. However, more often than not, making the vanity hire turns out disastrous for both parties. Why? 

Too often hires are made based on a particular set of skills or a person’s pedigree. Not taking into account the importance of cultural alignment or the objectives of the business. Your hires should be made on the basis of what is best for the company backed by evidence of performance. 

Today we are talking about how to Accelerate Company Growth with a Business Aligned Hiring Roadmap.

Today’s Quote: 

"I've found that luck is quite predictable. If you want more luck, take more chances. Be more active. Show up more often."

- Brian Tracy

Our guests today: Kelly OConnell, Executive Vice President & Shelley Iocona, Founder & Principal of ON ITS AXIS.  

ON ITS AXIS is a Product and People firm. We help organizations validate new digital product ideas and build the teams that allow them to successfully take them to market. 

They have found that just as the launch of a successful product begins with a customer-centric roadmap, Talent Acquisition that is grounded in understanding how a company can most efficiently deliver client satisfaction and adapt to changing client needs is critical to a company's ability to efficiently scale. 

Today we are going to discuss:

Why is this important?

The strength of the company is the people delivering the product in the marketplace. The winning company will have the strongest team.  When managers struggle to hire it directly impacts team productivity and company growth potential. 

It is important for organizations to approach hiring with a business objective roadmap rather than focusing exclusively on skills and perceived fit. 

What challenges Hiring Managers face? 

The most common challenges we observe in the market are:

Although understandable, particularly for high growth teams, hiring to a standardized and generic target profile is problematic because too much of a focus on matching skills and current team fit can lead to uniformity in the workforce that can unintentionally limit both the potential candidate pool and the potential for innovation in the workplace. 

These challenges can result in several problems including 

Additionally, there is often a corresponding negative impact to the existing team culture when organizations approach hiring in this way:

What needs to be in Place?

A structured, and efficient interview process.  

Align hiring triggers to business model objectives,  structure team OKR’s to directly correlate to key company goals and at each hire to modify the generic role job description and interview scoring rubric to address the most essential team gap at that given point in time. 

This doesn’t mean that companies should ignore skills and culture. They are important but we see them as part of the larger talent acquisition and internal performance management plan. 

Companies that most rapidly grow, are capable of executing nimble pivots in response to changing customer expectations. 

Team members must be able to grow and evolve within the company.  Rather than hiring for proficiency in a laundry list of current skills, instead, we encourage companies to establish predictive hiring indexes that will help them to assess a hires potential to learn and evolve to changing expectations within the company. 

How do we fix it?

We encourage clients to Hire to fill the most impactful skill-gaps on your existing team and be willing to transfer internal team members into new roles that better serve them and your business objectives. 

Creating a business aligned hiring roadmap not only helps organizations avoid several of the pitfalls previously shared but it also has the added benefit of helping organizations attract and retain both gen Z and gen Y employees. 

Rick’s Nuggets

Key Takeaways:

It is all too common to look for the person who brings the skills you deem necessary for your role. But the person who brings all the skills may not be the best person in the role. There are a lot of people who are in adjacent industries or sitting on the sidelines who are open to an opportunity like yours. 

What does it take to find great people? Looking past the skills for evidence of success that will be transferable to your company. As we all know, past performance is a key indicator of future performance.

Today’s Quote: 

“Take a chance! All life is a chance. The man who goes farthest is generally the one who is willing to do and dare.” 

- Dale Carnegie

Our guest today: Aaron Elder, Co-Founder & CEO of Crelate  

Aaron is a  serial entrepreneur with 4 successful products, 3 companies and 2 exits under his belt. He is a designer, turned coder, turned CTO, turned CEO who is passionate about creating products people love and make the world better.

Crelate exists to help businesses continuously align people with opportunities. Aaron has a passion for taking a chance on people who are changing careers - giving people a shot

Today we discuss:

Solution to the talent shortage 

Challenges?

Issue of Compensation

Rick’s input

How do we fix it?

Key Takeaways:

Seasoned leaders are out there and they are willing to work with your startup at more than just an advisory level. They are called fractional leaders and they are easier to find than you might think. 

Consider the possibility that in this hiring market, seasoned veterans maybe your best hiring option for building your company!

Today’s Quote: 

"We came into a broken world. And we're the cleanup crew."  - Kanye West

Our guest today: Matt Spooner, Fractional Chief Business Development Officer for GigX

Matt has nearly two decades of experience within the arenas of Marketing, Sales, Business Development, and Account Management. He has built and led high-performing teams within both the for-profit and nonprofit sectors.  His cross-industry, cross-function experience allows him to approach opportunities and issues from a unique and valuable standpoint. 

Fun fact, Matt is an avid endurance athlete who has completed 3 ultra-marathons! 

Prior to joining GigX, Matt worked in the world of retained executive search. His role as a Vice President at McDermott & Bull has kept him close to hundreds of C-Suite leaders and hiring managers. Matt is plugged into the senior-level executive community - he understands what they bring to the table...and how organizations can best attract and leverage them.

Today we are going to cover 

Problem

What is Fractional Leadership?

Why is this important?

How do we fix it?

Key Takeaways: