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:

January 20, 2022The Hiring Yin & Yang: Job Postings vs Recruiting with Kelly Robinson of RedDot Media
Sourcing talented people is a HUGE challenge right now. Over 38 million people quit their jobs in 2021. And a lot of them are not coming back.
Then we have the divide over pandemic policies that has driven people away from corporate America. Making it more difficult to retain good people.
But sourcing is not the biggest challenge in today’s hiring landscape. Engagement is. It is important that we utilize every viable avenue (ie: boards, postings & direct recruiting) with the objective of just starting intentional conversations. By intentional, I mean, not selling. But understanding the desires of the person first… Because It's not about you. Intentional conversations lead to engagement. Engagement leads to the hire!
About the Guest: Kelly Robinson, CEO of RedDotMedia
Kelly founded Broadbean.com Inc 2001, which was acquired by CareerBuilder in 2014. Now he leads RedDot Media, a recruitment advertising agency with a particular skill in programmatic advertising campaigns.
Kelly has spent the last 25 years in recruitment and recruitment technology, during which time he has grown, integrated, bought, and sold businesses in both the UK and US. Kelly is the goto industry expert in all things job posting
Today we discuss:
The current job posting landscape
How to best utilize the tools available to maximize your hiring outcome
Challenge today?
Everyone is having a staffing crisis
Not about the job posting.
It is about making a connection
14k recruiter jobs got added Friday!
100% more jobs available,
3 % of the workforce has just … quit in just one month!
Meaningful work!
Rick’s Nuggets
Structure is winning over $$
What no one is talking about
vaccination policy of the company
How do we solve the problem?
Posting
Depends on the position
Indeed
Ziprecruiter
Linkedin-sourcing/outreach
Sales people, marketing, recruiters
Dice, Angel list
Write a great ad
Nothing’s Free - It’s all paid
Algorithm distributes jobs equally
PPC has gone away. Can't define what you pay per click
Need to spend at least $250
Should translate to 10 applications
Rick’s Nuggets
Active Reach Out!
1 hour a week
Discovery call- where the magic happens
Buy in/opt out
Referrals - HUGE VALUE
Key Takeaways that the Audience can plug into their business today! -Value:
Yesterdays ideas dont work today
Cant do things cheeper
Guest Links:
LinkedIn https://www.linkedin.com/in/kellyjrobinson/
Company: https://reddotmedia.co/
LinkedIn: https://www.linkedin.com/company/reddotmedia/
Facebook: https://www.facebook.com/reddotmedia.co
Twitter: https://twitter.com/kellyjrobinson
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]

Show Sponsor: Criteria Corp: https://www.criteriacorp.com/
...more
26min
January 20, 2022How to Hire Through the Plague of Lying, Ghosting & Absurd Demands with Rick Girard of Stride Search Inc.
We are neck-deep into a highly competitive job seeker’s market. What this means is that the feeding frenzy for talent has created a perfect storm for people to ask for a lot… and get it. The interview process has been plagued with bait and switch tactics, ridiculous compensation renegotiations (after the offer has been accepted), and outright ghosting once an offer is accepted.
The root of the issue is the transactional way your interview is being run. Evolving your phone screen into an in-depth “Discovery Call” is the first step to eliminate the huge time sink that results in a turned-down offer.
Today we are going to discuss the pivot that must take place in your hiring practice to align with what people really want. And it all starts with your first interaction.
Today we discuss:
The changes in candidate attitude and positioning
How to eliminate the frustration & engage people at a more human level
Approach evolution
Here's what I am hearing from a lot of entrepreneurs
A lot of dishonesty
People are being unreasonable when it comes to their demands
Challenge today?
People are lying on phone screens
Not showing up for interviews
people asking for ridiculous stuff
Problem:
We still approach people with an “About us first”
Educational approach with selling
Needs to be done at the end of the phone screen
Practice of not negotiating
Negotiating mitigated when people want it
Why is this important to the company?
Losing great talent
It keeps you awake at night
Rick’s Nuggets
I believe that a lot of the challenges are coming from two places:
Speed
Not taking the time to understand before selling
Need
Need to get this filled / off my plate
How do we solve the problem?
Your phone screen (aka: discovery call) sets the tone for the relationship
If your transactional, expect that from the relationship
If your adding value, expect that from the relationship
Adding value:
Seek to understand a person’s WHY (Career Wounds)
What's broken in their career that you can fix
What does this person want? (besides a job)
Environment in which they will thrive
Can they make an impact?
Past performance is a key indicator of future performance
Do they align with your opportunity?
Where do they fit, where they do NOT fit
How you solve their career wounds
Let them connect the dots for you
Host Links:
LinkedIn: https://lnkd.in/dEWWWEq
Company: https://lnkd.in/dG5aMUxY
Podcast: https://lnkd.in/gyG9YDuD
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]
Show Sponsor: Criteria Corp: https://lnkd.in/g8YbdsH
...more
20min
January 07, 2022Juggling Fundraising While Building a Strong Team with Bruce Watanabe of PowerBuy
People will only do something when it is in their own best interest AND aligns with our values.
This was a key takeaway for me from the book “What Got You Here, Won’t Get You There” by Marshall Goldsmith.
We talk a lot about aligning with values when hiring on this show. And almost everyone recognizes the importance but it is so often missed. Why?
First, the disdain that most of us share for hiring. Very few entrepreneurs enjoy the process of interviewing & hiring. But it is the single most important activity that YOU can get good at that will make the biggest impact in your organization.
Second, the path of least resistance is easy… But it is almost always the wrong path. We must remember that the purpose of the interview is to get to the TRUTH about the person no matter the source. And the truth you need to know is not in skills. It is in positioning and value alignment.
Bruce Watanabe is a serial entrepreneur whom has co-founded a number of technology and Internet ventures including, PowerBuy, MassGenie, SIRE Mobile (SMS Solutions), and SETA International (Global Systems Integrator & Solution Provider).
With over 20+ years of leadership experience ranging from start-ups to Fortune 10 companies, Bruce is proficient in corporate strategy, business development, sales, and channel development. He is actively building Powerset from the ashes of a pivot and is here to share his wisdom
Today we discuss:
Why it is important to prioritize the thing you hate most (interviewing)
How to balance raising capital while building a stellar team.
Challenge today?
People are the most important aspect of a company
As an early stage startup
Balancing generating revenue while getting financing
Need capital to hire the right people
Pivot the business to powerbyte
Lack of funding, resources
Have the grit to power through the pivot
Why is this important to the company?
Only a handful of people stayed
Believed in the vision- disrupting social commerce
CTO- grit / determination to power through
Relaunched the company
Second raise
Balance the valuation
Rick’s Nuggets
First recognize/admit that you have no idea how to hire (admit to your problem)
Prioritize getting good at Interviewing
Values
Process
Evidence
How do we solve the problem?
Bringing the right team in place
Referrals- all interconnected
Advisors- only way to hire people
Vouch for someone
Advisors must be strong
Prefer a strong
At the end of the day, you can buy talent, you can't buy grit
Would love to get good at interviewing but …
Really hard to gauge if someone
Rick’s Nuggets
Take an active role in interviewing
Seek to understand- filters down through the organization.
Poke holes & dig deep
Understanding positioning
What does the person really want to do?
Desire = Passion
Does their desire align with my goal
Don't be just a paycheck
Everyone gets the same interview
Often the best person for the business is the least like you
Evidence supports strong decision making
Key Takeaways that the Audience can plug into their business today! -Value:
Make sure you know who you are getting into bed with- have a great team
Know who your co-founders are
If you are friends, be prepared to lose them. Rarely a happy ending
Don’t hire on a resume/linkedin profile
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]
Guest Links
LinkedIn https://www.linkedin.com/in/bruce-watanabe-5a661a4/
Company: https://linktr.ee/powerbuyapp
LinkedIn: https://www.linkedin.com/company/ppowerbuy/
Facebook: https://www.facebook.com/powerbuyapp
Twitter: https://twitter.com/powerbuyapp
Instagram: https://www.instagram.com/powerbuyapp/
YouTube: https://www.youtube.com/channel/UCDjcG5dHXE282FGzfaf2Jjw
Pinterest:https://www.pinterest.com/powerbuyapp/_saved/
TikToK: https://www.tiktok.com/@powerbuy.app?

Show Sponsor:
Criteria Corp: https://www.criteriacorp.com/
...more
22min
December 28, 2021The Danger in Skipping the Interview for Internal Referrals with Todd Ausherman of Notaroo
Most of us have a tendency to fast track anyone who comes through an internal referral. The rationalization is that we automatically trust the referral source so the person will be a great hire. Add time pressure to fill the role and we are ready to extend an offer before the interview takes place.
Yes there is an increased likelihood that the person will work out. But there is danger too.
Because a person is a referral, is the exact reason why they need to be impressed with your thoroughness in your interview process. This does not dissuade the A-players from joining you. It gives them the impression of excellence expected from everyone within the organization.
Our guest today: Todd Ausherman, CEO of Notaroo
Todd is an attorney and entrepreneur with over a decade of experience in building high growth companies in the financial services space. Having successfully exited multiple companies, while personally hiring hundreds of employees along the way, he is currently building Notaroo, a lending software platform for the mortgage industry.
Todd is here to share his experience with hiring internal referrals.
Today we discuss:
Why it is critical to thoroughly vet internal referrals
How to ensure the the referral fits
Challenge today?
The internal hire from the company that acquired the company
Build from 19-250 people in 3 years
Went into default and took two people
Got a hero and a zero
The zero - had his own way
Created a lot of barriers
Nothing got done
First hire power bred discontent among his tribe
Led to a mutiny
Unreasonable belief in his ability
Project fell flat
Why is this important to the company?
The team of malcontents poisoned the culture
Ultimately the CEO unloaded a bad employee on him
Rick’s Nuggets
Must do diligence for everyone, especially referrals
Why is this person being referred to me?
Do they align with our values?
How do we solve the problem?
Culture first
Create a lot of events
Break down the communication barriers
Humanize himself as a leader
Open a channel for people to be heard, raise your hand
Spread out the balance of power
Minimize the possibility of a mutiny
Team leads responsible for smaller teams
Decentralized hiring control to the team leads
Process that multiple people decided on the hire
Recruiting - intro calls
Interview conducted in groups of 2- accountability partner
Leader final interview
Penguin question
Hired a person who didn't like penguins(company mascot), it didn't work out.
Knockout question: stick to it
Fire Fast
Eliminate the cancer as soon as you learn of it
Rick’s Nuggets
Values are what form your culture
Hiring process!
Knockout question!
Key Takeaways that the Audience can plug into their business today! - Value:
Sticking to your knockout question
Mindful of your key lieutenants and what their motivations are
Confront the uncomfortable truth of seeing a person who is a performer but the agenda is self driven. Don't hide behind a person’s performance- cowardly
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]
Guest Links:
LinkedIn:https://www.linkedin.com/in/toddausherman/
Company: :https://www.getnotaroo.com/
Show Sponsor:
Criteria Corp: https://www.criteriacorp.com/
...more
26min
December 16, 2021The Reality of Recruiting for Your New Startup with Craig Conlee of Braid Theory
Finding the right people for your ground level startup is really hard!
As every startup founder can attest, there is just no playbook to getting the right people to join your team. It is about just getting anyone with the right skills to join the team. Often resulting in an unsuccessful endeavor.
So what’s missing? …. Positioning & expectations alignment.
Positioning is rooted in what the person you are considering, really DESIRES their professional growth. Are they a builder? A Improver? Or a maintainer?
Expectation alignment is how well the person aligns with your company values and what your expectations are for performance:
Step 1. Document your values and share them with each person. Allow them to lean in or bow out.
Step 2. Document how both parties view the responsibilities & performance standards.
Step 3. Then come to an agreement on how to keep each other accountable.
Our guest today: Craig Conlee, Executive Advisor & Former Founder & CEO of Zealr
Craig Conlee has over 25 years of selling enterprise software for giants like IBM and HP with over $110M in total software sales. In 2015, Craig decided to startup a ML/AI B2B SaaS company to solve a problem he faced as a sales person. Craig graduated from the University of California at Berkeley with a major in Political Science. As a student athlete, Craig is still the shortest rower in the 150 year history of CAL Crew.
Craig Conlee grew up in Newport Beach, CA where he met his wife. Currently, he is living in Orange County with his family.
Today we discuss:
Why alignment is so critical when hiring
How to align with people so they lean in to your opportunity
Challenge today?
Getting people that understand the work involved with a startup
Around location, mindset
Maybe a social thing?
A lot of people want to join a startup but want to be paid
Don’t understand equity
Right mindset,
Easy to check out
Your not paying them
Let people join the team that don't fit the values
All equity based
Guilt for asking them to do work because you are asking a lot
Why is this important to the company?
Gravitate toward people who understand
A lot of education of the reality
You have to be very upfront as to where you are in the stage of my startup.
Which allowed me to clearly understand if they want to join or not.
How do we solve the problem?
Process in which you get to know people better
Repeatable & consistent way of interviewing
Every conversation was different
The good hires were just “lucky”
Remove the luck from hiring
Worst gambler, yet a startup founder
Understanding what they want and what to expect
What they want
Avoid
Leading the witness
Selling rather than listening ***
Expectations
High risk of not succeeding
Equity as compensation
People getting offended by perceived value
Want a mix of cash & equity
Hire slow, fire really fast. Have knowledge base centralized for quick transition
Don't let yourself be held hostage
Avoid paying salary & equity balance- if they leave you have to start all over again
Balance keeping them from leaving
Conflict of interest in terms of valuation
Equity only
If it doesn't work out, it wasn't meant to be
Key Takeaways that the Audience can plug into their business today! - Value:
Have a sound, repeatable process of interview hiring
Hire slow, fire really fast.
Don't be held hostage!
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]
Guest Links:
LinkedIn: https://www.linkedin.com/in/craigconlee/
Twitter:https://twitter.com/velocitydata
Show Sponsor:
Criteria Corp: https://www.criteriacorp.com/
...more
19min
December 09, 2021Messaging to Personality Wins Positive Response with Greg Skloot of Crystal Knows
I sent out 63 inmails through linkedin a few weeks back and received only 2 responses.
My mistake… I did not tailor my message to the individual. Now, 8 months ago those same messages were getting on average a 52% response rate, so what happened?
With all the noise fighting to get people's attention, It is easier than ever to get ignored. When the messaging you send seems way too common or anything at all like a templated message, you will fail.
Now, more than ever, the language you use when reaching out to prospective employees matters. And thoughtful messaging designed to align with a person's personality style is the most effective way to win-win a response!
Our guest today: Greg Skloot, Co-Founder & CEO of Crystal Knows.
Crystal is the app that tells you anyone’s personality. Using Artificial Intelligence, Crystal accurately identifies a person’s motivations, communication style, and other behavioral traits.
Greg and his company have been featured in Inc, Fortune, CNN, Fast Company, MIT Technology Review, Wired, and the Guardian. He is the co-author of a book published by Wiley in 2019, Predicting Personality: Using AI to understand people and win more business. He was recognized by Forbes as 30 Under 30 in enterprise technology.
Today we discuss:
Why people are NOT responding to your outreach
How to get people to pay attention to you when you reach out to them
Challenge today?
Tough to get people top of the funnel
Cold writing, how to get someone to respond.
Information overload
Email not personalized
Does Not speak to who they are
Does Not communicate how they like to communicate
Passive- no incentive to take action if the email feels like a templated email.
Cold emails are really easy to disregard right now
The same role needs to be marketed differently for different people
Why is this important to the company?
More important now due to the tightness of the labor market
Difficult to get people into the top of the funnel
Rick’s Nuggets
Messaging from 6 months ago is really not working right now
Way too much noise
“What’s the opportunity?”
How do we solve the problem?
Learn DISC
Dominance, Influence, Compliance, Steadiness
Free reading online
Integrating disc within your culture
Theory , knowledge & practice
Behavior & characteristics that are most important for a role
Know the Disc type of person you reaching out to
Expectations for the role
What the candidate's DISC profile is.
Personality fit percentage
Not supposed to be a disqualifier
Adjust your communication style
Communicate how the other person WANTS to be communicated with
Rick’s Nuggets
Hit someone with the PAIN first
Key Takeaways that the Audience can plug into their business today! - Value:
Use personality insights to break through the noise when emailing candidates cold
Adjust how you pitch a role based on the candidate’s personality
Consider integrating DISC into how your organization thinks about communication in hiring, team building and selling
Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.hirepowerradio.com
Authored: "Healing Career Wounds" https://amzn.to/3tGbtre
HireOS inquiry: [email protected]
Guest Links:
LinkedIn: https://www.linkedin.com/in/gregskloot/
Company: https://www.crystalknows.com/
LinkedIn:https://www.linkedin.com/company/crystal_knows/
Facebook: https://www.facebook.com/crystalknowsme/
Twitter: https://twitter.com/gregskloot
Instagram: https://www.instagram.com/crystalknowsme/?hl=en
YouTube: https://www.youtube.com/channel/UC9BjRz6BlFNdQE1WRpFGIDQ/videos
----------
Criteria Corp: https://www.criteriacorp.com/
...more
28min
December 03, 2021Following Hiring “Best Practices” Severely Impacts Your Ability to Hire with Rick Girard of Stride Search Inc.
We all have bought into the belief that following hiring best practices will ensure that we make the correct hiring decisions. Yet those best practices really do not produce consistent results. Why?
First, “best practices” are guidelines that trickle down from the big name-brand companies who all have the advantage of a much fatter wallet… And they are Transactional!
Second, what works for large companies does not work for startups. The truth is that you are needing to hire totally different people. Startup companies need “builders” to fuel company growth. And builders are not all about the $$money. They are about personal & professional growth.
This requires that you approach these people in a way that is counterintuitive to “best practices” and centered upon answering the question, “what’s in it for me”.
For those of you who are new to the show or don’t know me yet:
Cut my teeth as an Executive Recruiter for Tech Startups in the Silicon Valley
Coached leaders, candidates & helped to build over 200 tech companies
Black belt in BJJ, F1 aficionado & adrenaline junkie
Today we discuss:
Why it is critical to break away from hiring best practices
Process to create your Own “best practices” that crush your competitors
Challenge today?
Beliefs
There really is NO right way to hire
Hiring Fails are acceptable (50% success rate)
Cost of doing business
Copy those who are already successful
Google today is much different than Google at your stage.
Evaluate for cultural fit… you evaluate for skills
People from name brand companies are great hires
They may be…. If they are builders
Most people that are willing to leave big companies are not high performers
High performers have “golden handcuffs” - best to rent
More candidates give me a greater chance of success
More candidates = time loss
Target
1-3 people per position into the Interview process
Focus
Top of funnel
Reliance on job boards
Execution
Interview training
How do we solve the problem?
What to believe
Strong hires come from someone in your network
Positioning before Skills
Positioning is in a person’s DNA
Builder, Improver, Maintainer
Only builders will help you grow the company
Focus on the interview, not the funnel
The Interview process is what wins hires, not the number of candidates
Current best practices are:
10-15 minutes on a “screening call”
Selling the company
Selling the job
Gather requirements
Schedule an interview
Importance of the Discovery call
Biggest time investment is to be made
Determines a person's positioning (builder, improver, maintainer)
Invaluable insight into a person’s pain, what they desire
Impact they have brought into their current organization (key indicator of a builder)
Make Interviewing your strongest talent
Solidify your process
Timing
from first contact to offer acceptance
Timing of each interview (45-1 hour)
Rules
Interviews start and end on time!
No meandering
Steps - Discovery call, Interview (video, onsite) -number of interviewers
Content- pre determine & assign interview questions
Questions must be designed to surface evidence of value alignment
Not about asking questions but having conversations
Broadcast your process
Make it known that the interview is challenging
Hire for Value Alignment first!
Make it known that you foster growth for “builders”
No Evidence, no vote
Interviewers need to be trained!
Roleplaying
Recording conversations
Bias has no merit
Either a “Hell Yes” or a no
Decision must be supported by evidence
Rick's Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Authored: Healing Career Wounds (Amazon)
https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
HireOS inquiry: [email protected]

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
25min
November 26, 2021Emotional Intelligence First, Skills Second with Nada Lena Nasserdeen of Rise Up For You
Emotional Intelligence is defined as the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.
Over the past year, EQ has become less important to companies because of the NEED for someone to fill the seat. This is just creating more problems, as less care is invested into uncovering the fit into the organization.
We need to understand that high performers are taking their time to find the right opportunity. So this is your wake up call to SLOW down!
Now, more than ever, it is critical to cultivate our own emotional intelligence & implement intelligent hiring practices into your organization.
Our guest today: Nada Nasserdeen, Founder of Rise Up For You
With over 10 years of experience as a college professor and former top executive for an education corporation, Nada understands the importance of fusing education, empowerment, and leadership together as she works with her clients and speaks to audiences worldwide.
Her company, Rise Up For You has been featured and worked with brands such as CBS, Google Next 19, and various Fortune 500 companies as well as small businesses.
Nada has been awarded 40 under 40 professionals in Orange County, California, and Women of Influence for Entrepreneurship in 2021.
She is a #1 Best Selling Author on Amazon, Leadership and Career Confidence Coach, and 2x TEDx Motivational Speaker.
Today we discuss:
Emotional Intelligence and Why it needs to be front and center
How to activate emotional intelligence into your hiring process
Challenge today?
Building technology at such a fast rate
Learning is not catching up
Result: Huge gap in human skills
Most values are human skills
Not looking as values as a benchmark to hire
Fostering the culture of human skills in the company so you can embrace
Social skills are creating problems for the organization
Active values
Why is this important to the company?
Result
Executives who implement Emotional intelligence in hiring
Practicing EI- when things opened up 87% of her team, others were at 12%
Sales increase of 325%
Rick’s Nuggets
Feeding frenzy from the company end
NOW is the time to SLOW down.
Candidates are taking their time
Easy to manage the timeline through communication
Must progress through to conclusion
How do we solve the problem?
Vales need to be activated around EQ
Take each value 1 by 1 and figure out how to activate it in the culture.
Steps to put values into action plan
Create a value campaign
Plan to execute the value
Coach, train and provide development on these skills
On going, not a 90 minute
Enough training to be able to trainer, you no longer need a consulting company
6 month engagement
Skills don't grow overnight
Accurate company analysis
Gauge on where the company is as far as strengths and weaknesses
Can not make an impact unless you know the truth
Survey to uncover where the work needs to be done
Looking for evidence
Rick’s Nuggets
Making the values a language
Decisions made by the north star
Emotional intelligence needs to be tied directly to your values
Key Takeaways that the Audience can plug into their business today! - Value:
Do an assessment - understand who and where your company is
Reevaluate the values and create a strategic map around implementation Ongoing training around soft skills to build the muscles within your team
Guest Links:
LinkedIn: https://www.linkedin.com/in/nadalena/
Company: https://www.riseupforyou.com/
LinkedIn: https://www.linkedin.com/company/riseupforyou/about/
Facebook: https://www.facebook.com/RiseUpForYou/
Twitter: :https://twitter.com/riseupforyou?lang=en
Instagram: https://www.instagram.com/riseupforyou/?hl=en
YouTube: https://www.youtube.com/c/RiseUpForYou/featured
FREEBIE: https://calendly.com/riseupforyou/freetraining

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

Rick’s Book - Healing Career Wounds:
https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1
...more
30min
November 18, 2021How to Compete & Win-Win Against a Huge Salary with Michael Downing of MDSV Funds
How do you compete against a huge company like Amazon or even a really well funded startup?
If you are competing checkbook to checkbook, you will lose… Every time!
The only way to tilt the odds in your favor today is to really understand the career wounds of the person and to be able to connect the dots as to how your opportunity fulfills their desires.
This requires you to listen. Stop selling and start understanding what is important to the individual. This will allow you to stand out from the competition and allow the person you need to hire to see value above and beyond the paycheck.
Our guest today: Michael Downing, Founding Partner of MDSV Fund
Michael is a Silicon Valley serial entrepreneur, has co-founded 6 software companies over a 28 year career, 3 of his companies were acquired and one had an IPO in 2006.
For the last 3 years, Downing has focused on investing in promising early-stage tech companies via his venture capital fund MDSV. Michael has recruited, hired and managed hundreds of employees over the span of his career.
Today we discuss:
Why leading with the checkbook is a very bad idea
How to win talent by NOT leading with the money
Challenge today?
People are getting paid crazy numbers
People need to have a major passion of belief in the company
Now this is a requirement
Conviction & belief are the new requirement
wild/ disruptive concepts draw in talent
Without a big/bold vision you struggle- pirate ship opportunity- highly disruptive company
Why is this important to the company?
Key positions are being filled by people doing side hustles
Full Time at companies like facebook
Necessity for side hustles
Rick’s Nuggets
People are jumping ship because they no longer align with the company values
Too often big salaries = lot’s of problems (attrition, toxic culture, bad leadership, undefined work)
If someone turns you down for a higher offer, you blew your hiring process.
“Rent gold before buying silver” - Steve Newcomb
How do we solve the problem?
Be new, bold, unique, disruptive concept- big vision
A new way to solve a problem, product in a totally different way
Investor pitch- ½ people say “that's crazy”- your onto something
Make believers in what you are doing
Build an advisory board first
Thoughtful about who the members are
Translates to 6-12 contacts that can be team members
Credibility
Positioning
Funding
Rick’s Nuggets
Have a interviewing process (you are being judged too)
People to take you seriously
Key Takeaways that the Audience can plug into their business today! - Value:
Set Yourself Up For Hiring Success: It's got to be a Big, Bold, Kickass Vision
Plant Your Roots Early: Your advisory board can be the single most valuable hiring resource in the earliest of days
Don't Conform: Adapt Your Policies & Benefits to people's changing lifestyles
Guest Links:
LinkedIn: https://www.linkedin.com/in/michaeldowning/
Facebook: https://www.facebook.com/michael.downing.7161953
Twitter: https://twitter.com/michaeldowning

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
...more
29min
November 11, 2021The Need for Entrepreneurs to Ask for Help with Vincent Kimura of Smart Yields
Asking for help as an entrepreneur is often a difficult thing to do. But it is the one thing you MUST do if you want to succeed.
I learned this from my friend, Lori Torres, the founder of Parcel Pending. Lori was able to grow the company from $0 to a $100M exit in six years … and the reason it was such a success is because she asked for help… a lot!
Asking for help gets people engaged. It allows them to gain insight into the business and is critical in getting over the business humps. It also sets the stage to hire outstanding people.
And guess what, people will do it because they want to help.
Our guest today: Vincent Kimura, Co-Founder of Smart Yields.
A Hawaii-based and globally recognized agriculture technology company that is revolutionizing the way small- and medium-scale farms operate.
Vincent was named the 2016 Clean Tech/Ag Entrepreneur by the Hawaii Venture Capital Association and a 2016 finalist in the Pacific Business News Business Leadership Awards.
He was also named to the Pacific Business News 2016 40 Under 40 cohort, which recognizes outstanding young business professionals in Hawaii. He lives in Honolulu with his wife Lisa and their three children.
Vincent faces the daily challenges of start-up life and is here to share his learnings.
Today we discuss:
Why it is important to ask for help
How to get the help you need when hiring
Challenge today?
Asking for help to support your hiring process as a startup founder?
Understanding how a person is positioned
How willing to take on risk
Introductions- changing the dynamics to leverage more mentorship
Passion for the mission of the company
Concerned about the perception from the outside
We end up hiring to fill a need vs. what the business needs
Why is this important to the company?
Wasn't able to grow in a natural way
Fully driven by the CEO
Passion might be there but
Less emphasis on trying people out vs. All in
The team is the make or break
Rick’s Nuggets
Big difference between people who want to do the work and those who do the work for the paycheck.
Eliminate the Assumptions
Hey Subscribers! Keep an eye out for our newsletter as we are giving away 10 signed copies of Healing Career Wounds! Simply complete the linked survey and your name will be entered in the drawing. You'll also be able to download a free chapter of the book just for participating!
How do we solve the problem?
Define what the business needs
Core values
The business strategy & model
What needs to be done & when
Understand the person's desire
Go Slow
Identify builders… and Improvers
Discovery call
Builders will tell you they need to build (bored with the work)
Eliminate the Assumptions
Hire what the business needs
Your ego, wants and assumptions
Start with contractors
Barter
Letting go
Stop doing everything yourself!
Rick’s Nuggets
Help someone else's business while they help you build yours
Expectations alignment document- will solidify a fit for your leadership team
Business needs - support to grow
Key Takeaways that the Audience can plug into their business today! - Value:
Don’t wing it….
Get help and plan it out…. Do your homework
Guest Links:
LinkedIn: https://www.linkedin.com/in/vincentkimura/
Company: https://smartyields.com/
LinkedIn: https://www.linkedin.com/company/smartyields/
Facebook: https://www.facebook.com/smartyields
Twitter: https://twitter.com/smartyields
Instagram: https://www.instagram.com/smartyields/

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/
Rick's book - Healing Career Wounds (Amazon)
...more
24min

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

32,804 Listeners

The Ben Shapiro Show by The Daily Wire

The Ben Shapiro Show

155,557 Listeners

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

The Way I Heard It with Mike Rowe

41,122 Listeners

THE ED MYLETT SHOW by Ed Mylett | Cumulus Podcast Network

THE ED MYLETT SHOW

14,044 Listeners

The Game with Alex Hormozi by Alex Hormozi

The Game with Alex Hormozi

4,395 Listeners

Shawn Ryan Show by Shawn Ryan

Shawn Ryan Show

43,498 Listeners

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

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

61,138 Listeners

The Elite Recruiter Podcast by Benjamin Mena

The Elite Recruiter Podcast

37 Listeners

The Mel Robbins Podcast by Mel Robbins

The Mel Robbins Podcast

20,131 Listeners

Build with Leila Hormozi by Leila Hormozi

Build with Leila Hormozi

915 Listeners

BigDeal by Codie Sanchez

BigDeal

786 Listeners

Take It Outside with Jay Cutler and Sam Mackey by Outsider

Take It Outside with Jay Cutler and Sam Mackey

33 Listeners