Podcasts about bad hire

In this episode of Crushing Club Marketing, Ed Heil sits down with Jodie Cunningham, owner of Optimus Talent Partners and a certified Predictive Index partner, to explore how behavioral assessments can revolutionize hiring in the private club industry. Drawing on her years of experience, Jodie shares practical insights on building stronger teams, aligning talent with culture, and avoiding costly hiring mistakes. From understanding your club's identity to using data to navigate generational differences, this conversation is packed with strategic takeaways for club leaders who want to elevate their recruitment approach and enhance the member experience. Key Moments: Meet Jodie Cunningham (00:00:00): Ed Heil introduces Jodie Cunningham, owner of Optimus Talent Partners and certified Predictive Index partner, with a background in HR at the Four Seasons and St. Louis Rams, highlighting her expertise in behavioral science and talent strategy. Culture Drives Member Experience (00:04:03): Jodie emphasizes that culture is shaped by the people you hire, making talent selection critical; the Four Seasons' process, where every candidate met the GM, shows how seriously they took cultural fit (00:05:06). What Clubs Often Miss in Team Building (00:06:12): Many clubs lack a strategic HR lead and jump into hiring without first defining their needs, leading to reactive, short-term decisions (00:07:13). Proactive Recruiting Strategies (00:07:13): Jodie encourages clubs to go beyond job postings by branding themselves as employers of choice and building pipelines through schools and networks; recruiting should be a shared responsibility, not just HR's job (00:08:06, 00:08:58). Knowing Your Club's Identity (00:09:52): Clubs must understand their environment—formal or informal—so they can hire people who thrive in that setting, especially if they're going through change (00:10:55). Common Hiring Pitfalls (00:12:50): Reactive hiring, relying on resumes instead of fit, and unconscious bias are all common issues; resumes show where someone has worked, not how well they'll perform (00:14:37). Why Use Assessments (00:15:37): Assessments give insight into how candidates will collaborate, lead, and fit into your team, revealing traits that interviews often miss (00:16:38, 00:17:22). Don't Over-Rely on Assessments (00:18:15): Assessments are helpful tools, but people can flex in roles temporarily; Jodie warns against using them as excuses for underperformance (00:19:17, 00:20:55). Use Assessments Beyond Hiring (00:21:40): Jodie recommends using assessments for onboarding, feedback, conflict resolution, and succession planning to strengthen team communication and performance. When to Use Assessments (00:23:18): Ideally, assessments are used during the application stage, but timing depends on cost and length; even refusal to take one can offer insight (00:24:20, 00:25:07, 00:27:00). Fair, Valid, and Legal (00:27:45): Use scientifically validated assessments and create objective job targets to ensure fairness, reduce bias, and stay compliant. Picking the Right Tool (00:29:32): Clubs should identify their goals, weigh the cost of a bad hire, and evaluate tools based on pricing model, ease of use, length, and available support (00:31:21, 00:32:18, 00:33:08). The Predictive Index (PI) (00:47:48): PI helps clubs align hiring, onboarding, and performance with a common language; it's quick to complete and offers individualized behavioral profiles (00:48:37, 00:49:41). Getting Started with Assessments (00:50:40): Jodie suggests piloting assessments on 3–5 candidates for a key role to test how it fits into your process before a full rollout. The High Cost of a Bad Hire (00:52:14): Poor hires cost more than money—they impact morale and culture; understanding your team and embracing change are key to long-term success (00:53:22). Generational Insight Through Data (00:54:09): Assessments help leaders adapt their style to different generations and better understand their own strengths and gaps (00:55:56). Sharing Assessment Results (00:43:36): While candidate data isn't typically shared, employees can request access; cognitive data should remain confidential, but internal transparency supports stronger teams (00:45:13, 00:46:04).

Hiring the right people is the single most impactful decision a business can make. In this episode, Ralph Burns and Josh Hill break down Tier 11's time-tested hiring system, sharing how to attract, assess, and secure top talent—without wasting hours on the wrong candidates. From leveraging LinkedIn outreach to using automation tools like JazzHR, they reveal how to streamline the hiring process while keeping it personal. Learn why a sniper-like approach to recruiting outperforms traditional job boards, how to use knockout questions to filter applicants, and why discovery calls are essential in evaluating culture fit. Whether you're hiring your first employee or scaling a global team, this episode will help you hire smarter, faster, and more effectively.Chapters:00:00:00 - Kicking Off: Hiring Smarter, Not Harder00:00:56 - Meet Josh Hill: The HR Sniper Behind Tier 11's Hiring Strategy00:02:45 - The Secret to Hiring Right: Why Core Values Matter More Than You Think00:04:02 - Finding Rockstars: The LinkedIn Recruiting Playbook00:06:33 - How to Craft Outreach Messages That Actually Get Responses00:07:46 - The Discovery Call Hack: Filtering Candidates Without Wasting Time00:16:21 - Automating Your Hiring Process: How JazzHR Saves Hours00:26:49 - Stop Wasting Time: How to Eliminate Bias in Hiring00:27:08 - The Must-Ask Questions That Reveal True Experience00:28:20 - AI & Automation: The Hiring Game-Changer You Need00:29:51 - AI vs. Human Judgment: The Future of Recruitment00:30:43 - Why Discovery Calls Are the Make-or-Break Hiring Step00:35:43 - Simulation Tasks: The Ultimate Test for Candidate Success00:42:44 - The Hiring Cheat Code: Using Data to Make the Right Decision00:50:31 - Onboarding Done Right: How to Keep A-Players Once You Find Them00:52:04 - Wrapping Up: Next Steps to Transform Your Hiring ProcessLINKS AND RESOURCES:JazzHREpisode 674: Use This Foolproof Framework to NEVER Make a Bad Hire Ever Again!Episode 663: How to Make Your Present Better by Making Your Future BiggerEmail JoshTier 11 on YouTubeGet Your Marketing Performance Indicators™ Checklist Now!Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on

How can you take steps to actively improve your Quality of Hire? Today, we're revisiting this conversation with Paul Stansik, PE Operating Partner at ParkerGale Capital, to shed a light on this and so much more. Through a four-step framework he's built for effective hiring, Paul shares an absolute masterclass in this episode, detailing everything from how important it is to know what you want, how to source and assess candidates, and how to learn with each and every hire. Throughout our conversation together, Paul emphasizes the importance of being structured and intentional in every step of the hiring process — and then provides actionable, tangible tips on how to do so. We say this every time, but you're REALLY not going to want to miss this one.Chapters:00:00 - Podcast Intro02:35 - Paul Stansik: Insights into the Man Behind the Framework06:40 - Understanding the Shortcomings of Conventional Processes14:10 - Unlocking the Four-Part Framework17:14 - Understanding the Significance of Defining Requirements22:33 - Asking the Right Questions for Extracting Relevant Details39:12 - Strategies for Refining Your Inquiry Techniques42:32 - Techniques for Evaluating Candidate Alignment51:53 -  Incorporating Feedback for Continuous Improvement01:03:27 - Assignments for Real-World Application01:08:08 - Concluding Thoughts and Farewell

Hiring is easy—said no smart business owner ever. In this episode of Perpetual Traffic, Ralph and Lauren sit down with Josh Hill, Tier 11's VP of Employee Success (or whatever his title is this week), to break down the real way to find and keep A+ players. Forget the “gut feel” hiring disasters—you'll get the step-by-step playbook for building a team that actually scales your business. Whether you're looking to offload the 80% that's draining your soul or you just want to stop hiring people who “seemed great” but ended up ghosting you in three months, this episode is your new best friend. Oh, and there may or may not be some good-natured roasting of Josh's Australian pronunciation of "HR."Chapters:00:00:00 - Welcome to Perpetual Traffic00:00:47 - Flashback Files: What You Missed00:01:59 - Enter Josh Hill: The Hiring Architect00:02:46 - Military Precision Meets HR Strategy00:04:23 - Hiring Without Core Values? Good Luck00:07:35 - The Blueprint for Hiring Excellence00:12:19 - The Three Phases You Can't Skip00:16:12 - The Map That Prevents Hiring Chaos00:18:35 - Emotion vs. Logic: The Ultimate Hiring Battle00:21:14 - Employees as Subscribers, Not Just Hires00:22:49 - The Clone Trap: Hiring Yourself Over & Over00:25:33 - Gut Instincts vs. Process: The Hiring Gamble00:28:17 - AI, Automation & The New Hiring Reality00:29:48 - Hiring Regrets: Expensive, Inevitable, Avoidable00:32:46 - Your Best Recruiters Are Already on Payroll00:38:22 - The Job Board Mirage vs. The Headhunting Goldmine00:40:02 - How to Win Over Passive Candidates00:42:30 - Keep This Conversation GoingLINKS AND RESOURCES:Email JoshTier 11 on YouTubeGet Your Marketing Performance Indicators™ Checklist Now!Tier 11 JobsPerpetual Traffic on YouTubeTiereleven.comMongoose MediaPerpetual Traffic SurveyPerpetual Traffic WebsiteFollow Perpetual Traffic on TwitterConnect with Lauren on Instagram and Connect with Ralph on LinkedInThanks so much for joining us this week. Want to subscribe to Perpetual Traffic? Have some feedback you'd like to share? Connect with us on iTunes and leave us a review!Mentioned in this episode:Tier 11 Data Suite AdCritter for Agencies

The Eagles deny the 3peat and obliterate the Chiefs 40-22. The fellas take a look at the game itself as to how the Eagles got the job done, and what went wrong for the Chiefs. We also take a look at how the Eagles got there, and could they be considered one of the best teams of all time? Kellen Moore, Offensive Coordinator for the Eagles, just got named as the Head Coach of the Saints. Good Hire? Bad Hire? Or the Saints remain in cap hell and should just start over. Looking at the Chiefs, how does this blowout loss effect Mahomes' legacy, and furthermore, the legacy of the Chiefs' dynasty? CJ Medeiros, Adam Wright, Chris Costich, and Eagles fan and host of the Squawking Eagles Podcast, talk all of this and more!

Tiffany, Mike and Beau discuss why the Falcons hiring of Jeff Ulbrich as their new defensive coordinator is not a bad hire

HR2 - Falcons making a comfortable hire at DC doesn't mean it's a bad hire In hour two Tiffany, Mike and Beau continued to react to the Atlanta Falcons hiring Jeff Ulbrich as their next Defensive Coordinator, let callers give their take on the Falcons hiring Ulbrich as the team's next DC, recapped and reacted to the Divisional Round of the NFL playoffs, and recapped and reacted to Ohio State beating Notre Dame to win the first ever 12-team College Football Playoff, and their first National Championship in 10 years.

In this My Crazy Office podcast, Kathi and Katherine explore an important question for anyone in management: How much should you invest in a bad hire? They start with a question from a manager who hired a very likeable person who lacks the skills needed for the job. This manager has invested time and money […]

In the second hour, Steve Rosenbloom was joined by Score contributor Hub Arkush to preview the Bears-Packers game Sunday. After that, Rosenbloom expressed his dismay over Bears head coach Matt Eberflus' initial hiring of recently fired offensive coordinator Shane Waldron. Later, Rosenbloom continued to share stories that prove how much the Bears have sucked.

Send us a textWelcome to another Listener Q&A with The Team at HR Stories! Today's episode goes into these questions:How do you effectively advise on not hiring a bad culture-fit candidate?How do you properly navigate legal documentation and onboarding documentation for transgender individuals?How do you work with an employee who is hesitant to come back to work on restrictions after an injury?Are out-of-state workers coded for the corporate office state or their home state for workman's comp?Support the showOur new book...The Ultimate Guide to HR: Checklists Edition is now AVAILABLE! Go to UltimateGuidetoHR.com to Get HR Right: and Avoid Costly Mistakes. Certified and approved for 3 SHRM Recertification Credits.Join the HR Team of One Community on Facebook or visit TeamAtHRstories.com and sign up for emails so you can be the first to know about new things we have coming up.You can also follow us on Instagram and TikTok at @HRstoriesPodcast Don't forget to rate our podcast, it really helps other people find it!Do you have a situation or topic you'd like the team to discuss? Are you interested in having Chuck or John talk to your team or Emcee your event? You can reach the Team at Email@TeamAtHRStories.com for suggestions and inquiries.The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.

Handling Bad Hires: Real-Life Strategies and Lessons LearnedIn this episode, we tackle the anxiety and challenges associated with making a bad hire. Covering topics like identifying poor hires within the first few months, the importance of documentation, leveraging HR resources, and legal advice, the conversation provides actionable steps and corrective measures when dealing with underperforming employees. We delve into approaches for performance reviews, implementing Performance Improvement Plans (PIPs), handling cultural misfits, and the importance of reflective hiring practices. Real-life examples and best practices are discussed to better guide you through creating an effective and efficient hiring process. Tune in to learn how to navigate these tough situations and improve your hiring decision-making skills.The Logistics & Leadership Podcast, powered by Veritas Logistics, redefines logistics and personal growth. Hosted by industry veterans and supply chain leaders Brian Hastings and Justin Maines, it shares their journey from humble beginnings to a $50 million company. Discover invaluable lessons in logistics, mental toughness, and embracing the entrepreneurial spirit. The show delves into personal and professional development, routine, and the power of betting on oneself. From inspiring stories to practical insights, this podcast is a must for aspiring entrepreneurs, logistics professionals, and anyone seeking to push limits and achieve success.Timestamps:(00:00) - Dealing with a Bad Hire: Recognizing the Problem(00:44) - Approaching the Issue: Documentation and Legal Advice(02:06) - Addressing Performance Issues: Setting Expectations(04:33) - Handling Cultural Misfits: Balancing Performance and Culture(07:06) - The Importance of Referrals: Managing Recommendations(09:06) - Learning from Mistakes: Reflecting on Hiring Decisions(12:18) - Conclusion: Hiring Smart for a Better FutureConnect with us!▶️ Website | LinkedIn | Brian's LinkedIn | Justin's LinkedInFollow The Logistics & Leadership Podcast on:▶️ Spotify | Apple | YouTube

"The Right to Disconnect: How Australia's New Law is Changing Small Business Forever" Australia's controversial ‘Right to Disconnect' law is causing ripples across the business community, especially for small businesses. Learn how this new policy could mean a $20,000 fine if employees refuse after-hours communication, and why some think it's a step towards chaos. With insights from entrepreneurs navigating this minefield, we explore whether this law is protecting workers or crippling productivity. "AI vs. Humans: Sabri Suby's Bold Experiment with AI Copywriting at King Kong" Can AI outperform seasoned marketers? Sabri Suby from King Kong agency puts it to the test, pitting ChatGPT against his top copywriters. Dive into this eye-opening experiment that challenges the future of marketing jobs and reveals whether AI tools can really double your ROAS in 30 days. Watch as Sabri shares the results and launches his latest AI-powered software that promises to change the game for digital marketing. "Fair Work in Australia: Protecting Rights or Stifling Business Growth?" Fair Work Australia's new policies are under fire, with claims that they're being weaponized against employers. From offshore contractors in New Zealand filing unfair dismissal claims in Australia to new regulations that complicate hiring, the Unemployable team delves into how these laws are impacting business operations and why they might be pushing entrepreneurs out of the country. Get the full story on the unintended consequences of labor policies. "Unlocking Amazon Profits: How One Bad Hire Cost a Business 50% in Profits" Could one wrong hire tank your business? In this episode, the Unemployable podcast explores how a series of poor decisions in PPC strategy led to a 50% drop in profits for an Amazon-based brand. Learn how they turned it around by hiring a new PPC agency, re-strategizing, and clawing back profitability with a 45% increase in net profit month on month. Whether you're running an e-commerce store or thinking about Amazon, these lessons are gold! #UnemployablePodcast #Entrepreneurship #SmallBusinessChallenges #AustraliaBusiness #RightToDisconnect #WorkLifeBalance #SmallBusinessOwner #BusinessGrowth #AIInnovation #ArtificialIntelligence #AIFuture #SabriSuby #KingKongAgency #DigitalMarketing #Ecommerce #StartupSuccess #AmazonFBA #AmazonSellers #AustralianEntrepreneurs

Podcast Show Notes – Episode 179 | 06.04.2024 Episode Title: The Real Cost of a Bad Hire   Episode summary introduction: In this episode, Sean Barnes delves into the cost of a bad hire, the aftermath of removing a toxic employee, and strategies for recognizing and addressing such situations. He discusses the importance of a strong recruitment filter, team involvement in interviews, effective onboarding, and aligning teams with the company's mission, vision, and goals.   Key Moments 0:00 - Introduction and the cost of a bad hire 2:01 - Recognizing a bad hire and taking action 4:08 - The cost of a bad hire in senior level roles 7:34 - The aftermath of removing a toxic employee 10:17 - Setting a strong filter during recruitment 13:42 - Allowing the team to interview the candidate 15:22 - The importance of a solid onboarding process 17:04 - Addressing red flags early with new hires 18:57 - Aligning your team with your mission, vision, and goals 20:05 - Connect with Sean Barnes and The Way of the Wolf 20:28 - Encouragement to subscribe and leave a review   Host: Sean Barnes Website: https://www.wsssolutions.com/ LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wsssolutions/ https://www.linkedin.com/company/thewayofthewolf/ YouTube: youtube.thewayofthewolf.com Twitter: https://twitter.com/the_seanbarnes Instagram: https://www.instagram.com/the_seanbarnes https://www.instagram.com/the_wayofthewolf TikTok: https://www.tiktok.com/@the_seanbarnes Email: Sean@thewayofthewolf.com Audible: https://www.audible.com/pd/The-Way-of-the-Wolf-Podcast/B08JJNXJ6C Spotify: https://open.spotify.com/show/2BTGdO25Vop3GTpGCY8Y8E?si=ea91c1ef6dd14f15

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What's easier to find, a unicorn or a rock star contractor? If you asked most value-add real estate investors, the answer would be obvious: “Unicorns, of course.” We all know the inherent value contractors bring to any real estate investment. A great contractor can help you reduce costs on renovations, save money on holding costs with quick turnarounds, and manage the project with limited guidance. The end result, of course, is a beautifully renovated property that gets finished on time and brings in a big payday. Learn more about your ad choices. Visit megaphone.fm/adchoices

You can't afford to make a bad hire — but how can you take steps to actively avoid doing so? This conversation with Paul Stansik, PE Operating Partner at ParkerGale Capital, will shed a light on this and so much more. Through a four-step framework he's built for effective hiring, Paul shares an absolute masterclass in this episode, detailing everything from how important it is to know what you want, how to source and assess candidates, and how to learn with each and every hire. Throughout our conversation together, Paul emphasizes the importance of being structured and intentional in every step of the hiring process — and then provides actionable, tangible tips on how to do so. We say this every time, but you're REALLY not going to want to miss this one.

The age-old question: Who's responsible for a bad hire? In this unfiltered episode, Join us, Brianna Rooney and Taylor Bradley, as we share our raw perspectives on the complexities of modern recruitment. From assessing candidate fit to navigating hiring manager expectations, we leave no stone unturned. So, what's your take on bad hires? Is it all on the recruiter, or is there more to the story? Jump into the debate with us in the comments below, and don't forget to subscribe for weekly episodes filled with real talk and actionable insights on all things recruitment. Let's chat! 

The Wildcats hired a former player who has never won an NCAA Tournament game after coaching for a few years with the BYU Cougars. SUPPORT OUR SPONSORS The Dave Hooker Show. Represented by Banks and Jones. Tennessee's Trial Attorneys. Play to win. banksjones.com. Why Banks and Jones? Other lawyers say they'll go to trial. They won't. They'll settle. And settle for less. Banks and Jones is ready to go to trial for you. Truly Tennessee's trial attorneys. Why settle? Banks and Jones, led by T. Scott Jones. https://www.banksjones.com/ Apex Apparel Group Design Call to action - 15% off your first order Apex Apparel, but they do so much more. A one-stop shop for all brand supply products. Not just clothes. Design. Brand. Market. Your Way! Unique products to promote your business with unparalleled customer service. A full-on brand supply company. Logo Design. Layouts. Signage. Promo Products. Screen Printing. Embroidery. Headquartered out of Knoxville but are national dealer. A one-stop shop for ALL products. Giveaways or uniforms needed for your business? Spirit wear for a school or group needed? Apex Apparel. Go to the website https://Orderapexapparel.com/ Call Tyler! (865)-919-3001 BetUS is your college basketball betting home. Get 125-percent bonus on your first three deposits. Plus 10-percent gambler's insurance. https://bit.ly/OffTheHook125SU3X Boundless Moving From our 2 hour Minimum to Turn Key Operations - We have You Covered! Brainerd Golf Course and Brown Acres Golf Course Golf Chattanooga's best public courses. Tee times available! Just click below. https://secure.east.prophetservices.c... Chattanooga Mortgage Congratulations! Your home search just got easier. Buying a home in Chattanooga has never been easier with Chattanooga Mortgage. https://chattmortgage.com/ City Heating and Air 50 years in East Tennessee. Integrity Matters! Don't trust a fly-by night HVAC company to tell you that you need a new unti that could cost thousands or more. http://www.cityheatandair.com Don Self - State Farm CUSTOMER SERVICE STILL MATTERS! For forty years, they have built their business on taking care of their customers. In the greater Chattanooga area. Call (423)396-2126 or go to http://www.donself.net Dynasty Pools and Spas Imagine having the best spas - made right here in the USA - in your backyard. Well, they're here! Now open, Dynasty Pools and Spas has their brand new showroom open in Athens with the best hot tubs and spas on the market. Delivery? Yes, they can do that. Complete support, spa cover and chemicals to keep your spa bubbling at it's best. That's Dynasty Pools and Spas. http://www.dynastypoolsandspas.com Hemp House The premier hemp dispensary online with a wide variety, great selection and strict standards to ensure you only receive the best in CBD or Delta products. https://hemphousechatt.com/ Use promo code "HOOKED" for 10-percent off. Quality Tire Pro The Eberle family has been serving Chattanooga community since 1957. All major brands of tires. Full Service Automotive. Brake, Alignments, Oil Changes and more. All work is covered by a nationwide warranty! Cherokee Blvd or online at qualitytirepros.com. Say OTH said “Hey Bo!” Ray Varner Ford Local you Trust. Innovation you can afford. http://www.rayvarnerford.com Rick Terry Jewelry Designs We want to be your Jeweler! Looking for affordable game-day jewelry. How about the fire opals? A Tennessee tradition. https://rickterryjewelry.com/ Sports Treasures Carrying Over 5-million Sports Treasures….and so much more! Follow on Facebook for the best sports memorabilia. Daily updates! / sportstreasurestn Tri-Star Hats For the latest in Tri-Star Hats, go to the orginal. Hats, apparel and more!!! http://www.tristarhatsco.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest edition of Omni Talk's Retail Fast Five live from Manifest: The Future Of Logistics Conference and sponsored by the A&M Consumer and Retail Group, Avalara, Wiliot, TGW-Logistics and Sezzle Chris Walton and Anne Mezzenga discuss: If Zac Posen Is A Good Or Bad hire For The GAP? For the full episode head here: https://youtu.be/nLwypI0f9wg

We're back with the fourth episode of our US podcast as we sit down with Ayman Al-Abdullah, former CEO of AppSumo who currently helps CEOs scale their businesses from 7 to 9 figures.Join us as Ayman unpacks his journey with AppSumo, highlighting the tactics that skyrocketed the company's revenue from $3M to a remarkable $80M.Learn how to build a $100M business as Ayman breaks down the process into clear and actionable steps. We'll walk through the startup phase, where your big idea begins. Next, we scale up, putting together a great team to reach that $100M goal. Finally, we explore the ins and outs of what it takes to not just scale your business to $100M but sustain your business at that level.Whether you're a new entrepreneur or having thoughts of scaling up your existing business, this episode offers a structured approach on how to build a 9 figure business effectively.Remember to rate us on Apple Podcasts and Spotify to support our mission of bringing more incredible stories like Ayman's to you!Ayman's Socials:LinkedIn: https://www.linkedin.com/in/aalab003/Instagram: https://www.instagram.com/aymanisloading/?hl=enMy Socials:Instagram: https://bit.ly/3LFbEgELinkedIn: https://bit.ly/3FCS3JATwitter: https://bit.ly/3ExJ26Z⏺️ Voics: https://www.voics.co/

Listen as we examine how refusing to let go of a bad team member can negatively impact both you and your business. 

Zack Meisel on the Guardians' hiring of Stephen Vogt as their next manager. Thoughts on what Vogt could bring to the table. How much power does the front office need to give Vogt. What went into the hiring?

EPISODE 300: What if there's one simple document that would tell you everything you need to know about hiring and retaining new employees? What if that same document would help increase your new hire retention by 82% and productivity by 70%?  In this week's episode, I'll share a webinar replay I did recently. Here, you'll learn the five secrets of hiring and retaining the right employees. We'll uncover the three foundational pieces missing in most construction businesses, how these sabotage your hiring process, why your job descriptions could set up your new hires to fail, and what you can do instead. Plus, download a FREE copy of our onboarding guide and learn how you can apply it to your construction business so you'd never have a bad hire again. (Link is in the additional resources section below.)  Let's dive in!   Key Takeaways: Introduction (00:00) The onboarding roadmap (06:30) Pretend that you're from Missouri (13:05) The Big Five concept (18:47) Outcomes of a well-designed Big Five (26:03) Get over your fears (29:21) Fix your missing foundations (36:24) Quick recap (45:58) Action plan (46:42) Episode wrap-up (49:42)   Additional Resources: - Download the FREE onboarding guide HERE - Join the FREE Get Paid for Estimates Masterclass HERE - Hear our clients' success stories HERE  - Book a FREE call with our team HERE - Visit Construction Leading Edge for more HERE -- The Construction Leading Edge Podcast helps construction business owners maximize their revenue, eliminate chaos, systematize their work, and win back their time. Follow us on your favorite podcasting platform so you never miss an episode!  

Looking for recruitment tips? Tanya Abbey is the CEO of Recruitcorp, a recruitment expert, and a career mentor. In this episode, Tanya shares her knowledge of 15 years of experience in the recruiting world, the importance of being honest both as a recruiter and a candidate, and her tips for a successful job interview (Spoiler alert: Don't bring your bird).

Shawn Karol Sandy joins the SaasHoles Revenue Operations Podcast to discuss when is the right time is to terminate a mishire or a bad hire. Other Topics Discussed: Ride the horses feed the lions and eliminate the dogs, Performance management, Growth Mindset, Business Communication, What is Organizational Gravity? Mistakes in Sales Structure, Prequalify leads, FITFO, All Data Sucks Shawn Karol Sandy is the Chief Revenue Officer of The Selling Agency (and all around NOT boring gal) Unconventional times call for unconventional people. Extraordinary results require not only extraordinary effort but more importantly, extraordinary insight, strategy, planning, and execution. Shawn delivers a truly unique perspective having earned many titles: Market Director, Sales Manager, Operations Manager, Production Manager, Marketing Director, Development Director, Business Manager, Entrepreneur . . . She has conquered, redefined, and re-engineered these roles in multiple organizations – big, small, independent, non-profit – and in multiple industries – Media, Retail, Higher Education, and Corporate Real Estate. Her business, The Selling Agency, uses these experiences to create strong sales programs focused on Organization Selling and strategies that focus on the goal of every business – revenue growth. Straightforward, practical, and perhaps more than slightly cheeky, her innate gift is helping people find new ways to solve old problems, unique ways to approach new problems, and helping businesses re-invent themselves and their sales strategies. With Bold and Brave thought leadership and Clear Action Plans, her impact on business is Measurable and Meaningful and will lead your sales revolution to growth and revenue goals. With over 15 years of changing the game and leading the pack, here are some of the dynamic applications Shawn has brought to the businesses she has touched: Created the “4 Building Blocks of a Selling Organization” Developed “Organizational Gravity” – method of building competitive businesses Innovative Approach to Reverse Engineer Sales and Marketing Relationships High Impact Prospect and Client Target Methodology Set NEW standards for Thought Leadership and Organizational Experiences Implement New, Leaner Strategies to Efficiently Service Clients and Produce Deliverables Coach the Brand Voice that is Strong, Differentiating and Penetrating and can be heard from each and every employee in the organization. --- Send in a voice message: https://podcasters.spotify.com/pod/show/saasholes/message Support this podcast: https://podcasters.spotify.com/pod/show/saasholes/support

So, you won an election and are officially a Member of Parliament. Now what? This episode, former MPs take us inside their very first days on Parliament Hill. What does an MP do in an average week? Where do they go? And as they settle into their new jobs, are they being set up to serve Canadians well? THIS EPISODE FEATURES: Celina Caesar-Chavannes, Liberal, Whitby, (2015-2019); Independent, Whitby, (2019)Kennedy Stewart, NDP, Burnaby South, (2011-2018)Hon. Catherine McKenna, Liberal, Ottawa Centre, (2015-2021)Robert-Falcon Ouellette, Liberal, Winnipeg Centre, (2015-2019Adam Vaughan, Liberal, Spadina-Fort York, (2014-2021)Matt DeCourcey, Liberal, Fredericton, (2015-2019)James Cumming, Conservative, (2019-2021)Romeo Saganash, NDP, Abitibi-Baie James-Nunavik-Eeyou, (2011-2019) - Interviews for Humans of the House were conducted in the summer of 2022 and the show was launched in March 2023. In August 2023 Romeo Saganash was charged with sexual assault. We will update when the court case is complete.RESOURCES FOR THIS EPISODE: View our episode page at https://www.samaracentre.ca/articles/hoth-episode-2/ Learn more about how new Members find their feet with this fact sheet from the 44th Parliament.Learn more about onboarding and retention: The True Cost of a Bad Hire.On motions and the legislative process: The process of debate The legislative process in Parliament.More on a typical sitting day in the House of Commons.Follow us on Instagram and Twitter @TheSamaraCentre and on Facebook at the Samara Centre for Democracy for updates. Join the conversation using #HumansOfTheHouse.This podcast is part of the Samara Centre for Democracy's MP Exit Interview Project. This episode features audio clips from Global News and The Canadian Press. This series is produced by Media Girlfriends for the Samara Centre for Democracy.Visit our website to learn more about how the Samara Centre for Democracy is working to secure a resilient democracy, and consider supporting our work with a donation. Humans of the House is funded by the Government of Canada and Rosamond Ivey. Hosted on Acast. See acast.com/privacy for more information.

We talk both bad hires using the example of Gabby Star

This Month In Sales Enablement is your monthly wrap-up of the fast-evolving Sales Enablement space and its global community.Your hosts Felix Krueger and Devon McDermott will dial in LIVE from Sydney and Los Angeles to share with you analysis and opinion.InsightsSKO Season Alignment is one of the biggest opportunities that come with sales kick-offs (SKOs)Don't forget to share information prior to the event to make sure attendees are engaged and get the most out of the experienceReinforcement after the event is crucial to ensure value isn't lost (just like in the context of training!) Prioritize content quality over content quantity Great speakers are the most cost-effective way to ensure an engaging SKO with little or no budget (leverage internal rock stars, your network, and the networks of senior leaders to source speakers) Consider asking attendees to record videos prior to the event or workshop content live during the event to add a new engagement dimensionWhat are your tips for creating engaging SKO experiences on a budget? Let us know in the comments below!Enablement "Gurus" The loudest voice with the most likes and comments isn't always the one with the most expertise Use curated content formats (e.g. podcasts, books, keynotes) as an "expertise filter" to determine who to follow Look for data-backed insights to ensure advice isn't just based on opinion Experience and track records are two of the key expertise indicators to consider when evaluating adviceJobsAre you looking for an Enablement job? Check out the the latest Sales Enablement job board (brought to you by Steffaney Zohrabyan) or add yourself to the Enablement Squad Talent Directory.Are you a hiring manager looking for great talent? Message Steffaney Zohrabyan to add your job to her job board or check the Enablement Squad Talent Directory.ArticlesFalse Traits of Leadership Potential (Fast Company)Should You Fire a Bad Hire? (HBR Ascend on Instagram)BooksThe First 90 Days, Updated and Expanded: Proven Strategies for Getting Up to Speed Faster and Smarter by Michael Watkins"Whether you're starting a new job, being promoted from within, embarking on an overseas assignment, or being tapped as CEO, how you manage your transition will determine whether you succeed or fail. Use this book as your trusted guide." - Amazon Devon's rating: ⭐⭐⭐⭐⭐The Effortless Experience: Conquering the New Battleground for Customer Loyalty by Matthew Dixon, Nick Toman, and Rick DeLisi"The Effortless Experience takes readers on...

Too many small business owners let emotions drive their hiring decisions. Yes - even if you don't identify as emotional, you are still at risk of letting your emotions control the process! Learn how emotions-based hiring can impact your business. 

Join the #HRevolution as we welcome Ashwini U S, People Analytics/Workforce Strategy Expert. Ashwini joins to discuss her unique journey from a career in engineering to building out a large and impactful People Analytics organization.  In our conversation, Ashwini shares how to build trust, gain credibility, and shape relationships with business leaders by asking the right questions to understand what is most important to them.  It is through this personalized approach that Ashwini has been able to then demonstrate the true power of people data at organizations like Uber and Beat. Once we understand what motivates leadership and managers, but also what they prioritize we can evolve our approach to best serve the business and the individuals that make up the company.  In this episode, we discuss: -The importance of helping leaders envision success through workforce analytics -Establishing relationships with HR Business Partners by understanding what problems they are trying to solve - How to “break the myths” in Human Resources through the use of data science - The misconceptions of job hopping - Moving from reactive to proactive modeling

Here's a statistic that might make you wince—Close to half of all new hires fail within 18 months of getting hired…meaning they either have to be disciplined or terminated. Despite a company's best efforts in recruiting and vetting job candidates, it's still possible to make a bad hire. Everybody seems to be hiring right now, but how can companies avoid the setback of a bad hire? After all, it's costly for companies to go through the process of hiring the CORRECT candidate, but it's even MORE costly when they hire WRONG. In our most recent episode of TSWF, Tim and Brett discuss 10 signs your company has made a bad hire. These signs may be obvious or less notable, but if your new employee displays any of them, it needs to be addressed as soon as possible. Even IF these indicators are present in some of your new hires, not all sickness leads to death! Good coaching and communication can remedy the situation.

Do you find yourself abandoning your best hiring practices? Is the current hiring market driving you to hire too fast? Tune in to this week's episode where Scott & Vince share stories and offer tips on how best to deal with the Bad Hire. Whether it is s today's economic and employment environment that is pushing you to rush your hiring process, or something else—How do you deal with when you get the wrong person into the position right now because you couldn't follow the old adage and "hire slow?" Our hosts will discuss this, offer recommendations and also dive in on the ramifications of not following your own best practices when it comes to hiring. About our Hosts: To learn more about Scott De Long, Ph.D., and Vince Moiso, MBA, please visit theceopodcast.net. If you have questions, comments, or to make topic suggestions for future episodes, please contact them at scottandvince@gmail.com. Resources: Executive Leadership (Free) Webinar Leadership for the Front-Line Manager (Free) Webinar Courses

According to the U.S. Department of Labor's estimates, a bad hire costs a company at least ⅓ of that individual's salary. That's a lot of money out the window. So how can you save yourself the cash and make sure you are only hiring the right people? In today's episode of the #OneStepBetter Podcast, Matt and Greg discuss the damaging effects that a bad hire has on your whole team, as well as several practices to implement in your hiring process to ensure you get the right people in the door. #business #smallbusiness #leadership #success #grow #growth #education #podcast #businesspodcast #advice #badhire #retention #hiring #revenue #bottomlin

Guest: Phil Sharkey - The Hire Authority Interviewer: Nathan Gobes - Radio Entrepreneurs The post “The Cost Of A Bad Hire” with Phil Sharkey of The Hire Authority appeared first on Radio Entrepreneurs.

Welcome to the Evolvepreneur Podcast Show, where we talk to experienced entrepreneurs to get some great ideas about how you can grow your business. My very special guest today is Daniel Tolson. Daniel Tolson is a successful business coach and is regarded as Asia's #1 business coach specializing in Emotional Intelligence and a former Australian Champion Athlete. He co-leads a team of more than 17,000 Cabin Crew and currently serves as a consultant to more than 17,500 business people globally. With more than 6,500 case studies into the science of Emotional Intelligence, he is considered as one of the worlds' leading business coaches specializing in emotional intelligence. He shows people how to become successful by providing scientific and evidence-based methods on how to catapult your influence, accelerate your impact and unleash new income levels.

Keith opens up his Monday show by giving his thoughts on the NFL hiring process as we enter week two of this process. Keith also shares his opinions on why Lovie Smith was a bad hire for the Texans. 

At your level, you require an efficient and effective support system. Anyone can look nice on paper, present, and speak well during an interview, but it is the potential that they have to truly serve as your right hand that you want to identify before actually hiring them. In the last episode, I posed several introspective questions to help you identify whether you were really ready for an exceptional executive assistant. I'm using the term executive assistant, but these requirements are helpful for any support staff member regardless of their title. https://anitacharlot.com/podcast/ready-for-an-exceptional-ea/ (If you haven't listened to that episode, click here to listen now.) It will save you a lot of headaches in your search and provide you with questions that will help you identify on your own what you need to do as an executive to prepare and what you need to look for in your executive assistant. The connection you have with the person who will support you should be looked at in the same light as if you were looking for a serious relationship. You should be clear on your needs and wants and have a good idea of what that person looks, sounds, and feels like, energetically of course. This episode will share how I helped heal the relationship between a CTO client and her executive assistant. While each person, industry, and position may be different, the relationship between you and your support system is still the same that have a serious relationship. See you inside the episode. What You'll Learn: How to identify what YOU really need in an assistant What a bad hire will cost you financially, mentally, etc. Skills that we teach in army training that are desirable qualities in support roles How to get a clear understanding before seeking to hire or possibly firing an EA Featured on the Show: https://www.northwestern.edu/hr/about/news/february-2019/the-cost-of-a-bad-hire.html (The Cost of a Bad Hire ): Northwestern's study into why it's so important to hire correctly on your first try Take the free video training http://bit.ly/canhehandleyourgrind (Can He Handle Your Grind?) and learn more about your relationship habits than you thought possible in an hour! https://anitacharlot.com/services/ (Learn more about how you can work directly with Anita) Love the show? Leave a review of the show in https://podcasts.apple.com/us/podcast/the-happy-executive-woman-podcast/id1575829025 (Apple Podcasts (click the link to find out how)). https://www.instagram.com/anitacharlot (Follow me on Instagram!) Find me on https://www.facebook.com/anita.charlot (Facebook)!

In this week's Failure Friday segment, we hear from the founder of a consulting training firm. As his business grew, he went against his intuition and hired an overseas virtual assistant. Unfortunately, this new employee created more problems than they solved. Show notes: SideHustleSchool.com Email: team@sidehustleschool.com Be on the show: SideHustleSchool.com/questions Connect on Twitter: @chrisguillebeau Connect on Instagram: @193countries Visit Chris's main site: ChrisGuillebeau.com If you're enjoying the show, please pass it along! It's free and has been published every single day since January 1, 2017. We're also very grateful for your five-star ratings—it shows that people are listening and looking forward to new episodes.

When it comes to attracting candidates to your business, you don't want to be stuck with only one option. Although a quick hiring decision can have short term benefits, the cost of bad hires will ultimately hurt your business. When it comes to choices, when you only have one, you have none. This is also true in the context of cave diving. My friend, a cave diver, goes hundreds of feet below the surface of the water, through caves that are multiple kilometres long. When you're down there, you don't want to rely on a single flashlight. No. You want to have multiples of your critical equipment. That's because people put themselves in danger when they don't have choices. An example of this is when someone is growing their business. They're really busy, and they feel that they don't have time to implement an effective process for attracting candidates. They don't take the time to avoid the cost of bad hires.When someone shows up who has some of the necessary skills, they get hired. Then they often turn out to be not ideal and have to be let go. This wastes time, money, and energy.  When there's pressure to get a role filled, the tendency is to leap into action. I also see this when it comes to succession. In this situation, create a deal team of professionals who will make sure your business is in great shape and can bring you more buyers.Don't get stuck with the cost of bad hires just because there's an immediate need. If you create an effective process for attracting candidates, you'll be sure to always have options.Send me a request to connect on Linked InWatch the video of each podcast on our YouTube ChannelWatch this episode on our YouTube Channel To schedule a discovery call, visit our website or email mehttps://www.kaizenperformance.com

Making bad hires is a common issue among top business leaders and at all organization levels.  Learn the key reason this happens—and how you can help this not happen in your company.

One bad hire can cost you thousands! Who has money to throw away? The type of growth you are hoping to see in your business requires good help. Guess what? You can't afford even one bad hire! In this week's episode I share the many costs, both direct and indirect, that are associated with making a bad hire. I'm laying it all out and also providing tips and strategies to help you identify and hopefully avoid making one. Here are some of the things I discuss: What makes a "bad hire" (2:53) What factors go into the cost of a bad hire? (4:11) The impact of a bad hire on your brand (7:14) Reasons why leaders make bad hires (11:28) A real-life story of a bad hire (26:26) If any of this is hard to hear, just press through. And if you have questions, need to talk and strategize or get a hiring plan together so you start off the right way, I'm here for you. Email: hello@krystalspeed.com IG: @yourhrstrategist LinkedIn: www.linkedin.com/in/krystalspeed Oh, and don't forget to subscribe/follow the podcast so you don't miss any of this good knowledge that is dropped weekly. It quite possibly can mean the difference between hiring a unicorn or a donkey

Join me and Murphy Fraser as we discuss that a bad hire is not always the fault of the person being hired.

Sean: I'm going to stem from what you were saying earlier, when you mentioned you trained people to already do the work for you. A lot of people miss this out, especially startup entrepreneurs when we're juggling a lot of things. And we're so phased with the stuff that we have to learn and the stuff that we have to do, and a lot of entrepreneurs want to do it themselves because they have no idea how to train and delegate properly. A lot of people try, but find out too soon that they'd rather do it themselves because the people they delegated it to kind of burn down the job. What are some of the secrets or strategies or tactics that you have when you want to turn over some of the things that you do on a daily basis to someone else? What are some of those principles? Charlie: I think there's two. So first, you need to know how to do it. So before I started teaching someone how to do the fulfillment on my side business of selling supplements, I did it and I did it for months and I did all of the jobs that were associated with it. So then I can teach the right person. And then that's the second thing I would tell the entrepreneur. Yes, you want to try to find the right person and the right personality fit who can do the job, but really whoever you hire is only going to be as good as you can train them. I would say that, just do it. You're going to make a mistake. You're not going to hire the right person and that's fine. You start over and you do it again. But the more times you do it, the easier it becomes. I've had three or four assistants working for me. And the one I have now is is unbelievable. She's fantastic. But I learned that through the first couple that I hired and realizing that they were all great. It was me that was the problem. And I wasn't a good trainer or I wasn't giving them the right information or I wasn't spending the time with them. So before you can truly reap the benefits of outsourcing your life. Really you, you need to either do it yourself and figure out how to do it, and then you need to train the right person. And then I say, right person, but just do it, you know. As long as you look to hire someone that has really the same moral principles as you, they understand the difference between right and wrong, 90% of the time they're going to be just fine. And there are that small fraction of people that, oh, you just, you hired the wrong person, you made a mistake, they took the farm from you. That's going to happen. And if you live your life in fear of that happening, then you're never going to get to the place where I am right now. Which is in a pretty good spot where it outsourced a lot of things and I can get a lot of things done because it's not me doing that. Yes. I have the knowledge to do everything that I have outsource people to do. But if all that fell by the wayside and I would have to pick up the pieces, and that is something that you need to think about and hedge against. I already understand, I know how to do everything. It's just not going to get done as quickly. And that's totally fine, you know, because we are the - we're in charge. So if things did fall and you have to pick up all the pieces yourself, great. Do it, put it all back together, wake up tomorrow, do it again, and understand that if you keep going through that process, you're going to be fine in the end. Youtube: https://www.youtube.com/leadershipstack Join our community and ask questions here: from.sean.si/discord Facebook: https://www.facebook.com/leadershipstack

:40- The guys start this hour by talking about the Washington Wizards hiring Wes Unseld Jr as the new Head Coach.  15:45- Opening up the phone lines to see what people think about the hiring of Wes Unseld Jr.  28:30- It's 8:45 which means it's time for "QB Quarter Of" as we give updates on QB's around the league.  See omnystudio.com/listener for privacy information.

The Greatest Generation is now regularly streaming on Twitch.Support the production of The Greatest Generation.Friends of DeSoto for Democracy.Friends of DeSoto for Justice.Follow The Game of Buttholes: The Will of the Caretaker!Music by Adam Ragusea & Dark MateriaFollow The Greatest Generation on Twitter, and discuss the show using the hashtag #GreatestGen!Facebook group | Subreddit | Discord | WikiSign up for our mailing list! 

Too often, new employees hired with high expectations struggle, fail and “flame out” within the first two years, almost always leading someone to suggest “that was a bad hire!”. But when it comes to fixing the root of new-hire turnover in your organization, hindsight isn't always 20/20. As the CEO, when can you accept that it WAS a bad hire, and when should you demand a harder look in the organizational mirror? Tune in to this episode of The Frustrated CEO to find out!

In this third instalment of Human Capital Group's three-part series of interviews two former regional chairs and leaders within the SME and Plc housebuilding market, Andy Beasley and Darren Humphries, continue to explore the potential implications of a bad hire on your business. This episode focuses on the roles of sales and finance directors. Together with Human Capital Group MD Gerard Ball the pair analyse the critical aspects of interviewing and appointing the right candidates for leadership positions, the strategic and financial value that each role brings to a business and just what impact the wrong hire can bring about. All podcasts and webinars are available to view on www.hc-group.co.uk.

You don’t really think that I have gotten to this level of success without a few bumps in the road did you? It’s all part of the learning curve...but good news for you and especially for my client’s is that I am here to tell you what to watch out for and how to avoid costly mistakes like a BAD HIRE! Hiring the wrong person can literally cost you HUNDREDS of THOUSANDS of dollars. BUT hiring the RIGHT person will bring you more money, more freedom and help you make a bigger impact on the world while leaving a legacy that will carry on for generations. Today I want to share my experience on this and what you can do to avoid the same mistakes I made. 

This is the second instalment in a three-part series of interviews in which two former regional chairs and leaders within the SME and Plc housebuilding market, Andy Beasley and Darren Humphries, explore the true cost of a bad hire. This episode focuses on the roles of commercial and technical director. Together with Human Capital Group managing director Gerard Ball, the pair analyse the critical aspects of interviewing and appointing the right candidates for leadership positions, the strategic and financial value that each role brings to a business and just what impact the wrong hire can bring about. All podcasts and webinars are available to view on www.hc-group.co.uk.

It’s not easy to admit you were wrong, but this one I know you’ll be able to learn from. When something fails in your business, it always comes down to leadership. But what’s most important is that we learn from it. #somuchlearned

The first in a three-part series of interviews exploring the cost of a bad hire, this episode focuses on the roles of managing director, land and construction directors. Former Bellway regional chairman, Andy Beasley and ex-Rectory Homes CEO and divisional MD at McCarthy & Stone Darren Humphries, join Human Capital Group MD Gerard Ball for this mini-series, in which they unpick the critical aspects of interviewing and appointing the right candidates for leadership positions, the strategic and financial value that each role brings to a business and just what impact the wrong hire can bring about. Throughout these three interviews, which were recorded as a webinar series, the panel covers the full range of directorial roles. Episode two covers commercial and technical director, while episode three looks at the roles of sales and finance directors. All podcasts and webinars are available to view on www.hc-group.co.uk.

Today I’m sharing a real-life firing story stripped from the headlines that backfired so badly, the brand is still recovering. I’m also on a mission to inspire you to do all the right things in order to treat your team member well and not lose brand loyalty when you terminate a team member.  Register for the FREE LIVE WORKSHOP in April: How to Turn Team Performance Around   Book your last chance for a strategy session with Shelli Check out our NEW digital course Your Next Best Hire Work with Shelli: Apply for 1:1 Coaching with Shelli Connect with Shelli:  Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter  Stacking Your Team Episodes Mentioned: Episode 22: Preparing to fire a team member Episode 127: How to Recover from a Bad Hire or Fire Episode 149: Diagnosing Team Issues Other Links Mentioned: Business Wars Daily Podcast: Sherwin Williams Fires TikTok Team Member  Work with Us: Leadership Lab Six Figures Lab This podcast was first published on BizChix.com/syt-151. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

On today's episode, I’m cracking open the mystery of how the foundation of success starts within those magical first 90 days of taking on new responsibilities.  Tune in and find out why this mile marker is so critical for both you and your candidate. Book your last chance for a strategy session with Shelli Join the waitlist to get first access to Your Next Best Hire Work with Shelli: Apply for 1:1 Coaching with Shelli Learn more about working with Natalie or Shelli in a Strategy Session Connect with Shelli:  Instagram Linkedin Subscribe to the Stacking Your Team Newsletter  Stacking Your Team Episodes Mentioned: Episode 127: How to Recover from a Bad Hire or Fire Episode 144: Why You Should Always Be Hiring Work with Us: Programs Overview One:One Coaching Leadership Lab Six Figures Lab This podcast was first published on BizChix.com/syt-147. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

Joining Gordon on this week's podcast is Dom Waters, Owner of Paul Waters the licensee in the UK for the SPQ Sales Tool. Dom and Gordon go over one of the biggest frustrations facing recruitment business leaders - bringing the right talent into their business. They talk about what SPQ does, how it works and how it helps your business look at the inner drive and capability of potential staff, and saves recruitment business leaders money avoiding the poor hire! Enjoy. Want to know more about The Recruitment Network? Visit therecruitmentnetwork.com

Today let's answer the big question: "Why do I feel so overwhelmed just thinking about hiring?" Feeling scared about hiring is a common struggle which keeps many people still and stuck in overwhelm.  Let’s uncover what’s triggering the fear so you can thoughtfully break through it.  Join the waitlist to get first access to Your Next Best Hire Connect with Shelli:  Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter  Stacking Your Team Episodes Mentioned: Episode 142: Hiring is a Project Episode 141: The team that got you HERE, may not be the team that gets you THERE Episode 127: How to Recover from a Bad Hire or Fire BizChix Episodes Mentioned: Episode 445: Everyone’s a Mess Work with Us: Programs Overview One:One Coaching Leadership Lab Six Figures Lab This podcast was first published on BizChix.com/syt-143. Listen to our sister podcast, BizChix, on your app or at BizChix.com. 

Avoiding Bad Hires in Your BusinessThe DISCy Chicks understand the pain of miss-hiring! Listen in as they define a bad hire,  why it  happens and the hidden and not so hidden costs of hiring mistakes.  They reveal the collateral damage these mistakes have on your business.  Get the guide "1 assessment used 6 ways in hiring"This week's session is the prelude to upcoming sessions on how assessments can be a valuable tool when hiring.  Did you know  job benchmarking enables you to have powerful interviewing and selection tools for you and those that hire others in your business?  The Chicks also have special guests joining us this month to speak to the power of improving your selection and hiring skills and abilities through job benchmarking and the use of assessments. Stop your pain...listen and learn from Cindy and Martha! Visit the DISCy Chicks'  websiteVisit Cindy's website Visit Martha's website

Have you ever made a decision based on emotions only to have it backfire on you? Today we're going to look at why this happens, and how data-driven decisions instead can incite more confidence in you as a leader. I'm going to share real dilemmas from our clients, including a decision recently made here at BizChix. Decision fatigue is real, especially with this year's pandemic. So as leaders, let's do our best to carry out decisions that will make our teams and businesses viable in the long run. Learn more about 1:1 Coaching with Shelli Warren Connect with Shelli:  Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter  Stacking Your Team Episodes Mentioned: Episode 22: Preparing to Fire a Team Member Episode 62: Can I Hire my Friends and Family? Episode 99: Start, Stop, Continue Episode 127: How to Recover from a Bad Hire or Fire Work with Us: Programs Overview VIP Day One:One Coaching Leadership Lab Six Figures Lab This podcast was first published on BizChix.com/syt-134. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

Gov. Ron DeSantis is under fire for hiring a guy who spreads conspiracy theories about coronavirus as a data analyst for the state budget office. Also, on today’s Sunrise: — The surge in COVID cases continues in Florida with more than 5,600 new infections and 73 fatalities reported on Thursday. The death toll now stands at 17,585. — The recount in Senate District 37 is over and incumbent José Javier Rodriguez loses by 34 votes. He says it would have been different if Republicans hadn’t run a straw candidate with the same last name to siphon off his votes. — Sunrise speaks with some of the people involved in the 2020 campaign as they talk about the lessons learned … and it’s not good for Democrats. — Democrats may be celebrating Joe Biden’s win, but Republicans can look at the down-ballot numbers and see good things happening in Florida. — Electric vehicles are all the rage these days, but the folks at the Florida DOT says the transportation trust fund will take a hit because it relies on gasoline taxes. The DOT is also making plans for a series of recharging stations across the state —and portable charging stations to help along evacuation routes. — And finally, checking in with two Florida Men: One was busted after pitching a fit over the lack of lettuce on his burger; the other is a former City Commissioner sentenced to community control for taking bribes from a strip club. Perhaps it was paid in singles?

Have you ever struggled with the decision of hiring an overqualified candidate for your role? In today's show, let's look at the risks and rewards of choosing someone who is overly experienced and fully competent to join your team.  I will be sharing some things for you to consider so that you can look deeper into these candidates and uncover with more certainty if they will be a great fit for your team or not. Click Here to get our FREE Hiring Resources Connect with Shelli:  Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter  Stacking Your Team Episodes Mentioned: Episode 07: Compelling Interview Questions Episode 17: How to Check References Episode 36: Setting Expectations with Your Team Episode 96: How to Interview Episode 127: How to Recover from a Bad Hire or Fire Episode 128: How to Be a Magnet for Attracting Top Talent Work with Us: Programs Overview VIP Day One:One Coaching Leadership Lab Six Figures Lab This podcast was first published on BizChix.com/syt-133. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

Barry’s true passion is getting to know people on a deep level, developing trust, and ingratiating that into long term personal and business relationships. As Vice President with The Elliot Group, Barry co-leads the Strategic BD/Client partner relationships efforts. Barry is sought out for his business acumen with founders, investors, and, leadership teams across the consumer space. Committed to the lifestyle/health/wellness space, Barry spends ample time in this exciting arena. The Elliot Group is an exclusive executive human search company. Our unparalleled network, built over thirty-five years, promises to deliver the human catalysts that positively impact futures. For 38 years, we've been trusted by consumer businesses of all sizes to identify and retain their next generation human capital.

Do you have an Executive Assistant or an Office Manager that you want to build a long-lasting partnership with?  Today we invited Liz Van Vliet of My EA Career to share her extensive experience helping administrative professionals become indispensable to their leader. Liz and I discuss how you can coach your team members to become a “linchpin” for the organization, and how you can build operational excellence together by providing them with support and ongoing learning opportunities. Learn more about 1:1 Coaching with Shelli Connect With Liz Van Vliet: Website Facebook Instagram LinkedIn Being Indispensable Podcast Your Free Guide to becoming a Linchpin Assistant Connect with Shelli:  Instagram Linkedin Subscribe to the Stacking Your Team Newsletter  Books, Tools or Events Mentioned: Linchpin: Are You Indispensable? by Seth Godin Stacking Your Team Episodes Mentioned: 127: How to Recover from a Bad Hire or Fire Work with Us: Programs Overview VIP Day One:One Coaching Leadership Lab Six Figures Lab Join the BizChix Community This podcast was first published on BizChix.com/syt-130. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

AVOIDING A BAD HIRE. During our conversation with Joe Korb co-owner of CCA technology, Joe will be sharing with us his thoughts on the future of technology, what makes a good successful business partnership and one of the biggest mistakes companies are making when they're hiring salespeople — and how to avoid it. You'll want to listen to this enlightening conversation.

As a team leader, experiencing a bad hire or fire may fill you with regret, judgment, and maybe even shame. This is why you need a recovery plan that will help you regain momentum to build a high-performing team. In today’s episode, I will be sharing an action plan that you can replicate to recover from these experiences. Stay tuned until the end of this episode to find out how you can get your own copy of the framework! Learn more about 1:1 Coaching with Shelli Warren. Connect with Shelli:  Instagram Linkedin  Subscribe to the Stacking Your Team Newsletter Other Links Mentioned: Better Bridal Group Get your FREE Hiring Resources here Stacking Your Team Episodes Mentioned: Episode 22: Preparing to Fire a Team Member Episode 29: Overcoming the Fear of Hiring Episode 38: Why They Keep Quitting Work with Us: Programs Overview VIP Day One:One Coaching Leadership Lab Six Figures Lab Join the BizChix Community This podcast was first published on BizChix.com/syt-127. Listen to our sister podcast, BizChix, on your app or at BizChix.com.

Coming to the realization that you made a bad hire can be an easy decision, but how to handle that situation is what can be difficult. In this clip from Chris's Youtube channel, he explains how to determine if an employee needs to be let go and why having that uncomfortable conversation is better than letting the issue go unresolved.

How to identify personality traits in “Hunter” Salespeople. Top Takeaways  Use some type of assessment  Understand the three non-teachable traits  Ask questions about past experiences        Ask for consistent examples   THE THREE TRAITS Need for achievement Competitiveness Optimism Dr. Christopher Croner is a Principal with SalesDrive, LLC, a firm that specializes in the selection and deployment of high-performing salespeople. Dr. Croner is co-author of the book, Never Hire a Bad Salesperson Again, detailing his research and practice in identifying the non- teachable personality traits common to top producers. Dr. Croner developed the proprietary DriveTest® sales assessment and the Drive Interview®, both used for hiring “Hunter” salespeople. Using this method, he has helped more than 1,00 companies worldwide to hire and develop top-performing salespeople. Dr. Croner has served as an adjunct faculty member at the Chicago School of Professional Psychology, teaching personnel selection in the Industrial Psychology Master of Arts program. Dr. Croner is a member of the Consulting Section of the Illinois Psychological Association and former Co-Program Chair of Chicago Industrial/Organizational Psychologists (CIOP). Dr. Croner is also a partner with the DePaul University Center for Sales Leadership. Dr. Croner received his BA in Psychology from DePaul University, and his Masters and Ph.D. in Clinical Psychology from Southern Illinois University at Carbondale.  Please check out our sponsors – 2 weeks only $49.00 https://www.vulcan7.com/pathtomastery   Check out all David’s Coming Events on www.davidsevent.com   YouTube https://www.youtube.com/user/hillteam17   Free Audible Book www.davidsfreebook.com   Facbook – Please follow and join my Group https://www.facebook.com/groups/ptmastery/   LinkedIN https://www.linkedin.com/in/davidihill   Advocare Products – Health & Nutrician www.LiveLongerSmarter.com   Find Motivated Clients in Times of Challenge www.davidsevent.com

The New York Giants have hired Joe Judge to be their next head coach! I have a lot of mixed emotions & thoughts about the direction the New York Giants are going as an organization. In this episode I will tell you how I feel about the New York Giants hiring Joe Judge as their next head coach. I will also discuss if Dave Gettleman is a cancer for the New York Giants front office. My name is Ghiman McKinney. Or call me Juice!! & I'm Bringing You The Juice Alert Sports Podcast! Subscribe to this podcast on YouTube at The Juice Alert! Link is below this sentence. https://www.youtube.com/channel/UC9cv6dlVkY0Ol0KQnH5csEA Be sure to subscribe on Youtube & wherever else you get your podcasts! Available on all platforms! Share this podcast with your friends and family as well if you enjoy my content! My name is Ghiman Mckinney & I am an aspiring sports analyst & broadcaster who attends the University of Toledo. I am current majoring in media communications! My goal is to one day become a sports analyst on a big-time network or maybe have my own! I'm looking to go into the sports television as well as the sports radio world. I plan to hopefully have my own network one day. Or if I fall short of that goal I would be more than happy to work for a big time sports network like ESPN, Fox Sports One, etc! I am open to all networks! My sports podcast The Juice Alert will bring you some of the juiciest & hottest topics in all of sports!. I will mainly discuss the NFL, NBA, College Football, College Basketball & the MLB. I also plan to cover the XFL down the road & from time to time boxing and other major sports. This podcast is favorite thing in the entire world! I started off this podcast because I love to talk about sports and share my opinions with others. My mentality was to also start this podcast in hope of honing my skills as a sports analyst and broadcaster! So far I don't regret it ONE BIT!! I started it on YouTube over a year ago & it has taken off ever since! So, if you believe in me and my dreams. & you love this podcast! Be sure to like, subscribe, comment if you are on YouTube! & share this podcast with everyone you know! Some other fun facts about me are that I'm a Green Bay Packers fan. I also support Ohio State football, All Toledo Rockets Sports, The Brooklyn Nets, Kevin Durant, UNC Basketball, & the Detroit Tigers. Aaron Rodgers & Deshaun Watson are my 2 favorite quarterbacks! Side note..... I also love Popeyes, Chick Fil A, Raising Canes, Chipotle, & Five Guys! I also currently reside in Dayton Ohio! Connect With Me On Social Media! Instagram: ghiman_mckinney Twitter: @GhimanMckinney Snapchat: biggman277 DM me topics to discuss! Email for business inquiries & other questions: thejuicealert@gmail.com YouTube: The Juice Alert: https://www.youtube.com/channel/UC9cv6dlVkY0Ol0KQnH5csEA

You've found The Crowley Show and the Crowl Man is going to MISS THE PATRIOTS THIS WEEKEND???? What the f*ck am I hearing from this gasbag right now? Ridiculous take. He then gets into some Penguins talk before switching over to the head coaching carousel in the NFL. He starts by telling you why he feels continuity and consistency are big keys for teams trying to turn their franchises around. He also gets into how no body actually knows how these hires are going to turn out, but anyone with a microphone will tell you they know EXACTLY how these coaches tenures are going to pan out.

You've found The Crowley Show and the Crowl Man is going to MISS THE PATRIOTS THIS WEEKEND???? What the f*ck am I hearing from this gasbag right now? Ridiculous take. He then gets into some Penguins talk before switching over to the head coaching carousel in the NFL. He starts by telling you why he feels continuity and consistency are big keys for teams trying to turn their franchises around. He also gets into how no body actually knows how these hires are going to turn out, but anyone with a microphone will tell you they know EXACTLY how these coaches tenures are going to pan out.

Talent ManagementThe power to make confident people choices at all stages of organisational design and business growth.Acquisition - the on-going process of attracting, recruiting, inducting and making use of the right talent in alignment with your business objectives and goals.Succession Planning - Identify and prepare future potential talent to fill critical and key roles to safeguard business continuity.Improvement - Improvement and development of your people is the cornerstone process of bridging the skills and behavioural gaps needed to drive people, talent and business growth in your organisation.Retention & Engagement - Engagement is the emotional, intellectual and social commitment to your company's culture, values and beliefs. Talent retention is your reward.

We all know how important it is to hire someone who is a good fit for your team, but there is always the chance that you hire someone who is not! Bad hires not only cost you a lot of time, but it can also cost you a lot of money. To find out how much money a company loses when you make a poor hire, listen to this week’s episode, as we look at an article from Zenefits and dive into these statistics.

Avoid hiring the wrong person by following these 5 tips.

In this episodes, Michael and Jonathan chat about their own case studies where candidates have turned down job offers. They dissect where in the hiring process it went wrong and what could've been changed to result in a different outcome. For our latest content and job updates, follow us LinkedIn:IRC: https://linkedin.com/company/inward-revenue-consultingMichael: https://www.linkedin.com/in/michaelprice6/Jonathan: https://www.linkedin.com/in/jonathangraham4/

Florida State hired Kendal Briles, who was named in the sexual assault scandal at Baylor, as their offensive coordinator. Bianchi and Kravitz discuss and debate whether or not FSU made a bad hire.

How to avoid a bad hire in your Practice We are hot off a coaching call with one our amazing clients, where we talked all things hiring! This episode is going to help you to take control of your hiring process so that you never make a bad hire EVER again. Inside this episode you’ll learn: The hiring mistakes almost EVERYONE makes (and how to avoid them) Why you must install a systematic approach to hiring The FIRST sign you have lost control of your hiring process Why people hire WRONG fits and what to do instead The simple 4 step process to install to gain control and hire the right people for your movement   We hope you love this episode! If you enjoyed this episode, please subscribe and leave a review for the Practice Acceleration Podcast on iTunes.  Ratings and reviews are super helpful and greatly appreciated as it helps us expose this show to a wider audience- plus, we read each one of them! P.S want to double your income, halve your clinical hours and take total control faster? Click here to speak to my team about how we can help: https://practiceacceleration.com/themachine

Have you ever made a new hire – or been a part of the team that made a new hire – and after a few weeks, you begin to get that sinking feeling of “Oh no, we made a mistake…”? If so, you are not alone. Bringing on new talent is one of the most challenging tasks that anyone has to deal with. There are so many complex variables in making a good hire, but only seven ways we make a bad one. Listen in for how to remedy seven bad hire habits, from ambiguous goals to hidden expectations.

Building and running a successful real estate brokerage is hard enough, and setting our sights can feel like an added challenge. How can we achieve our goals, and why is it important to keep track of our numbers and work routine? How do we recover from a bad hire? Is working our sphere enough to make sales? In this episode, Jared Chamberlain talks about how he and his wife built a business from scratch, and the challenges that appeared along the way.   Success is liking who you are and liking how you do it. -Jared Chamberlain 3 Things We Learned From This Episode Tracking Our Numbers Will Tell Us Why We Aren’t Reaching Our Goals (04:00-06:00) When we aren’t achieving what we want, it’s important to look at our numbers and see what worked for us in the past and what we aren’t doing properly in the present. The issues usually lie in the small things we tend to get lazy with. Once we find the power to deal with the pressure and the stress, it’s much easier to be analytical and rational about that tweaks we need to make. How to Recover From a Bad Hire (07:00-11:00) One bad hire can slow down our business, but this is to be expected, especially in the beginning. What’s important is to cut ties with our bad decisions. We need to remove the people who damage our team culture and business, and create a system to help us out in the hiring process. For example, personality tests can be quite good at figuring out if a candidate is a good fit for the role that we’re advertising. Don’t rely on only your sphere to generate leads  (12:00-13:00) We can’t scale up a real estate business only by working our sphere. The conversion rates might be higher when we work with people who already know us and share our work ethic, but a sphere is limited. Websites that generate leads are a must for any business that wants to expand. We have to take the time to list out what roles are required for the business we created to run smoothly. This will set the foundation for the hiring process and make it easier for us to see where we fit into the system and what role we should take on. A team can’t thrive unless we push them in the right direction and make sure each role is filled by the right person.   Guest Bio- Jared Chamberlain is the CEO of Chamberlain Real Estate Group in Calgary Alberta. He started working in the real estate industry in 2004, and today he’s the owner of his own real estate brokerage firm. You can find more about Jared here.

When it comes time to hire a new member, there is a lot of pressure to settle for the candidate that seems sufficient but not stellar. Beware, settling for the short term actually causes more pain in the future.  

The cost of one bad hire can run a company $17,000 on average, according to a survey by CareereBuilder. Have you had experience working with someone that you think was a bad hiring decision? Annette and Megan discuss in the latest Forever 39 podcast how they've dealt with bad hires. They also chat about our favorite celebrity encounters and our biggest flying nightmares. (Photo by ThinkStock)

Truth be told, the cost of a bad hire induces widespread collateral damage — like spending $100 bills to earn pennies. When you consider that a toxic employee has a negative impact on both coworkers and customers, the costs skyrocket. According to a recent Cornerstone report, bad hires make their teammates 54 percent more likely to quit and can cost organizations up to three times more in hiring fees. Instead of leading, managing and delivering excellent customer service, bad hires force managers into damage control. The cost-to-hire is just one ingredient in a more complex formula that should be used when evaluating a poor hire. Additional variables include unemployment compensation, missed business opportunities, loss of team productivity, poor customer service, outplacement, weakened employer brand, litigation fees... just to name a few. So, what can a company do to reduce the risk of a bad hire and mitigate financial and other collateral damage? Listen to this interview with hiring expert Ira S Wolfe.

Some of the money that we lose in our businesses is hidden. One of the main areas is a bad hire. Listen for some good tips about how to hire the right people.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

What steps should you take to safeguard your business?  Join us as David Hoff share numerous tips and insights on hiring do's and don't for your business. On episode 17 of Safeguarding Your Business, we talked about all things hiring, interviewing, and on boarding tips. I thought it would be good for you guys to hear straight from a practitioner in the field. The subject at hand is David Hoff.  David is Chief Operating Officer and Executive Vice President of Leadership Development for EASI-Consult. He leads organization transformation projects for private sector companies and large public sector agencies of the Federal government.  These large-scale interventions often combine both the assessment and development disciplines of EASI·Consult®. David spent 17 years at Anheuser-Busch Companies, Inc. as Director of International Human Resources, Director of Human Resource Development and Selection, Manager of Management Development and Training and Organization Development Consultant. In this HR-related episode, you’ll learn about:  What are the biggest issues in the area of employee screening and hiring. What is the difference between behavioral and technical competencies or skills. A structured interview process. Which interview technique is best, individual or group interviews. Getting consistency in what the interviewers are evaluating. Thoughts about testing for pre-employment screening.  Should you use it? Immediate next steps to take after a candidate accepts your offer for employment. Small Business Book Competence at Work: Models for Superior Performance by Lyle Spencer and Signe Spencer Interview Links EasiConsult.com - articles on selection and assessment WilmingtonBiz Insights - David writes HR related articles twice a month Contact Information Email David @ dhoff@easiconsult.com 314-209-9495 x702 Transcript Click Here to Download the Transcript for Episode 17 (PDF) I value every review I receive, and often read them out on the show.  If you take the time to leave one, THANK YOU!