Podcasts about healing career wounds

In a world where hiring decisions often hinge on assumptions and personal motives, one entrepreneur dared to defy the norm. Rick Girard, a seasoned pioneer in his field, stumbled upon a revelation that would change the course of his career. His journey to success wasn't a smooth ride; it was a wave of failures and lessons learned. But little did he know, his pursuit of aligning actions with core values would lead him down an unexpected path, one that would revolutionize the hiring landscape forever. Stay tuned to discover how this determined entrepreneur transformed his personal distaste for losing into a game-changing solution.My special guest is Rick Girard.Welcome to the mind of Rick Girard - a tireless advocate for value-based hiring processes. Venturing into the realm of entrepreneurship, he specializes in bringing clarity and purpose to the often chaotic hiring process within startups and SMBs. Known for being an avid believer in aligning actions with an organization's core values, he passionately fosters this philosophy both in his work and written masterpiece, Healing Career Wounds. Rick's innovative strategies prove that when a prospective employee's intrinsic values align with the business's ethos, their contribution far exceeds mere monetary value.Discover the key role a systematic hiring approach plays in startup success. Learn how aligning your actions with your company's core values positively impacts decision-making and hiring processes. Appreciate the art of attracting and onboarding the right talent for your budding enterprise. Gain insight into the adverse effects of biases and assumptions in the recruitment process. Understand how to engineer an unbiased and time-efficient hiring experience. Uncover the indispensable value of a methodical hiring strategy for your startup growth. Grasp how intertwining your actions with foundational values enhances decision-making and recruitment. Master the power of securing the perfect team for your startup ambitions. Realize the potential pitfalls of letting preconceptions steer your hiring selections. Construct a fair, prompt, and effective recruitment process. How to find Rick:Web: https://www.stridesearch.com/ BB: https://www.facebook.com/rick.girard.5IG: https://www.instagram.com/rickgirard1/?hl=enLinkedIn: https://www.linkedin.com/in/rick-girard-07722/Twitter: https://twitter.com/rick_girard?lang=en Thanks for listening to the Revolutionary Man Podcast. If you would like to get more information about our programs use the links below to check us out. It could be the step that changes your life. To join our movement:

How crucial is guarding your mind against negative online content in today's digital age?Today, Rick Girard discusses his book "Healing Career Wounds," emphasizing that higher salaries aren't always the key to attracting top talent and highlights software for consistent hiring. Meanwhile, Tim Branyan shares pandemic-induced reflections on life and the underpayment of content creators on mainstream platforms. Discover TrueFanz, an innovative platform that allows content creators to go live, create a community, monetize their posts, mass message for a competitive edge, and more.Listen in to hear about embracing change as a leader, guarding your mind against negative content, and creating new revenue streams online!In this episode:What it means to heal career wounds and attract high-caliber talent to a companyWhy the hiring process should have a system not based on gut feelings and biasesWhy it's essential to be mindful of the content we consume and how it might be impacting our characterTim shares how TrueFanz, the invite-only content creation platform, is redefining what it means to monetize your talentsMain takeaways:Having a high operating system allows companies to do this successfullyReading books to improve your managerial skills instead of relying on your old bossLeaders need to be prepared for the challenges of a new roleThe world needs more communityFear is driving a lot of the negative behavior in societyInvest in yourself to be able to serve othersQuotes:“If you want to be able to attract really high caliber talent to your company. Then heal their career wounds.” - Rick Girard“I love people, and I didn't want to stop living in fear of not living.” - Tim Branyan“If you're not really careful about how you guard your mind and the information that you put in, and if you're not looking at the nutritional value of the content that you're consuming. That's a scary thought.” - Tim BranyanConnect with Denis: Email: denis@leadingchangepartners.comWebsite: http://www.leadingchangepartners.com/Leadership Is Changing Facebook Group: https://www.facebook.com/groups/LeadershipIsChanging/Leadership is Changing LinkedIn Page: https://www.linkedin.com/company/leadership-is-changing-podcast/

Hiring and firing people is an inevitable part of any business, and knowing how to attract and retain high-performing employees is essential for success. In today's competitive job market, finding and retaining high-performing employees is crucial for business success. Join today's conversation with Rick Girard, a values-driven leader who has spent the past nine years helping startups and other companies find the right employees. As the founder and CEO of StrideSearch, Rick is passionate about helping founders win the strongest hires to fuel unprecedented company growth! Rick is also the author of "Healing Career Wounds" (May 2021) & Radio/podcast host of Hire Power Radio.In this episode, Rick shares his proven methodology for interviewing, which has resulted in a remarkable 96% hire rate. Whether you're a startup founder looking to grow your team or someone who wants to learn more about hiring practices, this episode is packed with valuable insights and practical tips to help you find the right people for your business.Key Highlights from the Show[00:01] Episode intro and a quick bio of the guest, Rick Girard[02:20] A quick background of Rick and how he got into what he does[05:23] Qualities of high performers and how to identify that before you hire[09:38] What to look for and questions to ask before hiring an executive[12:42] The first place to look when you want to hire a team member [14:48] What to say in the referrals [17:55] Different tools that help in the recruitment process[19:54] The best phase to refer to your business values when recruiting[27:00] When to contact the referees in a resume[32:41] Common mistakes that even experienced interviewers make[40:47] What Rick wishes to have put more resources into his entrepreneurship journey[41:42] Best ways to reach out and connect with the RickNotable Quotes Past performance is a key indicator of future performance.  [05:27]If you are building a company, your sole goal should be to hire high performers. People who are in alignment with the mission of your business. [09:50]Your most successful resource when looking to hire someone is referrals. [12:48]When hiring, the worst thing you can do is post a job description, get 500 resumes and call only three. [17:08]Rick's BookHealing Career Wounds: Your Start-up's Secret Weapon to Attract, Hire, and Retain Ridiculously Successful People by Rick Girard:  https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360XConnect With Rick GirardWebsites: https://www.intertru.ai/ : https://www.stridesearch.com/LinkedIn: https://www.linkedin.com/in/rick-girard-07722/Twitter: https://twitter.com/rick_girardYouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpax Thank you for listening to FROM MD To Entrepreneur PodcastTune in every Wednesday, 5 AM PST. Follow Us on our socials Instagram - https://www.instagram.com/frommdpodcast/ LinkedIn - https://www.linkedin.com/company/from-md-to-entrepreneur/ Website - https://www.frommd.com/episodes/

What if you could revolutionize your hiring process to find the best talent for your company, leaving no stone unturned? Join us for an eye-opening conversation with Ric Girard, founder and CEO of Stride Search Inc. and author of Healing Career Wounds, as we explore his fascinating journey from aspiring photographer to recruiting expert. Discover how an episode of Seinfeld inspired Rick to do the opposite of what everyone else was doing and ultimately led him to transform the way we approach hiring.Together, we dive into the importance of creating an interview process centered around core values, allowing companies to identify the best candidates. Ric shares his expertise on utilizing behavioral interviewing to assess whether a candidate aligns with a company's values, and how asking the right questions can remove personality from the equation. Learn how to uncover hidden gems by digging beneath the surface and getting to the core of who each candidate truly is. Finally, we discuss how entrepreneurs can better understand and set core values, along with the innovative software platform, Intertru, which brings AI assistance to the interview process. Ric also gives us a sneak peek into his plans for the next six months and upcoming book. Don't miss this insightful conversation on how to build the right team without relying on subjective criteria. Plus, find out how to connect with Ric and tune into his podcast, Hire Power Radio, featuring entrepreneurs sharing their own hiring experiences. So, are you ready to elevate your hiring game?The book link:https://www.amazon.com/dp/173580360XAcquire your copy of Healing Career Wounds, to AVOID all the pitfalls of Hiring with the most effective and innovative blueprint (HireOS™) for attracting, interviewing, and retaining the strongest people every time for your startup/company today! Support the showLooking for a way to Secure your mobile phone, and stop tech companies, network operators, and others from tracking your location, your identity, your personal communications, your identity, your internet activities, payments and more. Plans start at just $29.99 per month. Switch to 4Freedom Mobile and you won't ever have to worry about Big Tech or Big Brother tracking you through your mobile phone again. 4Freedom Mobile provides secure, unlimited talk, text, and high-speed data for just 29.99 a month, AND that includes free international roaming in over 200 countries. Sign-up for service now by visiting 4Freedom Mobile dot com and use code bridgebuilders to get your first month for only 9.99. Using the links below, my audience can save on products from Activation Products.https://activationproducts.everflowclient.io/affiliate/signup/?p=2184RD8771

Being a startup entrepreneur is a struggle.  As some of you know, I recently joined the ranks of a startup founder. In November we launched Intertru and boy, my world has moved to light speed to a totally new dimension. It has become ridiculously exciting! But there is one huge challenge… maintaining operational discipline.  My struggle comes from the need to put out fires and execute critical projects outside of my expertise. Making it difficult to stay disciplined in a workflow cadence that produces results.   Today we are going to key in on 10 Disciplines that you can implement today in your life to produce consistent results to the benefit of your company growth! Guest Bio: Gino Wickman is the Author of Traction & founder of EOS Worldwide, an organization that helps tens of thousands of businesses implement EOS with the aid of an international team of almost 600 professional and certified EOS Implementers and online support. There are over 180,000 companies using the EOS tools worldwide. Today Gino focuses on helping entrepreneurs and leaders maximize their freedom, creativity, and Impact through his books: Entrepreneurial Leap, Rocket Fuel, The EOS Life, and The 10 Disciplines for Managing And Maximizing Your Energy. TODAY WE DISCUSS: What are the 10 disciplines  Discuss the most relevant to startup entrepreneurs PROBLEM:  Discipline We are all balls of energy – some burn bright, some don't You are racehorses (entrepreneurs/leaders) – harness energy Don't have to motivate/teach basics – eat, sleep, exercise, work ethic Each stands on its own, fully customizable Fast, simple and powerful Challenge? 10-year thinking Take time off Know thyself Be still Know your 100% Say no…often Don't do $25 an hour work Prepare every night Put everything in one place 10. Be humble How do we solve the problem?  10-year thinking Shift your mind from short-term thinking, to thinking in 10-year timeframes Every decision is a 10-year decision/thinking, not a goal Sam Cupp – 10-year business cycle When you do – time slows, a peace comes over you, make better decisions and get there faster Quote “Overestimate one year…” Les Brown “Good Decade” Shifts energy Action – write date 10 years from now, write age, write goalOther things are ok Now think about everything you are doing today See it every night Say no…often Say no to everything that doesn't fit in the first 5 disciplines Warren Buffett quote/”No! No!” “…physical discomfort/guilt…” – Essentialism, Greg McKeown Eat a worm? If it doesn't fit with the first 5 disciplines – say no Turn to person – say “No!” Action – say no to something in the next 7 days/cancel an appointment Prepare every night: Before your head hits the pillow every night, document the next day's plan Go to bed knowing exactly tomorrow Sleep better Spontaneous – BS, come one, if you're running a company, you don't have the luxury Subconscious does the work Wake up with ideas/solutions Get more done As opposed to waking up and figuring it out Use any technology – I use a legal pad Action – do it tonight Put everything in one place Pick the one place you will capture every idea, commitment, thought, action item and promise Let people down/chaos/sticky notes The legal pad Throughout the day write down your commitments, promises, ideas, to-do's Compartmentalize all at the end of the day Action – pick your “one place” and do it tomorrow Guest Links: LinkedIn: https://www.linkedin.com/in/ginowickman/ Website: https://ginowickman.com/ Download a free copy of the 10 Disciplines eBook Visit the10disciplines.com to learn more Read a 10 Disciplines article written by Gino Contact Gino: gino@eosworldwide.com (248) 672-1192 Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

We all understand the concept of right person, right seat. But as the company grows the demands of each seat change. What is required from zero to $5 Million will most likely shift on your journey to $10 million in revenue.  So hiring ahead of that curve becomes the biggest challenge.  It is important that, in the earliest stages of the company, everyone in the organization identifies as a “builder”. Builders are the people who have a deep desire to problem-solve issues that have not even become identified and create systems from scratch.  As the business grows, the need for “improvers” becomes critical as they are the people who can scale to each milestone and beyond. Guest Bio: Dean Stoecker is the co-founder and Executive Chairman of the Board. Dean founded Alteryx in 1997 and led the company as CEO through October 2020, achieving solid organic growth, and a successful IPO in March 2017. Dean's leadership and motivational skills, along with his ability to create, communicate, and realize a vision, were a driving force behind the company's 20+ year success.  Dean serves as advisor to entrepreneurs, is an active philanthropist, and is passionate about humanizing the world of data science and analytics, which is evident in the company's culture, extensive resources for continued education, and efforts to influence social change. TODAY WE DISCUSS Right person, right seat, right stage How to ensure you have the right person at every growth stage PROBLEM: Preparation for changing out key employees at different levels@ $10mil, $25mil,  Get great alignment with the teams Strategically & tactically- align strategy with tactics Don't be afraid to switch your teams Challenge? Alignment between strategy & tactics People have different ideas about what we need to do as a company Knockdown, drag-outs about who we wanted to be when we grow upKPI's for each department People knowing why they were building things Why is this important to the company? People need to be rowing in the same direction First hires need to be 9's 9's will never work for 6's  Rick's Nuggets: All about Positioning Value alignment, builder, passion for the mission SOLUTION: How do we solve the problem?  Predicated on growth rates Team of 5 did a million in the first year  Understanding if they are willing to accept tasks that they never signed up for Focus on the next milestone Build teams that can get you there Keep your 9's Risk/Reward profile needs to match yours Play any position then go deep Legacy of promoting  Leadership is about how many leaders you create Invest in training Who has the best skills at the cheapest price that can last you the longest  Biggest worry, Middle management Take stock of your own skill sets Andre Geim- “grazing shallow” Fall in love and go deep Risk reward profile  You want someone who can play any position then goes deep Longevity - meandered from generalist to specialist Risk reward profile needs to match yours Rick's Nuggets: The first team It's all about positioning Really desire what you are (ie: ground-level startup with no money) Key Takeaways that the Audience can plug into their business today! (Value): Make sure you have a time that provides strategic and tactical alignment(first 6 years) Be prepared to swap out the team many times. The team that got you to $5mil won't get you to $20m. Be aware of your markers Guest Links: LinkedIn: https://www.linkedin.com/in/dean-stoecker/ Company: https://www.alteryx.com/ Facebook: https://www.facebook.com/alteryx Twitter: https://twitter.com/alteryx Instagram: https://www.instagram.com/alteryx/ Other: https://www.siteminder.com/ Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

Over the past few years talent has been scarce. And when talent is scarce, fear leads hiring decisions. We don't want to lose (what we perceive to be) “good people”, so we shortcut the interview process.  Here's the thing, our perceptions are often wrong.  Our gut is often wrong. And it is wrong because the data we input is either assumed or circumstantial. Resulting in marginal hiring that hurts your business.  So, what if every person that you hired thrived in your company? What would be the ROI if you operated at a hiring success rate over the 90th percentile? It would be pretty f-ing amazing, right? A crucial part of why we get hiring wrong too often is that we don't invest the time to adequately vet people before we bring them in for an interview. This starts with your first call (phone screen). We miss the opportunity to gather true data as to whether a person is positioned well for the organization and their level of performance.  That's right, positioning and performance.  The most crucial data that help you understand alignment before wasting anyone's time in a formal interview process.  Evidence that is not present on a resume.  Guest Bio: Payman Taei is the Founder of Visme, an all-in-one visual communication platform, and Co-Founder of Respona the link-building for SaaS and Agencies to improve google rankings.  Payman is an avid technologist who loves new trends and tries to keep up with the ever-evolving internet. His background in Biology has led him to truly believe in the art of evolution. Everything changes in time. You either follow or create new trends or you will be left behind.  TODAY WE DISCUSS: The challenges in today's pre-vetting of talent How to properly vet people before they enter your interview process HIRING STORY: Hired a marketing person, a person who was known. Went on a whim and made the hire without involving  Assumed that because the person worked for a certain company the person must be good Knew within a 45-day window, the wrong hire Missed clues: a bit of fluff, selling themselves more. Claimed to have done a lot. Exaggerations Marketers commonly take a lot of credit for a lot of company success My post:  https://www.linkedin.com/feed/update/urn:li:activity:6999061564083380225/  PROBLEM: Pre-vetting people before they come in for an interview Challenge? 100's of resumes. More does not mean better Select a handful of people who are worth the time to interview Most of the roles the CEO is still involved with Create an efficient system without automation (Smaller companies) Highest quality with the least friction as possible Why is this important to the company? Made some bad hires Time is a premium  personality /cultural fit & skills We Sacrifice lower experience for a better cultural fit Rick's Nuggets: Judgement should not be made on a resume but on the phone screen/Discovery Call. Great resumes don't equal great people High performers are busy making an impact  Great interviewers have had a lot of practice.  Understand Pain, Desire & Impact How do we solve the problem?  Pick the needle from the haystack Prequalification process The application itself Manner in which the resume is submitted -spammer or researched Passionate - learn and know about the company Not job hopping Interested because of a,b & c  Large pool of referrals HR interview Personality & brief technical experience Going through the resume and understanding career history.  Gut check - authentic, a nice person, compassionate & caring, wanting to make a difference,  Technical interview (2 step) Projects, role on projects Tech stack, where are you comfortable, specific technical questions Deep dive into the technical experience with the team lead Decision Yes- move into reference check 30, 60, 90 day review cycle on kpi and goals Rick's Nuggets: Operate from a position of abundance Discovery call Positioning Does the person have a good reason to make a move Does the person truly desire what your company is offering Impact  High performers become passionate about what they have done Dig into the “HOW” and “WHY” to gather evidence Go deeper than 2 layers down to find the TRUTH  Key Takeaways that the Audience can plug into their business today! (Value): Eliminate the noise Trust your intuition- What's the gut feeling? does everything seems to check?  Group Decision: How does everyone feel about the person- team assessment Guest Links: LinkedIn: https://www.linkedin.com/in/paymantaei/ Company: https://www.visme.co/ LinkedIn: https://www.linkedin.com/company/visme/ Twitter: https://twitter.com/vismeapp Instagram: https://www.instagram.com/vismeapp/ Facebook: https://www.facebook.com/vismeapp YouTube: https://www.youtube.com/c/VismeApp Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

WELCOME TO THE BEST OF 2022! Every Monday, Wednesday, and Friday through December, we'll be reposting some of our favorite episodes from this year to give you inspiration and motivating to both end this year strong, and kickstart 2023 on a positive note! Below are the original post's notes. _____________________________________________________ Season 2 of the Workplace Solutions Podcast and Webinar Series! Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm. He is extremely passionate about helping startup founders win the strongest hires to fuel unprecedented company growth! Rick's career has kept him laser-focused on building tech startups in the highly competitive Silicon Valley. Over his career, He has helped build more than 200 startups teams that have successfully exited. Value and Impact are the two main ingredients brought to every interaction, above and beyond just locating the strongest people. Contrarian in his approach, Rick has flipped the script on engagement and the hiring process to bring a massive competitive advantage to every interaction. Rick is the Author of "Healing Career Wounds”. Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires by blowing up "best practices ' with a humanistic, evidence-driven, non-biased and time-efficient experience. When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges. He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors. Social media and website information: Website: www.stridesearch.com LinkedIn: www.linkedin.com/in/rick-girard-07722/ Twitter: twitter.com/HirePowerRadio Special offer for Rise Up For You listeners: Healing Career Wounds: www.amazon.com/dp/B094TL14CD/ref…oding=UTF8&btkr=1 _____________________________________________________ Thank you again for joining us today! If you know anybody that would benefit from this episode please share it with them and help spread the knowledge and motivation. Don't forget to show your support for the Rise Up For You Podcast by writing a review on iTunes. Your feedback helps the success of our show and pushes us to continuously be better! Check out www.riseupforyou.com for more podcast episodes, webinars, events, and more to help you get to the next level in your personal and professional life! You can also follow us on Facebook, Instagram, LinkedIn, and Youtube @riseupforyou Looking for more support? Grab your free coaching call with our team completely FREE! Bring your questions about Confidence, Leadership or Business and we will assign you the best coach to provide customizable support. SCHEDULE YOUR FREE CALL HERE riseupforyou.com/coaching

Let's talk about building an advisory board. I think we would all agree that having strong advisors and mentors in your corner brings huge benefits to every organization. Not just as sound advice in making business decisions but also providing introductions and bringing credibility to the business.  So when is the right time to build your advisory board? As soon as you find the right people who will help. This means before you hire your first employees.  Building an advisory board, much like building company values, is often an activity to do later. But guess what, later is too late! It is like pouring a foundation after the house has been built.  Investing the time to build a board before things get too crazy, is the smartest way to ensure that the decisions you make are solid enough to bring the business to it's full potential. Guest Bio: Coco Brown is the Founder and CEO of The Athena Alliance. Athena has helped thousands of leaders grow and advance in their executive careers, and has brought over 400 women to corporate boards from growth stage private companies to name brand public companies.  Coco has personally worked with hundreds of top leaders, CEOs and boards to evolve modern leadership. She's served on ten commercial and non-profit boards and advisory boards, and has led two notable companies (Taos, acquired by IBM, and now Athena).  She is part of Nasdaq's Governance Insights Council, and is often called on to share guidance to the evolving focus and breadth of responsibility within the Modern Boardroom. TODAY WE DISCUSS: When to build your board of advisors How to leverage your advisors through investment cycles Challenge? Not having the right board in place when the company gets to funding Not building a structure, cadence  End up with a board that is forced on you.  Not being as strategic as you can be.  In a formal advisory capacity Why is this important to the company? If your are not thinking early about this, when funding comes you may not have a strong pool of potential independents for your board Becomes feeder for the formal board Need to balance the power of the board Even without that - maybe you never need a formal fiduciary board beyond the core founder/owners. But not having an ecosystem of advisors around you limits the competitive advantage you get by consulting outside your employee base.  Rick's Nuggets Making decisions on your own, Gut without data How do we solve the problem?  Mindset Most of us oriented around the team under - the team we are building You need to orient as well to the team around you Framework -How the team evolves over time Close connections that best approximate the roles you will need to build Lesser known to you, but better known publicly - pool of people to draw on  Formalized - work on issues of the business together over time, in a rhythm/ cadence Structure - Individual relationships Experts who are honest with you Think tank - bench for something formal in the future: Mixed group Diverse  Formal Advisory to Board Mimic your C-Suite to get ahead of where you are now Give you choices Networking Beyond your usual network Who are the experts Groups like Athena ;) Rick's Nuggets: Identify “Who”Dream team Reach out- Go for it! Cold call or gain an introduction Ask for help Formalize the relationship quickly Key Takeaways that the Audience can plug into their business today! (Value): Think beyond your internal team Build in advance of your needs Consider the competitive advantage Guest Links: LinkedIn: https://www.linkedin.com/in/cocobrown/ Company: https://athenaalliance.com/ LinkedIn: https://www.linkedin.com/company/the-athena-alliance/ Twitter: https://twitter.com/CocoBrown1020 Twitter: https://twitter.com/athenaalliance Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

What are the common characteristics of every successful person at your company? Think of those characteristics and write them down as standard operating procedures. This is critically important because when we operate under the same frequency, pace, and purpose… growth happens. But this can change instantly when a new person is added to the team.  Too often we hastily add a person to the mix without understanding how they really operate on a daily basis. Assuming that they will be the answer to all of our current challenges because of the skills they are bringing to the table.  There is nothing more critical to hiring success than aligning people first, and skills second. This means investing the time to dig deeper into your interview process. Understanding not just what a person accomplished but the details of exactly how it was done and why it was approached in that manner. Guest Bio:  Allan Jones is at the helm of Bambee, a new type of business built on the innovative premise that every small business should have a dedicated HR Manager. This concept was derived from Jones' previous experiences working with—and growing up around—small business owners. In 2021, Goldman Sachs celebrated Allan Jones as one of the 100 Most Intriguing Entrepreneurs at its Builders + Innovators Summit. For three years running, Forbes has named Bambee a top startup employer in the U.S., and in 2022 it announced Bambee as a Top 5 Company in Los Angeles. TODAY WE DISCUSS Understanding your company's unique characteristics How to implement critical characteristics into your interviewing & hiring process Challenge? Getting people who fit a special suite of characteristics Infinite characteristics that are valuable How do you narrow it down to 8? Being honest about who you are Characteristics of leadership values Mastery of communication Broad outcome objectivity: don't care where the right answer comes from Urgency & greatness in tandem Separate leadership & team values High potency friction Hired leader that doesn't fit, Courage to make a change Scoring system & scorecard Why is this important to the company? Looking at blemishes before celebrating wins Continuous loop of how can we be better Continuous improvement is just part o the game 200+ employees  Not afraid to say “not every person is right for the company” Companies are Olympic sports teams, not govt service agencies Rick's Nuggets: How people operate within your company Core values drive the operating characteristics Adding a player to the game, not an ass to a seat How do we solve the problem?  Identify that the problem exists Building leadership personas Hired multiple executives and 50% did not work out Right after fundraising Practices did not scale CEO can not make hiring decisions for the company  He is not the only sign-off anymore.  Interview Structure Hiring committees  Only leaders sit on the committee Master of communication Cliff notes version of who you are personally & professionally Go to the resume Listening skills along with speaking Eliminated Leadership savior complex Problems would be solved by our next hire Company already had great people Never let a problem go unowned Realization that already had an A+ executive team From savior to draft pick 90% success rate Rick's Nuggets: Values drive characteristics Interviewing processStructured & designed to gather evidence to support the correct decision Assign interview questions for people alignment Follow up with what & how questions  Key Takeaways that the Audience can plug into their business today! (Value): Offsite with sr leadership & build leadership personas' As a founder ask yourself “ your unique role in the hiring failure” Set up screening committees Make sure you are aligned Guest Links: LinkedIn: https://www.linkedin.com/in/allandjones/ Company: https://www.bambee.com/ LinkedIn: https://www.linkedin.com/company/bambee/ Twitter: https://twitter.com/TheAllanJones Twitter: https://twitter.com/BambeeHQ Facebook: https://www.facebook.com/bambeeHQ/ YouTube: https://www.youtube.com/watch?v=rzJhkTm7baY&t=1s Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

Rick Girard (Stride Search Inc, Founder and CEO) is the Founder and CEO of Stride Search Inc, an Engaged Search Firm. Rick is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth! Rick's career has kept him laser-focused on building tech startups in the highly competitive Silicon Valley. Over his career, he has helped build more than 200 startup teams that have successfully exited. Value and Impact are the two main ingredients brought to every interaction, above and beyond just locating the strongest people. Contrarian in his approach, Rick has flipped the script on engagement and the hiring process to bring a massive competitive advantage to every interaction. Rick is the Author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS™). The solution for leaders to win the strongest hires by blowing up "best practices" with a humanistic, evidence-driven, unbiased, time-efficient experience. When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges.

Today, in our Real Conversations from the C-suite with Rick Girard, We will explore the relevance of someone's career wounds or what Simon Sinek would call their why, specifically tied to their professional life. According to Rick, a career wound is typically the reason someone is dissatisfied with their current job. It's the thing that's missing from their life, and most importantly, the thing leaders don't ever bother to ask them about or show any interest in that would help to cultivate a sense of Belonging. Visit us hereWeb - https://www.doctoranita.com/LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/YouTube - https://bit.ly/DrAnitaYouTube

We're going to kick off the conversation by hearing about Rick's background as a snowboarder and the connections to his current work in helping entrepreneurs andleaders conduct more effective interviews to find their next great hire. He'll also tell us a little bit about his work as the CEO of Stride Search.Visit us hereWeb - https://www.doctoranita.com/LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/YouTube - https://bit.ly/DrAnitaYouTube

“People don't buy what you do, they buy why you do it”. - Simon Sinek How does this translate to your hiring? The simple answer is that your company's WHY is the one thing that differentiates whether a person joins for the paycheck or something bigger. Because it is important to them.  It is the WIIFM (what's in it for me) Right person, right seat needs to happen, every time. Your company depends on it! When we hire solely for skills. We experience the Wrong person, Right seat more than 51% of the time.  When we hire for values first, and skills second, it moves us closer to a 75% success rate of Right Person, Right Seat.  In addition, when we are in alignment with the “WHY”, the probability of successful hiring skyrockets over the 95 percentile.  This is how everyone wins. Right person, right seat every time. Guest Bio: Ted Bradshaw is an Expert EOS Implementer™ & Community Leader at EOS Worldwide.  He served as an executive with Xerox and IBM, then left the Fortune 500 world to explore the thrills of entrepreneurship.  What he found was a long string of success that looked great on the surface. But underneath it all, he felt anxious, exhausted, and stressed, chasing money wherever it led and wondering why he never felt fulfilled. Along his journey, Ted gained valuable insight into how a person can achieve fulfillment in all aspects of life and he shares those insights with his best-selling book, Stop Chasing Squirrels. Today, Ted lives his passion in helping others find theirs. A leading proponent of the Entrepreneurial Operating System®, Ted is a speaker, author, Expert EOS Implementer™, and the Community Leader for EOS Worldwide TODAY WE DISCUSS The importance of aligning WHY  How to hire the person that aligns most with your WHY Challenge? Organizations need to change their frame Purpose alignment Company helps the person achieve their purpose Right people, right seat Understanding how to develop or bring in people to scale How does the mission complement their people  Not selling on the company purpose Employee's mission/purpose Rick's Nuggets: Core values are the foundation of your company WHY Values drive purpose (WHY) & mission Align with values, adopt the why as your own  Align with purpose but not the values? Passionate about the “work”  Disruptive to the organization Operate in a manner that is counter-productive to the rest of the organization? Wrong person, right seat How do we solve the problem?  Clear on Core Values Mission to mars exercise Culture of the organization  Founder or exec team often generates Jim Collins - Built to Last This is the definition of right person for the company Right people on the bus Hard look a the company mission Look through the lens of the employee Why does this matter to them Understanding the employees purpose Leaders need to understand their why first Help theme to get there Or find it Rick's Nuggets: Core Values Define what they mean in terms of how we operate, make decisions and treat others Measurables to avoid being subjective  Getting to the WHY Attract & repel people “Everything we do is to help entrepreneurs to build the strongest companies. Starting with the roots of effective interviewing to hire the strongest people” Proactive Interviewing Listen first   Why open? What is desired (positioning) Candidate ownership of the process  (do they WANT it?) “What would you like to do?” “What value would you get from moving forward?” Working session (Capacity to do the work) Real-life working scenario  Solving a real problem Understanding:  technical skills, problem-solving abilities, communication style, presentation skills, team interaction, passion for the work Key Takeaways that the Audience can plug into their business today! (Value): Look at your own personal purpose. Ist it aligned with the company purpose Ask leaders what their purpose is and how does it align with the company Guest Links: LinkedIn: https://www.linkedin.com/in/tedbradshaw/ Website: https://www.tedbradshaw.com/ LinkedIn: https://www.linkedin.com/company/pura-vida-coaching/ Twitter: https://twitter.com/ted_bradshaw?s=20&t=Ol9g6VgvRaF9UWRV0EpOpw Instagram: https://www.instagram.com/tedbradshawco/ Facebook: https://www.facebook.com/tedbradshawco Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsors: www.stridesearch.com www.intertru.ai

This month, in honor of Thanksgiving, Dr. Anita focuses on how we can be grateful for the lessons we can learn from our career wounds, or what she refers to as “shaft” experiences. Dr. Anita's guest on Real Conversations from the C-Suite is Mr. Rick Girard, founder and CEO of Stride Search, and author of the book “Healing Career Wounds.” It's a fascinating read for those who want to be intentional about growing their companies by making space for people to recover from their career wounds in a place that will value them.Visit us hereWeb - https://www.doctoranita.com/LinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/YouTube - https://bit.ly/DrAnitaYouTube

Referrals are most often your most potent source of talent for your organization.  So investor referrals must be the holy grail of all referrals. After all, there is a vested interest in your company's success so why shouldn't the referrals be outstanding?  Here's the thing to consider. Yes, these referrals are gold but it is dangerous to assume that this person will automatically thrive in your unique company.  We cannot forgo a formal interview process based on a strong voucher from a trusted source.  The only way we discover if they will in fact thrive, is to be diligent in the interview process to really understand if the person desires the value your organization brings to the table. .  The decision needs to be made through evidence and buy-in rather than confirmation bias and assumptions.  Guest Bio: Robert Whalen is the Co-founder and CEO of PTO Exchange, the first benefits platform that allows employees to self-direct the value of their unused paid time off for other needs and causes.  He is a serial entrepreneur that has over 25 years selling and developing software and hardware products for the world. Under his leadership, Rob and his co-founder, Todd Lucas led PTO Exchange to  “Cool Vendor of the year” by Gartner in 2017 and awarded “Awesome New Technologies" at the Health and Benefits Leadership Conference in 2018. TODAY WE DISCUSS: Investor referrals: The value & challenges  The importance of proper diligence in your interview process for referrals HIRING STORY: When we first started the business with 4 founders, 2 of us were working on the project constantly and the other 2 were not putting in the time so prior to vesting we bought the other two out.  We had to do this to keep a clean up the cap table so that we could raise capital.   Going through this process we realized having that right person at the right time joining the company is really important.   So we put a simple process in place What the company needs or needs to know in our case. 3 things we are looking to have them accomplish - alignment 3 interviews at minimum Gut check - (culture, willingness to learn) Reference checks PROBLEM: Challenge? When you raise capital you hope those investors will bring value and relationships.  But investors aren't there day in and day out managing the business and they sometimes associate a person's success at another of their other companies to the value that individual could bring to yours Most of the time the investors' relationships are with the other executives and most of the time you aren't looking for a high paid person.  An example is when we were hiring a VP of Sales as a small company. VC wanted them to hire a particular person  Expensive No skin in the game Not a known entity to you - getting dirty Not the highest paying company Get to do things they wouldn't be able to do at a large company Mission-driven people - passionate about the mission Do they care about what we do Why is this important to the company? People have to fit in with the culture They are a large % of the population  They need to be able to learn, be curious,  and take on responsibility Rick's Nuggets: Value in referrals  Cannot rush or fast track the process. Work within your timeline  No skipping steps How do we solve the problem?  Knowing when to say no to the investor This is sometimes tough to do when they are looking to help your business and they don't see their input being considered When people try and help you,  you need to understand that those suggestions or introductions come with emotions attached. Having a process that to hiring helps facilitate your decisions and reasoning. Which helps take the emotions out of the decision In an early-stage company where you might not have the money or benefits to attract the top-top tier individuals. we look for those candidates who are trying to grow into the role.  Candidates that have the experience but do not have the title and maybe they are looking to have more responsibility because that comes with being in a small/agile company. They have the ability to solve problems and are open to new ways of thinking. Look for the hidden value in the person The individual needs to have the willingness to learn and take on responsibility  Finding the intangibles that they can bring to the team. Usually this is in comes from their personal experiences and not their career experiences Personality fit We look for candidates that have similar passions but different problem-solving skills  This brings diversity in developing our company's ability to be more agile when confronted with roadblocks. Rick's Nuggets: Values fit firstDoes the person operate to the expectations of the rest of the organization? Key Takeaways that the Audience can plug into their business today! (Value): Create a process - simple is best but a process that works for the size of your company. I have made great hires and bad hires.  The difference in those decisions was not following the process and being in a hurry to fill the role. Taking things slowly, stepping back, and following a process would have shed light on what later became an issue.  Culture fit is the most important piece.   I have a rule of thumb.When making a big purchase, walk away and reflect on how this purchase is going to impact your life.  Because making a wrong purchase can have a very negative impact on you.  I have found the same rule applies when hiring employees. Guest Links: LinkedIn: https://www.linkedin.com/in/rob-whalen-1287077/ Company: https://www.ptoexchange.com/ LinkedIn: https://www.linkedin.com/company/pto/ Twitter: https://twitter.com/ptoexchange Facebook: https://www.facebook.com/ptoexchange Blog: https://www.ptoexchange.com/blog Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

How often have you hired the right person for the wrong seat?  Here's how that happens.  A person is identified and it is assumed that because of their background that they crush it for you. After all, they are already doing it for someone else. Perfect logic, right? Nope! The reason this logic is so dangerous for your company is that current skills are just a small part of success. As we have all experienced, by going above and beyond to land that “rockstar” from a name brand company. Only to have them crash and burn within the first 90 days.  To avoid this dilemma in the future, we simply need to understand the person's desires and level of accomplishment first. Interviewing to understand, not to sell. This produces much stronger evidence to predict of success of your new hire in your unique business.  Guest Bio: Tom Brunskill is the co-founder and CEO of Forage which is changing the world of career discovery and skill building.  Before moving to San Francisco, Tom was a corporate lawyer at a multinational law firm in Australia. It was during his own career journey that Tom discovered that an education and a degree doesn't necessarily translate to knowing how to do a specific job role. He also realized just how inequitable the education-to-workforce pathway is.  After observing the unfair advantage those with access to connections or educational opportunities had, Tom made it his mission to provide anyone the ability to learn skills through virtual job simulations produced by the world's top companies,  By breaking down barriers to gaining workplace-specific skills. Tom hopes to level the opportunity playing field and empower anyone to pursue their dream career. TODAY WE DISCUSS Why your company might be the wrong seat for the right candidate How to avoid wrong seat hires HIRING STORY This isn't a story about a hire we did make, but a hire we wanted to make and didn't pull off. We were building out our leadership team between our Series A and Series B. Obviously in an early-stage company, getting the right leaders into your organization is crucial. Leaders in early-stage environments have a disproportionate influence on the ultimate success or demise of a company so the stakes are high. On this particular search for this VP role, I was finding it really tough. It was the middle of 2021 when start-ups were sitting on a record amount of capital and there was a real pinch finding exceptional talent... Challenge? Too many people end up in the wrong seats.  Education on what the roles look like Gap between the candidate's perspective and what the role really is Realistic depiction of what it is like to work in the company Attract the right people Le  Companies use the wrong signals when they hire Schools, companies Don't predict future success Why is this important to the company? High attrition 73% failure rate SHRM reports that the cost of replacing an employee is approximately 33% of that employee's salary  But that's just the direct cost of having to find and replace that employee. It doesn't take into account the indirect costs of a disengaged, non-aligned workforce. My broader take is that recruitment processes traditionally focus on getting bums on seats rather than the right bums on the right seats. Until you figure out how to design a process that gets the right people into the right roles for the long-term, employers will continue losing millions in direct costs and lost productivity.  Rick's Nuggets: What a person desires needs to be discovered in the 1st conversation! Do they get it, want it, and have the capacity to do it How do we solve the problem?  Educate the candidate pipeline The recruitment process has typically worked as a ‘hire then train' model. I believe that in an age of software employers should be training their candidates first then hiring. And this needs to start at the top of the funnel.  This is a great model for both candidates and employers. If you take the time to educate your candidate pipeline on who your company actually is and what the roles truly entail, you are going to attract the right type of candidates rather than a large pool of applicants who have no real idea whether they truly want to work for you or not.  Volume has become the enemy of quality. Too many HR tech companies and employers have focused on removing friction from the recruitment process in the pursuit of getting the maximum number of candidates. That's dumb. I would argue that it's actually far better to introduce positive friction - and education or a ‘try before you buy' model is a great example of positive friction.  What does education actually look like? What are your values? Who are your people? What are you building? And why? What does this specific role look like?  Be authentic and realistic. Don't sell a candidate a lemon otherwise you will end up with lemons. You don't want your hires to turn up on day 1 and realize they've signed up to something which didn't fit their expectations. Employers and candidates don't win in that situation.  The other great consequence of spending time educating your candidate pipeline is that you're more likely to attract candidates from broad and diverse audiences.  Better hiring signals: So educating your candidate pipeline is the first crucial step towards getting the right person into the right seat. But then you have to look at the hiring signals you are using to hire candidates. My view is employers do a very poor job of what hiring signals they use to make a hire. I do a lot of work in early-talent recruitment where employers over-index your GPA, what school you went to, and other signals which statistically just don't correlate to long-term success in a role. If they were indicative of success, you wouldn't see 70% attrition.  But even in start-up land I see this happen and I have fallen into the trap of this myself. The classic hiring signal trap in start-up land is over-indexing where someone was an early employee at a successful company. You will often hear a founder say ‘We just hired employee no #25 from Salesforce'. I have found out the hard way that the connection between being an early employee of a successful company and going to be a great hire at your company is tenuous at best.  One of the most underrated hiring signals, especially for more junior employees, is intent. Does the candidate exhibit demonstrable intent that they are deeply interested in your work, your people, your values and your brand? My bet is that if you truly vetted for intent during the recruitment process, 9 out of 10 hires you made would become exceptional hires. And compared to the mean, that's a pretty good strike rate.  Simulations / case studies: So you've educated your candidate pipeline and vetted that candidate pool using better hiring signals. What's the final step? I strongly believe in the use of simulations or case studies during the recruitment process.  When you get down to your final few candidates, you want to give them an opportunity to road test working with your team and the problems your company is focused on solving. And vice versa, you want to be able to see the candidate in action before you commit to hiring them. This is undoubtedly the most interesting and illuminating part of any recruitment process. Understanding the way a candidate thinks, communicates, builds in a live setting can't be replicated. It's obviously crucially important for the employer to see them in action, but equally important for the candidate to see their new potential team and company in action. So any great case study or simulation requires active participation from both sides. Rick's Nuggets ValuesOwn who you are & your environment  Does the candidate “get” your values. If not, let them go Evidence over “feel”  Train interviewers to extract evidence to support their decisions  Discovery call & Interview  Record and document the data Desire it Does the person want what you offer Is there value in your opportunity for the individual? Does the candidate recognize and feed back the value  “ What's in it for me” Key Takeaways that the Audience can plug into their business today! (Value): Educate your candidate pipeline. Figure out how you can adopt a ‘train then hire' model so that you're attracting high-intent candidates who truly want to work at your company.  Look for better hiring signals. Stop and think about whether the signals you are currently using truly connect to long-term success. Instead of pedigree, college, GPA, who they know, look for signals such as motivation, demonstrable intent and true capability. Use case studies and simulations for your very best candidates. It's a super illuminating exercise for both you and the candidate to figure out if you are truly a good match. Guest Links: LinkedIn: https://www.linkedin.com/in/tombrunskill/ Company: http://www.theforage.com/ LinkedIn: https://www.linkedin.com/company/theforage/ Facebook: https://www.facebook.com/theforage1 Twitter: https://twitter.com/theforage_ Instagram: https://www.instagram.com/theforage_/ Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS® inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com www.intertru.ai

Finding the right talent for your business or organization is critical. It involves a lot of time and money and it can be hard to find a skilled interviewer. In the end, the process offers no guarantee that you'll find the right people. Today's guest is a recruiter turned tech-entrepreneur who found a solution to this problem. Intertru is a software that uses AI to help steer an interviewer toward questions that will reveal how well the interviewee's skills and vision align with your needs. Rick Gerard has been recruiting for 20+ years and is always looking for opportunities to improve his skill. He's the host of the Hire Power Radio Show & Podcast, the author of Healing Career Wounds, and he has a blackbelt in Jiujitsu. Expert action steps: Establish your business's core values.  Build your interview process around your core values. Train your people how to interview. To learn more about Intertru, go to https://www.intertru.ai/ You can find Rick's book, Healing Career Wounds, on Amazon. To learn more about Rick Gerard, you can find him at stridesearch.com. Visit eCircleAcademy.com and book a success call with Nicky to take your practice to the next level.

Podcast guest Rick Girard CEO of Stride Search & Intertru: "I help entrepreneurs eliminate bad hires by building value-driven interview process that produces concrete evidence to support each and every hiring decision. Healing Career Wounds available: https://amzn.to/3tGbtre Extremely passionate about helping founders win-win the strongest hires to fuel unprecedented company growth! Created the Hiring Operating System, HireOS®. The solution for leaders to win-win the strongest people by blowing up "best practices" with a humanistic, evidence driven, non-biased and time efficient experience. Author of "Healing Career Wounds" (May 2021) & Radio/podcast host of Hire Power Radio Strong social media presence, podcast audience, public speaking, and mad street cred When not running a school for Gifted Mutants as Professor X, I host the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges. I compete in Brazilian Jiu-Jitsu and have an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors." HOST'S DETAILS: ___________________________________________ ►Debra Chantry-Taylor is a Professional EOS Implementer | Entrepreneurial Leadership & Business Coach | Business Owner ►See how she can help you: https://businessaction.co.nz/ ____________________________________________ GUESTS DETAILS: ____________________________________________ ►Linkedin:https://www.linkedin.com/in/rick-girard-07722/ ►Email: Rick@stridesearch.com __________________________________________ --- Send in a voice message: https://anchor.fm/betterbusiness-betterlife/message

Amazon's leadership principles (Core Values) have been the most critical element in their unprecedented success. Value alignment first, and skills second. So why is this not a standard practice among all up-and-coming startups?  The reason I believe is that leaders then become accountable for their actions when they misbehave.  Without values, it is easy to hide. It is easy to rationalize bad decisions and easier to deflect blame when the shit hits the fan. This is why 9 out of 10 startups fail. Without the right people, your company will not be able to execute.  And the right people are attracted to more than just money. They want growth, structure, and purpose.  When your company demonstrates that none of these elements are present, the A-players run!  And what you are left with are the people who are willing to take the job.  Guest Bio: Steve Anderson is the CEO of Catalyit. He has spent decades shaping the insurance industry through a deeper understanding of emerging technologies and how businesses today can best integrate and leverage them.  Steve is a sought-after speaker and influencer. He is also the author of the widely-anticipated book The Bezos Letters, where he reveals 14 principles for business growth based on the ideas and patterns that emerged when he examined Jeff Bezos' 21 annual letters to Amazon shareholders.  TODAY WE DISCUSS: Balancing need with patience to get the right hire How to put the right structure in place to land them HIRING STORY: Hired an operations manager, who seemed like a good fit. Terminated after 3 months. Hired too fast! Pressure to move fast from start to offer in 3 days. The person already had an offer. He didn't follow his own advice.   Challenge? Balance need with hiring the right person Miscasting a hire Don't hire when you rushed to fill a position The interview process is not intentional.  Not having a hiring process, hiring questions (winging it) Rick's Nuggets:  Problem: Pacing is determined by the candidateClue that the person just needs the money Mitigated by disclosing your hiring process & timeline  Intention: purpose of the interview? How do we solve the problem?  Structure Have a good job description Have a good hiring & interview process Intentional interviews Amazon  Will you admire this person?  Will this person raise the average level of effectiveness of the group  Along what dimension might this person be a superstar Don't cave into the pressure  Candidate pressure Own need pressure Find short term solutions while the interview process is moving along Be willing to fire fast Not fully committing or fully focused Not understanding urgency  Rick's Nuggets: Evidence trumps assumptions Pacing determined by the process, not the person No need to fire, when you have hired the strongest person Key Takeaways that the Audience can plug into their business today! (Value): Process is key to success Need a place to start - Use Amazon's hiring questions Culture fit might be more important than skills.  Guest Links: LinkedIn: https://www.linkedin.com/in/stevetn/ Personal: https://thebezosletters.com/ Company: https://catalyit.com/ LinkedIn: https://www.linkedin.com/company/catalyit/ Twitter: https://twitter.com/SteveTN Facebook: https://www.facebook.com/SteveAndersonNetwork/ Instagram: https://www.instagram.com/steveanderson/ Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS™ inquiry: rick@stridesearch.com Show Sponsor: www.intertru.ai www.stridesearch.com

There is nothing more disappointing than a hire that does not work out. Especially when the person hired was someone you were convinced, would be a great hire! Conventional wisdom says “hire slow, fire fast” but this almost never happens. Because we are too concerned with filling the role fast. Triaging our pain. Maybe if we really hired slowly, the interview would produce much stronger results. To break the hire, fire cycle we must ignore our assumptions about the person's resume and start by gathering evidence. Evidence that supports a proper decision that ensures a successful hire. Guest Bio:  Jason Sherman is a successful innovator, award-winning filmmaker, published author, tech startup expert, and the co-founder of the video friendship app Spinnr. Jason's methodologies on entrepreneurship and data-driven decisions are his main source of education for those he helps worldwide.  His startup book Strap on your Boots is the culmination of his life's work to help other entrepreneurs succeed with a podcast of the same name, and is the focus of a class he created called Startup Essentials.  Jason is fluent in Spanish, is a classically trained violinist, and was a featured speaker on FOX's Emmy award-winning Futurist TV Show: Xploration Earth 2050. TODAY WE DISCUSS: Breaking the hire, fire cycle Challenge? Finding people who are excited about the company vs just looking for a job Care about being part of something where your creative input matter Just there for the paycheck Uninterested, unenthusiastic, easy remote work paycheck A lot of time onboarding Time differences Why is this important to the company? Bad hires impede growth Rick's Nuggets: Positioning  Time How do we solve the problem?  Finding the excited people in the interviewInstall the app, try it out, and tell us what they think Give feedback website & social media content Smiling happy Have questions about the business Not focusing on payment/ paycheck Excited to learn they can earn stock options Ownership Get through the process to find the 4 people who worked  What to do before the interview Share pitch deck to understand the company mission Have everything ready in a package for onboarding What have you done; share your work Filming content event Content creation hiring day Gig hiring Rick's Nuggets; Positioning Get it, want it, capacity to do it Do they really desire what you offer? A, B, or C player? Don't be the destination for a JOB (ie: paycheck) Interview with purpose Get to the truth Not sell  Interview design Truth fast Empowered decision-making - Keep your people productive Evidence trumps gut Key Takeaways that the Audience can plug into their business today! (Value): Finding the excited people who want to do what you do. Fully read & understand what your business is. Come with questions Don't discount onsite parties to hire people. Compensate people who show up Guest Links: LinkedIn: https://www.linkedin.com/in/jasonsherman76/ Personal: https://jasonsherman.org Company: https://spinnr.app/ LinkedIn: https://www.linkedin.com/company/appspinnr Facebook: https://www.facebook.com/appspinnr Twitter: https://twitter.com/spinnr_app Instagram: https://www.instagram.com/spinnr_app Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre Startup: www.intertru.ai HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Every interview that happens in your company needs to have a purpose.  There is a specific purpose for the phone screen, which is positioning & quality of the individual.  The onsite interview's purpose, does this person align with our company values and finally, the skills interview's purpose is to determine if the person has the capacity to thrive in the role.  Too often the directive is given to “have a conversation to find out if you would like to work with this person”.  And it is in this non-structured format that bias and discrimination fester because the interviewers don't understand the interview's purpose. Guest Bio: Robert Hudock founded Hudock Employment Law Group in 2015 to deliver tailored legal services to California companies that thrive in vibrant, creative work environments. His clients are often companies looking at new markets and competitive opportunities, that want to recruit the best talent available while avoiding distracting workplace issues or lawsuits.  Robert is also a competitive triathlete, which requires careful planning, attention to detail, and dedication. He uses those characteristics in his professional life for his client's benefit.   TODAY WE DISCUSS: Employment law issues in the hiring process you may not know–but should. Challenge? The 3 most common recruiting and hiring functions in which employment-related issues can arise are: (1) job posting/advertisement, (2) interviewing, and (3) assessing fitness for a position (e.g., any criminal history, drug screening, physical capabilities, psychological health).  California's anti-discrimination laws explicitly apply not only to employees and termination of employment, but also to applicants and “refusing to hire” based on a characteristic protected under the applicable antidiscrimination laws (e.g., age, disability, gender, race, etc.).   Why is this important to the company? Consider a scenario where your company spends significant time and resources on employment law compliance and protecting itself from lawsuits, only to be subject to an employment-related claim that could have been prevented but for a gap in general knowledge and available preventative strategies relating to recruiting and hiring.  Today we're going to introduce you to the topic and some possible preventive measures.   How do we solve the problem?  Interviewing: any non-job-related inquiry that "expresses, directly or indirectly, any limitation, specification, or discrimination as to” any protected characteristic is prohibitedCommon implicated categories: age, disability, national origin Some examples may surprise you - you may have been asked such questions and you answered without a second thought, the questions are relatively common, or are common topics of conversation: SUBJECT ACCEPTABLE  UNACCEPTABLE Age Virtually nothing - but allowed when law requires it Birth date Date of attendance or completion of school Any question, the answer to which may have information indirectly revealing or suggesting that applicant is 40 or over (e.g., “how old are your children?”) National Origin   Inquiries re verification of legal right to work in US Where born (applicant or applicant's relatives) Where applicant grew up Applicant's nationality or nationalities (e.g., Polish, Iraqi, Mexican)    Marital Status/Family  Virtually nothing Whether applicant is married Whether applicant has children; or number or ages of children Religion Statements re regular days, hours, or shifts of the position Applicant's availability to work on specific days or during specific hours (could reveal religion if unique religious days or times are observed)  Can be anything relating to religious creed (all aspects of religious belief, observance, and practice, including religious dress and grooming practices)   Identify and define, BEFORE interviewing, any legal justification for discriminating with respect to a protected category As with job postings, antidiscrimination law does not categorically preclude any and all inquiries into matters relating to protected categories, or lawful discrimination. For example: AGE: When a law specifically requires a certain age for job, or requires keeping records re employees' ages or related information RELIGION: When an inquiry directly or indirectly relates to any religious belief or practice does not have any “exclusionary effect”  DISABILITY: An inquiry re physical capabilities legitimately related to ability to perform an essential job function Proper education and training of all interviewers How to respond when applicant volunteers information Let's say an interviewer and interviewee are discussing where the interviewee obtained his/her undergraduate degree  The interviewee, making friendly conversation, says tongue-in-cheek: “...that's hard to remember for an old guy like me, but I'll never forget these seemingly endless stairs going up to where I met with my “Campus Christians” group.  It was like running a marathon once a month because of my knee injury” → just that short aside references three protected categories (age, religion, and disability) In these types of circumstances, the interviewer should (1) steer the discussion away from references to any protected category, and (2) and at some point identify the company's commitment to equal opportunity E.g., “Interesting.  That story makes me think about how this company supports equal opportunity and has a strong policy against discrimination.”  Let's move on to your work experience.”  Rick's Nuggets: Teach your people the purpose of each stage What data are they expected to gather during the conversation  Provide a script to each person Behavioral interviews Tell me about a time when… How did that work? Walk me through that… What steps did you take…  Key Takeaways that the Audience can plug into their business today! (Value): Develop job descriptions and use them as a foundation for interviews; this can help interviewers remain focused on job qualifications and duties Education/training of anyone who will be conducting an interview; e.g., covering the topics we've been discussing today Guest Links: LinkedIn: https://www.linkedin.com/in/hudockemploymentlaw/ Company: https://hudockemploymentlaw.com/ Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com  |  www.intertru.ai Show Sponsor: www.stridesearch.com

Do you ever wonder why only a small percentage of people respond to your recruiting emails?  The answer is that there is nothing in it for them.  Especially if the person you are trying to recruit is already working.  Let's be honest, selling people on what we NEED only attracts people who are actively looking, and 99% of messages all sound the same!  Here's why we are great… What we need… What we offer… Skills you must have…  Ending with the hurdles you have to leap, to talk to us To gain higher response rates, and attract the people you need to respond, we must first change our positioning. Starting with answering the question, “what's in it for them” above and beyond just a paycheck. Guest Bio: Dustin Riechmann, owner of Simple Success Coaching, is a strategic marketing coach who helps mission-driven entrepreneurs rapidly increase profits and massively grow their network using a Partnership Marketing System. TODAY WE DISCUSS: Recruiting messaging How to write a solid cold email Challenge? Low response rates to outreach Viewed as a spammer Ineffective or confusing communication Why is this important to the company? Effects reputation Need communication to grow Every missed communication opportunity costs money Lost opportunity Rick's Nuggets No value, no response How do we solve the problem?  Perfect Pitch Email This template has proven to be highly effective at getting positive replies from potential partners in a single cold-pitch email.  It consists of 5 key components: Direct email address Hunter.io, Chatterworks, Swordfish Social media profiles, Google search Bypass gatekeepers Avoid filters Curious subject line Something Personal (reference an episode number for a podcast) Job is to get someone to open the email From field matters Sample: dog poop Relational Anchors (beginning)  Not a random weirdo from the internet Find the point(s) you have in common Demonstrate you're familiar with their work/interests/passions Flatter them! Clear Win for the Person You're Pitching (middle)  Demonstrate how you will add value to them Compelling bullet point summary Eyes may go here first so make it super interesting Clear Ask (end)  Call-to-action that's an easy yes “Are you interested?” Simple signature with a single link to your site Rick's Nuggets Craft messaging toward the people that won't normally respond Target the top 10% Subject Line Subject: Real quick or How's my Telepathy? Opener Thought-provoking, laugh or cry I know you have been eagerly anticipating my email but just received your telepathic message so I apologize for taking so long to get back to you ;-).  Acknowledge the Pain  (Pain) Reason to not ignore “I understand you are pretty good at your job but your talents in XXXX (personalize) may be a bit underappreciated (or underutilized, under-challenged, or over-managed)  in your current role. Obviously, I am not sure about your situation but I wanted to find out if you are open to hearing about a situation that could provide more impact on you both personally & professionally.” Call to Action (Benefit loaded) I'm here to listen….  “The signals I received from you were strong and I get your urgency. We should talk as I may be able to help alleviate your pain! Let me know your availability for a quick phone conversation this afternoon. If the timing is off, please respond “Not Interested” so that I do not fill up your Inbox with additional messages. (- for LinkedIn) I look forward to your response.” Key Takeaways that the Audience can plug into their business today! (Value): How to craft compelling emails that get an 80% response rate when sent to “cold” prospects, recruits or partners. Guest Links: LinkedIn: https://www.linkedin.com/in/dustinriechmann/ Company: https://simplesuccesscoaching.com/ Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiries: rick@stridesearch.com Show Sponsor: www.stridesearch.com

How do you hire people when you have no money?  While this may seem like an impossible task, the truth is that it is not as difficult as you might think. It starts by understanding what is important to the individual. Then connecting their desire your the value of your opportunity.  Compensation comes in a lot of different forms and money is just one piece of the equation. Professional growth, challenging work, strong leadership, mission, purpose, mentorship, and equity are also forms of compensation.  The most powerful form of compensation you can offer is the one thing that is REALLY  important to the individual that you need to hire. William Glass is the Co-Founder & CEO of Ostrich, a financial habit-building app that uses community and social accountability to help people achieve their financial goals.  In addition, William is the host of the Silicon Alley Podcast which focuses on telling entrepreneurs' stories & learning from their experiences. His background is in software sales leading sales teams at Gartner and opening up a new vertical for an AI startup, Remesh.  In 2014, Will was awarded a Fulbright scholarship through the U.S State Department where he taught English in rural Thailand. Glass has his B.A. in International Relations from Rollins College in Winter Park, FL. Will is originally from Alabama and now resides in Queens, New York. TODAY WE DISCUSS: How to hire strong people without money Outline steps to take to compensate with limited funds Challenge? Not in the financial position to bring someone on full-time. Almost outsourced everything during the pandemic but would've spent all of the little money we had.  Both wanted to work together but could not afford a salary Set financial metrics Funding challenge Found someone through referral Why is this important to the company? No other way to build the MVP Rick's Nuggets: Take your time Really understand a person's desire Does your opportunity fill that desire?  Solution: No code Built using no-code and hacked along the first version of the app Couldn't do all of the key functions so sought a full-stack dev familiar with the no-code tool Referral Found developer through a referral on the no-code forum. Brought them on to extend the no code version. Liked working together, but after the no code tasks were completed no budget to bring on full-time. Mission aligned and interested in working together. Neither of us is in a financial position to pay a salary nor to not take a salary with 5 kids. Created a unique way to solve both needs. Agreed to bring Stephen our developer on full-time when we were in a position to do so. In the interim: Banking hours Tracked hours worked as a contractor but rather than billing us, he banked them. Those hours are paid back on a revenue share basis. Equity vesting Equity vesting began when the engagement began. Revenue share A small percentage of revenues goes to paying off the banked hours. Triggering mechanism for salary Once the company hit certain financial milestones, Stephen to come on board full-time. Life changed Altered the agreement before hitting financial metrics. Rick's Nuggets: ResourcefulIdentify people you want to work with Reach out and have conversations  Ooze Value Key Takeaways that the Audience can plug into their business today! (Value): If there is alignment in mission & desire to work together, and you can find creative solutions that meet both the company's and individual's needs. Ask the tough questionsOnly through strong communication were we able to determine the solution and it meant both parties sharing openly the financial situation. TransparencyTransparent with the financials of the company, runway, and salary from the get-go. Buffer model of transparent salary. Guest Links: LinkedIn: https://www.linkedin.com/in/williampglass3/ Company: https://getostrich.com/ LinkedIn: https://www.linkedin.com/company/theostrichapp/ Twitter: https://twitter.com/theostrichapp Twitter: https://twitter.com/williampglass Facebook: https://www.facebook.com/theostrichapp Instagram: https://www.instagram.com/theostrichapp/ YouTube: https://www.youtube.com/channel/UCrPUxyTASwW71P5ahxD5VzQ Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@intretru.ai Show Sponsor: www.stridesearch.com

We are living in unprecedented times when it comes to the job market. The great resignation, exodus, reset, whatever you want to call it, never before in history have more people quit their jobs in one swift motion.  Due to this massive reshuffling of skills and careers, it has become an employee's market, where they are calling the shots and employers are scrambling for the right people. Don't worry, it's not all doom and gloom because as an employer you can take advantage of this massive shift by changing your hiring practices to suit the needs of the time.  Now more than ever it is imperative for employers to hire not just a great candidate but someone whose values align with the company's on a foundational level. This ensures retention in a job market where people are switching jobs almost yearly, and can help with growing your company as well. To help walk us through the current trends in the job market and what employers can do to optimize hiring, we have invited Rick Girard. Rick is the founder and CEO of Stride Search Inc. who is passionate about helping business owners find the strongest hires to fuel their growth.We discuss the changing job market climate, the challenges companies are facing, and how to turn those challenges into opportunities to hire the right candidate in the hiring process. From where to find candidates to how to interview them, this episode will change your perspective on a seemingly tough job market for the employer. Tune in for helpful tips and advice on how you can change up your hiring process to hire for value today! Topics discussed in this episode: Challenges around hiring for entrepreneurs and small business owners Getting back to the old-school way of hiring The average time someone stays with an employer currently Do people care about money? Advice for small business owners on how to communicate their values How can an employer identify a good fit in an interview What is the HireOS™ methodology for hiring A HireOS™ methodology success story The dangers of comparing and contrasting candidates Hiring for values vs. hiring for commonalities Rick's take on employee referrals “Renting gold over hiring silver” What should a small business owner consider when hiring How the best employees are already employed and how to reach them Connect with Rick Girard by heading to his LinkedIn page. Also, tune in to Rick's podcast Hire Power Radio Show and check out his book Healing Career Wounds! Connect with Paul Copcutt: Website http://www.paulcopcutt.com LinkedIn https://www.linkedin.com/in/paulcopcutt/ Email paul@paulcopcutt.com 

The reason why people think that hiring is “really hard” is because interviews are conducted without a defined set of criteria to which a person is being evaluated.  This especially rings true when interviewing outside your personal competency level. Most often when hiring a CMO or CRO. In order for any interview to be effective, there has to be two components by which a person is being judged. Skills & Value Alignment.  Focusing only on skills may solve your immediate problem but often creates more problems because the person disrupts your culture.  What I have learned is that culture is driven by value alignment. So, understanding how a person aligns with your values in an interview is the most important criteria that needs to be evaluated to make a strong hire. Guest Bio: Matt Blumberg is a technology entrepreneur, business builder, and CEO of Bolster, an on-demand executive talent marketplace that helps accelerate companies' growth by connecting them with experienced, highly vetted executives.  Matt has been recognized as one of New York's 100 most influential technology leaders by Business Insider, by Crain's as one of New York's Top Entrepreneurs, and by Ernst & Young as an Entrepreneur of the Year finalist.  Before Bolster, Matt built businesses and worked in marketing, consulting, and venture capital. He is the author of Startup CEO, Startup CXO, and Startup Boards. TODAY WE DISCUSS: The challenge of hiring a CMO The playbook to hire a CMO HIRING STORY: Over indexing on culture swinging to resume Balance of cultural fit and competencies Like dating…each one corrects the mistakes of the previous one Over-indexing on culture - “nice” - leave replacement Over-indexing on resume - “Vishnu” and “It/Out” PROBLEM: Challenge? CMO at RP and Defense Against the Dark Arts I had been a CMO CMO is a hard role - expectations are all over the place, function has splintered (chart), marketing can become a dumping ground - french fry problem Marketing to marketers The myth of the playbook and Roth asking for headcount and budget - “plan to overspend and overdeliver” Why is this important to the company? Disruption Cost Time Rick's Nuggets Positioning Problem Desire your opportunity A, B or C player SOLUTION: How do we solve the problem?  The final playbook that worked for me for hiring CMOs - three “aha” moments Marketing can quickly be consumed by the “French Fry problem” Define the French Fry problem and marketing as a litany of tactics Moving marketing from the tail to the nose - what's the real role of marketing? Brand and Audience, so start with strategy and ROI Making limited room for French Fries Producing the ability for others in the organization to make their own French Fries The realization that no one person can be the master of all channels Build list of competencies (channels, etc.) Build job roadmap to see how it evolves over time Make sure all critical competencies are covered somehow Focus on making sure the overall machine is optimized The critical nature of building a Leadership pipeline to grow CMOs Focus on making sure the leader is an intellectually curious orchestator Leadership development at the next level down Cross-training of all the channels and elements of the CMO role - orchestration, hiring/leading, ROI focus, customer service corner around French Fries The machine becomes something where the CMO is at the pyramid on top, not holding up an inverted pyramid and hoping it doesn't topple Rick's Nuggets Values driven interview Do we operate from the same place? Are you REALLY proactive, rebellious, curious? Skills driven interview (working session) Transferable skills Growth Details  Key Takeaways that the Audience can plug into their business today! (Value): Find that right balance between culture and values fit and technical competency Help your people architect their own career as if it is a jungle gym and not a ladder (a great way to retain people) Guest Links: LinkedIn: https://www.linkedin.com/in/blumbergmatt/ Company: https://bolster.com/ Resources: https://startupceo.com/ &  Bolster.com LinkedIn: https://www.linkedin.com/company/bolstertalent/ Facebook: /BolsterTalent Twitter: https://twitter.com/bolstertalent Twitter: https://twitter.com/mattblumberg Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Most good hires are a result of luck rather than skill. In fact, I would argue that very few hires are by design.  Throughout my career, I have never met a person who views interviewing and the hiring process as anything more than a chore that they loathe. In fact, the most common reaction to the subject usually results in a huge “uuuggghhhhh” or “I hate hiring”.  We dread the act of interviewing and hiring because it is unstructured and inconsistent and it produces mediocre results.  Here's the good news: There is an easy fix! When we train our people how to interview it brings purpose to each and every interview question. Giving your people a basis for decision-making that results in extraordinary hiring results. Guest Bio: Karima Gulick is the CEO & principal patent attorney of Innovent Law. She dedicated her career to counseling businesses within the tech and creative communities, combining her passion for engineering and the law. Karima is a polyglot and guides her clients through legal matters in French, English, Arabic, Spanish, and some Italian as well!  She is also the former co-host of the Gen Y Lawyer podcast, a show where she interviewed innovative lawyers shaking things up in the legal industry. Karima is building a next-generation law firm and is here to share her experience. Today We Discuss: The overwhelming hurdles of hiring. How to interview to bring purpose to your interview questions Challenge today? Overwhelmed & stuck in the business The idea of hiring was overwhelming So overwhelmed in my business, that adding one more task to my list, which is hiring to free me up seemed daunting  Having had a bad experience with hiring in the past, it seemed as an even more daunting task No clear strategy on how to go about  interviewing  selecting candidates to interview Finding candidates. I could write what I thought was an amazing post but it might not be read or looked at by the right person Jaded on values because of corporate America Values area words splattered on the wall No one ever explained what the values stood for Never defined what it looked like. Defining what you stand for seems hokie Why is this important to the company? A burned-out and overwhelmed leader is the worst thing that can happen to a company Even if you have the best team, without the right energizing and enthusiastic leadership,   It's just a matter of time before you stop caring, and the rest of your team starts seeing that We all have values,  You have them as an employer Certain things that are intangible Employees have a reason to care. Buy in and bring more energy to the processEmployees have taken more ownership When there is a change in the workforce, the chatter makes it more difficult find a fit. Buying into the negative ideas Rick's Nuggets Values First Strategy Makes evaluating people easier How do we solve the problem?  Realizing that I was stuck  Knowing that I needed someone to step in and save me from myself Knowing myself, I knew I needed to bring on someone to help I had posted a couple of job posts but I was too exhausted to even call people Then I realized I was making the same mistake as I've made before I'm in pain doing all the work, so I pick someone who can do the work But there is so much more - That's where Rick,  you came in and opened my eyes on the hiring process It's more than just a post and looking for someone who can do the work Values discussion - being jaded from the corporate world where values were meaningless A fresh new look at values Example: Caring, Competence, Trust Might not mean much to others, can come off as just buzzwords, but with this process, these values came to life.  Holding conversations with candidates looking to learn more about them and their pain points Conducting interviews based on your values Conducting assessments and work sessions to see how you'd work with these people  Reaffirming that I already have great people Believing that you deserve being able to grow the business Allowing the entity to grow Sitting down with intention Mindful & intentional on what you want/ the business needs Clarity on what you are hiring for & why? Being Systematic Bring life into the process - involve others Flexible on terms/needs Having a flow Discovery calls Having a process Behavioral questions to understand if people align with what the company really stands for Informed process The more thorough you are, the better the chances of bringing on the right people. Evolve  Coming up with my own set of questions based on behavior I see around me Tell me about the first thing you do when you come home from a trip.. Rick's Nuggets Discovery call Values Not aspirational  Team input Working session Key Takeaways that the Audience can plug into their business today! (Value): You don't know what you don't know. Bring on help to allow the business to growIf you're serious about growing your business, you have to go through this exercise You  can have the best gut feeling in the world, but having a systemized approach and one you can delegate to your team will help you scale. Invest the time to get clarity on what you are looking for Be open to learning new things, including skills outside of your comfort zone. Guest Links: LinkedIn: https://www.linkedin.com/in/thepatentlady/ Company: https://kgulick.com/ LinkedIn: https://www.linkedin.com/company/innoventlaw/ Twitter: https://twitter.com/thepatentlady/ Facebook: https://www.facebook.com/thepatentlady/ Instagram: https://www.instagram.com/thepatentlawyer/ YouTube: https://www.youtube.com/innoventlaw Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

We have all become painfully aware that cybercrime is at all-time record highs. Now the bad actors have figured out how to hack your hiring process. Stories have been surfacing about people accepting roles remotely that are different people from the ones attending the interview. Let's face it, hacking the interview process is probably the easiest way to infiltrate your company and ultimately your data. When the interviewers focus on the skills and do not dig deep enough into the truth about the other person the result can be the opportunity that puts your company in jeopardy. Guest Bio: Becky Wanta is the CTO of Q5id and a highly accomplished global senior executive with more than 30 years of success in applying extensive IT experience to guide companies in a wide variety of industries to achieve their goals.  She has proven her ability to improve market share and profitability while establishing long-term business relations and recruiting and developing cross-functional and high-performing teams.  She has also been profiled by various publications, including Profile magazine and Bloomberg News. She is the holder of two US patents. Today We Discuss: How bad actors can infiltrate your company How to avoid hiring those who can decimate your company Challenge today? Not a guarantee that the person who you are hiring is who they say they are No prevent identity Billions are lost every year because of data breach background check does not guarantee that the person is who they say they are References, credit score,  Remote workforce is giving rise to fake personas & identities Why is this important to the company? Cost the company Millions of dollars The FBI just issued a warning on June 28 about fraudulent candidates applying for WFH positions and using deep fakes to hide their true identity. We can be sure this activity will increase, and we can be sure that these are professional criminals and foreign-state actors who want to hijack a company's data. (source: https://tinyurl.com/mvsnz7bs) Background checks are often perfunctory, particularly if a candidate has presented well and you really want to hire this person if a person has an apparently clean record, but is a member of a criminal gang or a malicious state actor. Professional criminals are way ahead of you here. Rick's Nuggets Targeted and focused search Totally negates the issue How do we solve the problem?  Tighten up and expand pre-employment and background check processes to include a proven identity process which includes: Biometrics/personal identifiers that your employees control.  This needs to include liveness checks, biometric and AI-driven models to ensure individuals are who they say they are Government ID checks 15 se Face-to-face live view Be Systematic So, companies need to keep the entrepreneurial spirit alive while building a distributed team, with everyone focused on the product. They must be systematic about finding specific skillsets and finding those skillsets in people who want to work with other people. prove their new employees are not working for someone who wants to break into your IT systems and steal everything they can. The FBI says cybercrime cost in the form of phishing and other scams and data breaches cost US businesses almost $7 billion last year. With more criminal organizations and state actors involved, and now deploying deep fakes, that number could go up exponentially if companies don't address this problem urgently. (Source: https://tinyurl.com/yc7abcht) CEOs, C-suites, and Boards to implement a program that can combat deep fakes, I'd make sure my Board has at least one person who's familiar with enterprise-grade security, and I'd make sure I have an A-team Chief Information Security Officer (CISO) on my team. Implement a proven identity method biometrics Rick's Nuggets Targeted hiring approachIdentify & proactively develop a relationship with the person BEFORE you need to hire them. Referrals!!! Structured Interview processBehavioral InterviewTrain your interviewers! Evidence Values first, skills second BS meter  References Verified Managers only Backdoor company references Decision Making“Hell Yes” or NO Key Takeaways that the Audience can plug into their business today! (Value): Never compromise on finding the best people with the best-fitted skills  Never forget you're building a product for a specific reason and customer. But never be lax in proving your exciting new employees are who they say they are.   Never be lax in finding out if your new employees are working for a criminal organization or malicious state. Guest Links LinkedIn: https://www.linkedin.com/in/rebeccawanta/ Company: https://q5id.com/ LinkedIn: https://www.linkedin.com/company/q5id/ Twitter: https://twitter.com/Q5idProvenID Facebook: https://www.facebook.com/provenidentity/ Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Last week I had a conversation with a CEO who thought it was too early to establish core values because his company was only 15 people. His thinking was that things would just change anyway and he would have to do them all over again as the company grows. But here was the ginormous problem: Two of his people recently quit, the last 4 offers he made were turned down and the candidate pipeline was drying up. … And he thought it was about the money. Today, more than ever, people desire to be in alignment with the values of the organization. If they aren't in alignment, they leave. Here's the truth: your company has values whether you like it or not. Solidifying your values and making them a decision-making tool can never happen too early and will only fuel company growth. Guest Bio:  Marc Reifenrath is the CEO & Co-founder of Spinutech, a full-service digital marketing agency with 165+ team members across the U.S.  Marc has helped Spinutech grow from a college start-up to one of the premier full-service digital marketing agencies in the country. The secret ingredient? Company values that are truly lived, including a commitment to “Get Better Every Day”.  In that capacity, Marc understands firsthand how critical a company's culture is to achieving and maintaining success. Today We Discuss: When to implement your company values How to weave them into the fabric of your company Challenge today? Had unwritten core values but were not formalized Had a  miss on 2 or 10 or 20. Talent outweighs the cultural fit Drawn in by talent and weeded out by the environment  2 people hired that within 90 days were gone. Instant misalignment  -realized culture pushed them out  Why is this important to the company? From a hiring perspective, it is a really quick filter Not too aspirational. You have to own what you really are We take too long to make the decision Rick's Nuggets: Formalization attracts the right people and repels those who do not Notion that you want to attract everyone is WRONG Time!Interviewing kills the production of your team Assumptions, bias & personal motives… oh my! How do we solve the problem?  Leadership team development People who understand the organization Doesn't need to be perfect  Needs to be honest *** needs to be authentic, not aspirational Values need to be actionable We get better every day: better myself, team & clients Work into a daily routine Core values onboarding Slack channel language is communicated Natural part of how they do business Lived every single day Leaders need to show core values in Action! Weekly video “get better every day” In every part of the business Without core values, a lot more problems.  Stronger the core values the more you are prepared for growth Every person who onboards becomes less of an attack Inject DNA into people as quickly as possible Feedback on how to enhance the value Rick's Nuggets Be realistic about who YOU are Aspirational values are worthless North star for how everyone operates within the organization Build interview questions around core values Evaluate against values Aligned = hire  Build an interview question library Assign interview questions to each interviewer Key Takeaways that the Audience can plug into their business today! (Value): Honest about what your core values are, Lived not aspirational Actionable values -  Stay patient in the hiring process. Don't just put a butt in a seat. Guest Links:  LinkedIn: https://www.linkedin.com/in/marcreifenrath/ Company: https://www.spinutech.com/ LinkedIn:  https://www.linkedin.com/company/spinutech/ Facebook: https://www.facebook.com/spinutech Twitter: https://twitter.com/spinuser Instagram: https://www.instagram.com/spinutech.llc/ YouTube: https://www.youtube.com/user/spinutech Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor:  www.stridesearch.com

There's been a hiring problem in America.  Potential employees are getting more selective and employers aren't asking the right questions.  Author of Healing Career Wounds, host of the Hire Power Radio Podcast, and self-proclaimed hiring geek, Rick Gerard is here to address that problem.  Rick attributes his success with finding more effective ways to do things to his stubbornness.   Where people used to compete for jobs, employers are now competing for new employees. Hiring has become a purely numbers game for the most part, but what really pulls people in might surprise you.  It used to be that people would switch jobs for better pay, now it's all about a sense of fulfillment.  People are attracted and repelled by the values of a company.  Rick recommends spending time on the front end, via a phone screening, to make sure a candidate is a good fit. Make sure you're asking questions that extract evidence of someone living up to your company's core values.  Gain an emotional buy-in by letting them convince you why they want to interview.  What You'll Learn: Why a company's core values are so important. What questions employers should be asking potential employees. Why Rick wrote Healing Career Wounds and where you can buy it. What hiring tool Rick is currently working on and when it will be launched.   Favorite Quote: “The reason you're not hiring people is because you have a sh*tty culture.” - Rick Girard   How To Get Involved: Find out more about Rick through the Website. Matthew Meehan and Luigi Rosabianca possess, between them, a treasure trove of insight and strategic advice for ambitious business owners. Get in touch with the guys at  ShieldAdvisoryGroup.  You can also connect with them on Instagram at  The Liquid Lunch Project, Matthew Meehan, Luigi Rosabianca, and Shield Advisory Group. Make sure you never miss an episode — check out The Liquid Lunch Project on Apple Podcasts, and don't forget to subscribe, rate, and review!

Stephanie talks with the author Healing Career Wounds, Rick Girard, about how to hire and attract the right talent for your company. If today's podcast resonates with you and you haven't read The Small Firm Roadmap yet, get the first chapter right now for free! Thanks to LawPay, MyCase, and Posh Virtual Receptionists for sponsoring this episode. 

Two people pop into a room together for an interview. What happens next? No one knows!  This is the eternal mystery that most companies have faced for decades. And the single point of failure in hiring! Because we assume that everyone knows how to interview. But the truth is, they do not as most interviewers have only been trained on what NOT to say. There is no insight as to what is being said, the questions that are asked or personal motives that drive a person's opinion on a hiring decision.  So today we are going to help to give you insight into how you can gain valuable interviewing data to empower your people to make stronger hiring decisions for your company! Guest Bio: Raphael Danilo is a French entrepreneur and investor based in New York. He's the CEO and founder of Yobs, an Interview Intelligence platform that sits on top of Zoom and the ATS and enables every interviewer to feel prepared and be more efficient in hiring top talent.  Raphael has helped 100+ high-growth organizations up level their recruiting organization with Interview Intelligence through Yobs and Evening Fund, the VC fund he runs on nights and weekends. TODAY WE DISCUSS: The importance of interview intelligence How to gain data to secure accurate hiring decisions Challenge today? Recruiting is incredibility opinion spaced Opinions about what we remember about the conversation Not evidence based High vs low quality question Work about work Labor intensive tasks - ie: interview plan, taking notes Pre-interview  During interview Post interview- scorecard Recruiting teams misaligned Not having a shared view of reality Not offering enough benefits, equity, pto Opinions drive decision rather than data Rick's Nuggets Interview is riddled with fail Interviewers are not trainedCompany values Bias, assumptions & personal motives To understand how good the person is across the desk How do we solve the problem (solution)?  Capture reality  capture all candidate interactions - across web conferencing, dialers, phone, and email. Invest in interviewer training and coaching  Analyze Interview them and surfaces key moments automatically to...Deliver insights to level-up your organization by better understanding your candidates, your teams and your hiring process. Rick's Nuggets Interview intelligence  Start with the company values Decision making language throughout the organization Interviewers champions of the values Protectors of realm Everyone buy's in! Assigned Interview questions Behavioral interview questions  Questions tied to a measurable of the core value Train your interviewers Assumptions allow bias & motives to fester Listening skills - digging under the hood Take diligent notes-  what they said, not what you translated Record & review the conversations Video (zoom, teams, etc…)  Review until you achieve consistent quality data Key Takeaways that the Audience can plug into their business today! (Value): Capture reality- record your calls Invest in coaching/training Reduce bias in process  Guest Links: LinkedIn: https://www.linkedin.com/in/raphael-danilo-481b41b2/ Company: https://www.yobstech.com/ LinkedIn: https://www.linkedin.com/company/yobs/ Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

One big thing that we have learned over the past year is that employers no longer have control over the people they hire. The balance of power has shifted with the majority of people willing to walk away from an opportunity that does not align with their personal beliefs or values.  Many companies are left scratching their heads as to why. So, the thinking has evolved into “it must be the money” so let's increase compensation & benefits. Hoping this will solve the problem. But it hasn't. The interviewees today are the one's making the selection, not the company.  The interviewees are the ones evaluating the company for more than just the paycheck.  And the interviewees are the people who have a lot of options, not the companies. So to get people to choose your company to join you simply need to level the playing field by understanding “what's in it for them”. Guest Bio: Lee Rubin is the Founder and CEO of Confetti. A platform that helps companies build stronger culture by providing shared experiences for a distributed workplace.  Their holistic tool empowers HR and other team leads to quickly discover, plan and book from a catalog of exclusive experiences that optimize corporate culture and employee's professional growth.  Lee is a visionary culture leader with a decade of experience in B2B sales. She's one of the world's experts on remote event planning and has built her company from 0 to 60 employees in just 3 years! TODAY WE DISCUSS: What the field really looks like today How to stand out as an employer of choice through your interview process Challenge today? Differentiate the company Higher chance of closing the person Taste of the culture Demonstrating a healthier dynamic Not posting salary to optimized offer Win-win scenario Interests here aren't aligned obviously (one wants the higher and one wants the lower). I once heard the phrase “Good deals can't happen with bad people” and have kept hold of it. Brings me back to leveling the playing field…  Why is this important to the company? You don't want your people to feel under-valued monetarily  People feel respected because they get what they ask for Not over spending on talent We close 80-90% of the people we really want join  Rick's Nuggets Optimize for remote vs. onsite Authenticity - As you know from your book “healing career wounds” people are literally traumatized from their job and don't want to make the mistake again of joining a company they don't like. So how do you get to know them authentically, make them feel comfortable and close the deal better?  How do we solve the problem?  Getting people to feel comfortable Body language, casual talk: friendly  Excited to speak to you! casual conversation Vibe fit Learn about our culture Showing respect One of their core values  2 Minute Intro About you, improvised  Listen for concise,  Pay attention to the time in the presentation Coherent Able to express their resume in the form of a story? What did they learn? brother/sister, primarily professional Assignment Prepared with job posting Each job has a different assignment Core elements of the job Ie: Customer success- create a customer response email Negotiation Negotiate respectfully How much are you “hoping” to make Tap into a person's dreams = context Rick's Nuggets  Values driven experience Get them to talk first After emotional engagement Key Takeaways that the Audience can plug into their business today! (Value): Optimize for people you want to go through the shit with Optimize for those who share your same values Academia is overrated Loyalty is the #1 currency Confetti Offer: *This special promo expires on July 9th Redeem a $150 discount on your first event by sending an email (see below) to plan@withconfetti.com with the Subject line: HIRE POWER Confetti Discount ---------- Hello! I'm a listener of HIRE POWER and am looking to redeem the exclusive HP150 discount to run my first team building experience with Confetti! I've signed up to Confetti with the following email: USEREMAIL. Could you please let me know once the discount has been applied? Thank you! ---------- Guest Links: LinkedIn: https://www.linkedin.com/in/rubinl/ Company: https://www.withconfetti.com/ LinkedIn: https://www.linkedin.com/company/withconfetti/ Twitter: https://twitter.com/withconfetti Facebook: https://www.facebook.com/withconfetti Instagram: https://www.instagram.com/with_confetti/ Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Do you really need a data scientist for your startup? Throughout my career, I have placed a lot of data scientists at smaller companies. Most of the people placed left within a year of starting with the common feedback that the work didn't warrant having a data scientist. In most cases a data engineer is more than sufficient to build the organization. Sure AI and machine learning may be critical to your business but the question that should be asked before anyone is hired. Guest Bio: Asim Razvi has been focused on Business Intelligence for the last 20 years. He leads the analytics and data strategy for high growth companies.  Asim brings a wide background across Media, Communications and Finance and has built Business Intelligence practices for PwC, Cognizant and Accenture.   Formerly the Head of Education and Research for TDWI where his focus was to rebuild the TDWI brand through alignment with Analytics, Big Data and Cloud thought leadership. TODAY WE DISCUSS: Why to think twice before hiring a data scientist How to hire once a need is established Challenge today? Why hire a data scientist? Hiring company Think they need AI & ML Its a trademark Organization set up for a data scientist Organization  Data maturity Data Scientist Build something valuable  Not a subject matter expert on what the company wants Insights that drive the company Needs to be linked to the business level Why is this important to the company? Knowing when to hire a data scientist Monetize data Most companies don't need data scientists. Data analyst - subject matter expert  Provide the relevance Rick's Nuggets Not enough challenging work How do we solve the problem?  Focus on data maturity Sophisticated business users Want business user to become information explorer - drill down Power user- pair with analyst Organization Vertical chain Data scientist working in the sweet spot- co-creation feedback loop Readiness assessment How prepared is the organization to hire a data scientist Do I have the “track”? Data engineer on board Hire or use a Tool Data robot  Enable users to become data scientists Predict algorithms that work Hire You don't need a data scientist as a startup Learning - neural net capability Key Takeaways that the Audience can plug into their business today! (Value): Don't hire earlier than you need to Remember you need data for a data scientist to work The Business needs to be mature enough in data to hire the data scientist Make sure there is a career arc for the data scientist to grow in the organization Guest Links: LinkedIn: https://www.linkedin.com/in/asimrazvi/ Company: https://hydrafacial.com/ Twitter: https://twitter.com/DataAsArt Host Links:  LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

A company founder approached me last week with a problem. He has had a critical role open for the past 6 months and no one has accepted his offer. 5 people had been offered the job and every single person turned it down. When asked why, the founder said, “I did a great job selling each one of them from the beginning so It must have been the money”. Then I asked, “what was it that the person you were trying to hire really desired in their next role. To that his response was “I have no idea”. We get so busy selling that we forget to ask. Interviewing is not about selling. Interviewing is about understanding the truth of what is important to the person on the other side of the table. And understanding is how we avoid turned down offers! Guest Bio: Jeff Wolfe is an energy and cleantech industry leader and serial entrepreneur. He has spent his career creating new solutions in the built environment and clean energy. As CEO of Veloce Energy he is working to accelerate the electrification of everything by creating systems that reduce the cost, time, and complexity of powering EV charging and building electrification. He has been President for the Americas of a global EV charger manufacturer, worked in retail energy and in a multi-national oil company, and designed over a billion dollars of hospitals, laboratories, and other infrastructure.   Today we discuss: Why listening during the interview process produces results How to let candidates lead you to the truth and ultimately the right hiring decision HIRING STORY: Met 4th cofounder through 3rd party  Brought him on over zoom Didn't meet him for 5 months Challenges today? Aggressive employee environment Wages going upLower wages  Can't settle on talent Show people that they want to work for us Communicating mission (Why) Why is this important to the company? Able to hire good people for reasonable compensation Need to find people who want to solve the problems, create the solutions as much as the founders do Rick's Nuggets People not accepting or leaving - not the $$$ People compelled to align with values, mission & purpose How do we solve the problem?  Let the person tell you what they need Why do people stay - three elements of compensation Money & Benefits A good work environment and good people to work for Good and important work to do. Provide 1 element, good people will stay for 6 months Provide 2 elements and good people will stay for 2 years Provide all 3 and good people will become great people and will stay a long time Create company culture Learn how to communicate it and own it Don't worry about scaring people away Share fact based beliefs - if people do not believe in the problem being solved, or in the solution, they will do a poor job of executing against it Interview  Look for value alignment early. Part of the filtering process What does HR mean Honest relationships Get to a yes/no faster Better yeses and nos Create understanding of the what the fit is Leadership communication Constant reinforcement Whole picture Honest offers No low balling Get people to join rather than be hired Not over-interviewing people Take notes  Different people focus on different aspects, based on their expertise, no one person can really do a complete interview Cumulative thumbs up/down It is partially a gut decision. Don't ignore the facts, but the gut needs to align. Rick's Nuggets Values North star for strong team Alignment fuels passion & engagement Interview Interviewing for value alignment Key Takeaways that the Audience can plug into their business today! (Value): Learn to embody and externally express the company culture and mission. Do not be afraid of them Don't worry about being liked by every candidate. A strong culture and mission will attract the right people, especially in these times Define HR as “honest relationships” Guest Links LinkedIn: https://www.linkedin.com/in/jeffwolfeenergy/ Company: https://www.veloceenergy.com/ LinkedIn: https://www.linkedin.com/company/veloceenergy/ Twitter: https://twitter.com/JeffWolfeSolar Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Join Devin Herz as he talks with Rick Girard about The Unconventional Wisdom of Hiring. an innovative blueprint (HireOS) for attracting, interviewing, and retaining the strongest people every time for your startup/company! Special guest, Rick Girard, author of the book, Healing Career Wounds and founder and CEO of Stride Search Inc. Rick is extremely passionate about helping startup founders win the strongest hires to fuel unprecedented company growth! Episode Takeaways: ► Results from Hire OS ► Examples of Hire OS success ► Hire OS implementation Connect with Rick Girard | rick@stridesearch.com and hirepowerradio.com Buy Rick's Book | Healing Career Wounds: https://www.amazon.com/dp/173580360X Are You ready to take action and get your marketing on autopilot? Yes, I want to set my marketing on autopilot today! Visit https://dynamicmarketingconsultants.com ► Where to follow and listen to Devin & DMC | https://dynamicmarketingconsultants.com/dmc-links #DMCmarketingNugget #RickGirard #DevinHerz #HireOS #Hiring #BlueprintforHiringSuccess #MarketingNugget #StrideSearch #HealingCareerWounds

Join Devin Herz as he talks with Rick Girard about The Unconventional Wisdom of Hiring. an innovative blueprint (HireOS) for attracting, interviewing, and retaining the strongest people every time for your startup/company! Special guest, Rick Girard, author of the book, Healing Career Wounds and founder and CEO of Stride Search Inc. Rick is extremely passionate about helping startup founders win the strongest hires to fuel unprecedented company growth! Episode Takeaways: ► Results from Hire OS ► Examples of Hire OS success ► Hire OS implementation Connect with Rick Girard | rick@stridesearch.com and hirepowerradio.com Buy Rick's Book | Healing Career Wounds: https://www.amazon.com/dp/173580360X Are You ready to take action and get your marketing on autopilot? Yes, I want to set my marketing on autopilot today! Visit https://dynamicmarketingconsultants.com ► Where to follow and listen to Devin & DMC | https://dynamicmarketingconsultants.com/dmc-links #DMCmarketingNugget #RickGirard #DevinHerz #HireOS #Hiring #BlueprintforHiringSuccess #MarketingNugget #StrideSearch #HealingCareerWounds

Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm. He is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth! Rick is the author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires is by blowing up "best practices" with a humanistic, evidence-driven, non-biased, and time-efficient experience. When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges. He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing, and running with scissors. https://www.stridesearch.com/ https://www.amazon.com/dp/173580360X https://influencers.truefanz.com/richlamonica --- Send in a voice message: https://anchor.fm/richard-lamonica/message Support this podcast: https://anchor.fm/richard-lamonica/support

We often hear data on how much bad hire costs you and your company. About 3x the person's annual salary. But how much did the interview process itself cost? For a startup to make a hire, the company spends about 73 total hours interviewing. With the most significant cost being 30 hours of the production team's combined time. And this is assuming that 6 people make it through a full interview to get to the hire. We have to ask ourselves, can we really afford to lose almost 4 days of productive activity to interview? Roughly $9,855 per role, not including candidate marketing or recruiting fees.  As a small business, the answer is NO! Guest Bio: Rocky Lalvani of Profit Comes First, serves as Chief Profitability Adviser for business owners. He teaches them how to ensure they get paid and make profit a priority! As a certified Profit First Professional he implements Mike Michalowicz's Profit First System.   Rocky started with nothing when his parents immigrated to the United States when he was two years old, and his parents were in their 40's. It was his parents' second time starting over in life as they moved here to experience the American dream.  In spite of a lot of struggles and his mom passing away when Rocky was 7, he has been able to achieve financial and life success. Rocky loves to share his journey and inspire others to achieve their dreams even faster. Today we discuss: Why it is critical to understand what interviewing costs  How to maximize your team's time with structure Challenges today? Employees are the major cost for the business  Employee should provide a return for the business Return of Cost of person (taxes, unemployment)  Inefficiency does not show up anywhere on the p&l Wealth is built on the balance sheet! Why is this important to the company? Costs to the company hiring  Reduces morale Loose customer  Nobody is tracking interview or training costs  Hard costs that are very difficult to figure out As a client- doesn't want to do business with a company that hires wrong (leadership issue) Rick's Nuggets Team time waste! People who meet the team must be positioned properly Demonstrate strong leadership in protecting time How do we solve the problem?  Mission values purpose This is the step most business owners skip! Or in their head, but no one else knows Hire to it Have to live it Hire in alignment with mission, values, purpose Not who you like Having a interview process Understanding the real cost Bad Hire- Employee does not provide any value Mistakes  Morale for everyone else Lose clients/ client trust Example Costco vs. Sam's Gross profit / Total payroll including taxes For every $1 in payroll returns x$ in gross profit Measure & Know Need to be making at least 2X payroll It all comes back to leadership! We change the accounting formula of Sales - Expenses = Profit to Sales - Profit = Expenses.  This ensures Profit comes first! (PS. It's not about money at all costs, people come before money!) Rick's Nuggets Values - most important Protect time costs Structure interview Each step is a decision Only progress value aligned, well positioned & accomplished people Decisions must have evidence to back Eliminate uncertaintyAssign interview questions Prepare all for success  Key Takeaways that the Audience can plug into their business today! (Value): Is mission vision purpose written down & do your employees know it? Cost of a bad hire for you? How much profit do your employees bring you? Guest Links LinkedIn: https://www.linkedin.com/in/rocky-lalvani/ Company: https://profitcomesfirst.com/ LinkedIn: https://www.linkedin.com/company/profit-comes-first/ Twitter: https://twitter.com/rockylalvani Facebook: https://www.facebook.com/richersoul/ Instagram: https://www.instagram.com/richer.soul/?hl=en Blog: http://richersoul.com/ Podcast: https://podcasts.apple.com/us/podcast/profit-answer-man-implementing-the-profit-first-system/id1508245322 Host Links: LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre HireOS inquiry: rick@stridesearch.com Podcast: https://www.hirepowerradio.com YouTube: https://www.youtube.com/channel/UCeEJm9RoCfu8y7AJpaxkxqQ/featured Facebook: https://www.facebook.com/rick.girard.5 Twitter: https://twitter.com/rick_girard?lang=en Instagram: https://www.instagram.com/rickgirard1/?hl=en Show Sponsor: www.stridesearch.com

Providing great leadership is one of the most important things we can do to help our companies succeed. For this, leaders must have a good understanding of their career development. Also, leaders need to be able to delegate tasks and responsibilities and make sure that everyone understands their role and what their responsibility is in order to help the organization move forward.  Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm. He is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth! Rick's career has kept him laser-focused on building tech startups in the highly competitive Silicon Valley. Over his career, He has helped build more than 200 startup teams that have successfully exited. Rick is the author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires is by blowing up "best practices" with a humanistic, evidence-driven, unbiased, and time-efficient experience. Jump right in and listen as Rick and Denis discuss how a value-driven organization gets a cut above the rest in attracting the right employees and the keys to minimizing employee turnover. In this episode: Rick discusses what it means to heal career wounds and attract high-caliber talent to a company. It is not just about money. It is about career growth The hiring process should have a system, not based on gut feelings and biases. Leaders often struggle to find a role that is available, and when they do, it is not a role that is conducive to their growth. Managers often fail by talking about how they pulled the team together, but they didn't really do anything. They just delegated everything. Recruiters should ask candidates about their social media use, as this is an important tool for today's executives. Leaders need to listen to their employees and understand what they want in order to keep them happy and motivated. Culture can be defined as the way people act around the water cooler when they're not being observed, and it's driven by values. Good leadership should be able to foresee potential problems and plan for them, in order to prevent them from occurring. Key Takeaways: Having a high operating system allows companies to do this successfully Reading books to improve your managerial skills instead of relying on your old boss Leaders need to be prepared for the challenges of a new role Leaders should have clarity on where to go and be prepared with a plan to get there Organizations should focus on their values, not past accomplishments Leaders need to take an active role in employees' development Tweetable Quotes: “It's about growth. It's about learning. It's about things that are more important to that person's career other than just kind of sitting in there and pushing a button advancement.” - Rick Girard “And so I think as a leader, you really need to go back to your values and drill down on what are the values of my company… Are we living those values? And are these values being utilized in such a way we can track the right people and repel the wrong ones?” - Rick Girard Connect with Rick by checking out his https://www.stridesearch.com/ (website) and https://www.linkedin.com/in/rick-girard-07722/ (LinkedIn). Check out his podcast https://podcasts.apple.com/us/podcast/hire-power-radio-show/id1267738283 (Hire Power Radio Show) and his book https://www.amazon.com/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X (Healing Career Wounds). Email: denis@leadingchangepartners.com Website: http://www.leadingchangepartners.com/ (http://www.leadingchangepartners.com/)  Leadership Is Changing Facebook Group: https://www.facebook.com/groups/LeadershipIsChanging/ (https://www.facebook.com/groups/LeadershipIsChanging/) Leadership is Changing LinkedIn Page:...

Let's face it, a lot of people are BAD at interviewing on both sides of the table.  It is easy to understand that candidates or job seekers are bad for numerous reasons. Being nervous, out of practice, and under pressure to do well because of NEED,  create a large margin for error. For seasoned interviewers, it becomes easier to perform because the person has a lot of practice interviewing. That practice is what eventually makes it easier to land a job.  On the company side, interviewers get a lot of practice asking the same questions as everyone else, but the lack of structure & coordination does very little to uncover evidence to support the decision. The problem with that is that only surface information is gathered and at the end of the day, the hiring decision is made on circumstantial evidence, assumptions, and bias. Guest Bio: Varun Puri is the Founder of Yoodli and an Entrepreneur in Residence at Paul Allen's AI Institute. Yoodli uses AI to help people improve their public speaking and interviewing skills without the pressure of an audience.  Prior to Yoodli, Varun worked on a GoogleX project to bring high speed internet to unconnected regions using invisible lasers. He also ran special projects for Sergey Brin, Google's co-founder.  Today we discuss: Why it is important to practice your interview (or any presentation) How to practice effectively for an interview HIRING STORY: Struggle getting someone to hire him… Now getting people to hire for his startup The key to getting people to bet on you is how you communicate with them PROBLEM: Smart people on both sides of the fence (interviewers and candidates) who miss dream job and miss dream candidate Outcome: Missed hiring on both sides  Hiring managers may not represent companies in the best way Challenges today? Communication skills are an amorphous training concept. No clear way of measuring progress or diagnosing issues (we're dealing with peoples' deep insecurities).  We practice in front of the mirror, camera, and stopwatch. Or worse, avoid it altogether Why is this important to the company? Individual:  Land your dream job. Get access to the opportunities you deserve and don't miss out on them because of how you speak Corporation:  Get your dream candidate  Ensure your team is aligned Help people become more confident communicators and leaders Rick's Nuggets We don't set Expectations Allow people to prepare  Makes interviewers seem unimpressive - demonstrate  Unable to  How do we solve the problem?  3 pronged solution needed: Be aware of your biases/ way you communicate Collaborate with your team to ensure you're all saying the same story Diagnose the issues and work on them Solution: Practice interviewing skills for hiring managers: Be aware of your biases/ way you communicate   Stay on company brand Collaborate with your team to ensure you're all saying the same story Don't say the wrong thing (non inclusive language, berate competition) Diagnose the issues and work on them Time stamped feedback Convey energy Practice for candidates Rick's Nuggets Interview Structure- expectations Repeatable & predictable process Timing and Steps in process Interview question scripts Feedback loop Interview training Documentation habits Interview preparation  How to prepare the candidate How the interviewer prepares Key Takeaways that the Audience can plug into their business today! (Value): Align with your team with a set of interview questions you want to ask and follow up with the Why questions to dig deeper. Conduit the work as a team Watch the post-game highlight reel & critique  Guest Links LinkedIn: https://www.linkedin.com/in/varun-puri001/ Company: https://www.yoodli.ai/ LinkedIn: https://www.linkedin.com/company/yoodli/ Twitter: https://twitter.com/yoodli 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: rick@stridesearch.com Show Sponsor: www.stridesearch.com

Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm.  He is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth!  Rick is the Author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires by blowing up "best practices" with a humanistic, evidence driven, non-biased and time efficient experience.  When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges.  He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors. Michael and Rick have a great discussion on how to be successful in recruiting.  Rick spends his time helping startups acquire the key talent needed to launch. LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: www.stridesearch.com Authored: Healing Career Wounds (Amazon) Host: www.hirepowerradio.com

Sometimes an innocent conversation during an interview can have horrific consequences, especially if you end up not hiring a person. The biggest problem every company faces during the hiring process is the interview.  Two people go into a room together for a conversation and no one knows what transpires. Conversations flow and curiosity carries the conversation. As we all know, curiosity killed the cat… and possibly your company. Let's replace curiosity with consistency. Because the lack of consistency is what breeds unfair interviewing practices by promoting assumptions and cultivating bias. By simply eliminating assumptions & bias from the interview, we can create a process where evidence is gathered that supports the decision. Minimizing your exposure to future litigation. Guest Bio:  Victor Xu is attorney extraordinaire in the Fisher Phillips Irvine office where he represents companies in all aspects of labor and employment litigation, from inception through trial, in state and federal courts throughout California.   Victor also has significant experience in conducting internal investigations into alleged employee/supervisor misconduct, including harassment and discrimination, and has provided recommendations for remedial measures, including preparation of new company policies. Today we discuss: Ways your interview might be harming your company  How to set a process that minimizes potential litigation Challenges today? What gets you in trouble when interviewing Telling people “you are a perfect candidate”  California is pro-plaintiff People grasp on to certain words Having a standard in place where interviewers are not just shooting from the hip in the interview Mitigate risk  What kind of music do you like? Fishing questions Trying to be personal but it is going too far Too much feedback Why is this important to the company? Serial interviewees who doesn't get the job claiming discrimination Going after tech companies Puts handcuffs on the company to settle People catch wind of who was hired Rick's Nuggets Interviews tend to be shallow and decisions are made on assumptions & bias How do we solve the problem?  Train people to interview and use trained people exclusively Select interview team All people trained  Stick to the interview outline and consider a list of no-go questions. Training limits the liability of what is said/asked (extra layer of protection) Create an interview guide of objective questions Consistent & fair process Questions for everyone & role specific questionsQuestions vetted to mitigate risk Off-handed comments “Your a perfect candidate” “Youthful culture”  Religious assumptions - questions about drinking, etc. “What's your ethnic background?”  Relating to the candidate can get you in trouble Honest response for hiring choice We are going to pass at this time: Thank you for applying, but we have decided to pursue other applicants.  We wish you the best of luck in your future endeavors.  Values cannot be discriminatory, Legitimate business reason- values Information to discloseWe decided to go with another person Rick's Nuggets Tie your interview questions to values Assign the questions to a specific interview position (ie: interview #1)  Remove opinion from the decision making processScore card ranking - highly subjective Weigh values alignment above skills Evaluate skills based on performance metrics for the role Key Takeaways that the Audience can plug into their business today! (Value): Brewery of the perks that you offer candidates and understand their consequences.  Ensure employees are properly classified even where both sides agree. Train and prepare your team on appropriate interview questions.  Guest Links LinkedIn: https://www.linkedin.com/in/victor-xu-b43bba25/ Company: https://www.fisherphillips.com/ LinkedIn: https://www.linkedin.com/company/fisher-&-phillips-llp/ Twitter: https://twitter.com/labor_attorneys Facebook: https://www.facebook.com/fisherphillipsllp/ YouTube: https://www.youtube.com/channel/UCHCDdUXOnEjfOtUYu6OqTxA 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: rick@stridesearch.com Show Sponsor: www.stridesearch.com

In this episode, I speak with Rick Girard on the topic of hiring. We cover everything from the job description, telephone interview, what makes a good in person interview, the candidates perspective and the great resignation. ★ Rick's Bio: ★Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm.He is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth!Rick is the Author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires by blowing up "best practices" with a humanistic, evidence driven, non-biased and time efficient experience.When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges.He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors.Rick's book:https://www.amazon.com/dp/173580360X

In this episode of the Thoughtful Entrepreneur, your host Josh Elledge speaks to CEO of Stride Search, the host of the podcast https://www.stridesearch.com/hire-power-radio (Hire Power Radio), and the author of https://www.amazon.com/dp/173580360X (Healing Career Wounds), Rick Girard. Rick shares why he named his book the way he did. He shares that the book was written for entrepreneurs and business owners. Rick wanted to teach his readers that in order to retain stellar talent and have a healthy company culture, you have to heal the career wounds of your employees before you mindlessly throw money at them. Make them feel safe and valued and you'll see unprecedented happiness within your staff. If you want great people, you have to frame things from their point of view. The employees control the selection process, so you have to demonstrate value beyond a paycheck to attract good talent. Stride Search is an executive recruiting firm and they specialize in filling hard-to-fill roles. They recruit executives, engineers, developers, and more. Stride Search seeks to help companies refine their recruiting and hiring processes so that forever moving forward, the companies they work with are equipped to find and keep the best talent possible.  An unfortunate trend Rick has noticed is that the recruiting industry tends to ‘throw stuff at the wall to see what sticks'. Most recruiters only hope they sourced the right fit. At Stride Search, it may take a little time, but they find the perfect candidates for their clients. On average, the companies they work with choose a candidate Stride Search found within the first 3 candidate choices.  People often fail in roles because they were either hired wrong or trained wrong. Too many companies seeking candidates aren't up front about internal issues, so when a new employee is surprised, they tend to resign. Josh and Rick explore how to build a company culture and how as a business, you should want your employees to thrive. You want to have a more meaningful relationship with your employees beyond just what they're paid and their roles. Make them feel a part of something with mission, purpose, and value.  Rick shares the three things to look for when hiring. First, what is the candidate's ‘pain'? Were they disenchanted by their previous job? How have they been mistreated in previous roles?  Next, what are the candidate's desires and how can you meet those desires? Finally, what impact did they make during their previous role? How did they grow in it? Ask these questions and make them an intrinsic part of your hiring process.  Want to learn more? Check out Stride Search's website at https://www.stridesearch.com/ (https://www.stridesearch.com/).  Check out Rick's book, Healing Career Wounds at https://www.amazon.com/dp/173580360X (https://www.amazon.com/dp/173580360X).  Check out Rick's podcast Hire Power Radio at https://www.stridesearch.com/hire-power-radio (https://www.stridesearch.com/hire-power-radio).  Check out The Stride Search on LinkedIn at https://www.linkedin.com/company/stride-professional-search/ (https://www.linkedin.com/company/stride-professional-search/).  Check out Rick Girard on LinkedIn at https://www.linkedin.com/in/rick-girard-07722/ (https://www.linkedin.com/in/rick-girard-07722/).  Don't forget to subscribe to The Thoughtful Entrepreneur and thank you for listening. Tune in next time! More from UpMyInfluence: ✅ We are actively booking guests for our DAILY Entrepreneur Success Podcast.https://upmyinfluence.com/guest ( Schedule HERE). ✅ Are you a 6-figure consultant? Let us fill your sales schedule and move you to 7-figures.https://upmyinfluence.com/b2b ( Learn more here). ✅ Check out our freehttps://upmyinfluence.com/1 ( Authority Transformation Masterclass). 

The small business administration reports that 627,000 Startup businesses are created every year. Rick Girard is on a mission to empower Entrepreneurs (especially start-ups) to make hiring the strongest people, their strongest talent. He's the Founder and CEO of Stride Search Inc, an Engaged Search Firm. Rick is the Author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires by blowing up "best practices" with a humanistic, evidence driven, non-biased and time efficient experience. When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges. He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors. He joined me this week to tell me more. For more information: https://www.stridesearch.com/ Email: rick@stridesearch.com Get the book: https://www.amazon.ca/Healing-Career-Wounds-Ridiculously-Successful/dp/173580360X LinkedIn: @RickGirard

Season 2 of the Workplace Solutions Podcast and Webinar Series! Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm. He is extremely passionate about helping startup founders win the strongest hires to fuel unprecedented company growth! Rick's career has kept him laser-focused on building tech startups in the highly competitive Silicon Valley. Over his career, He has helped build more than 200 startups teams that have successfully exited. Value and Impact are the two main ingredients brought to every interaction, above and beyond just locating the strongest people. Contrarian in his approach, Rick has flipped the script on engagement and the hiring process to bring a massive competitive advantage to every interaction. Rick is the Author of "Healing Career Wounds”. Invented and systematized the Hiring Operating System (HireOS). The solution for leaders to win the strongest hires by blowing up "best practices ' with a humanistic, evidence-driven, non-biased and time-efficient experience. When not running a school for Gifted Mutants as Professor X, Rick hosts the Hire Power Radio Show & Podcast, a weekly series on LinkedIn Live, which serves as a business leader's resource to solve their most difficult hiring challenges. He competes in Brazilian Jiu-Jitsu and has an affinity for any adrenaline-pumping activity such as surfing, snowboarding, rock climbing and running with scissors. Social media and website information: Website: https://www.stridesearch.com LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Twitter: https://twitter.com/HirePowerRadio Special offer for Rise Up For You listeners: Healing Career Wounds: https://www.amazon.com/dp/B094TL14CD/ref=dp-kindle-redirect?_encoding=UTF8&btkr=1 _____________________________________________________ Thank you again for joining us today! If you know anybody that would benefit from this episode please share it with them and help spread the knowledge and motivation. -- Subscribe and rise up for you to be your best: https://www.youtube.com/c/riseupforyou -- Enroll in one of our Coaching Programs today to improve your life, deepen your success and increase your potential in work and life: https://www.riseupforyou.com/coaching -- Check Out our Book, Rise Up For You: Closing the Gap Between You and Your Potential https://www.nadalena.com/book -- Follow us on Social Media: LinkedIn: https://www.linkedin.com/in/nadalena/ Facebook: https://www.facebook.com/RiseUpForYou/ Instagram: https://www.instagram.com/riseupforyou Sign up for our FREE Master Success Kit: https://www.riseupforyou.com/successkit Looking for more support? Grab your free coaching call with our team completely FREE! Bring your questions about Confidence, Leadership or Business and we will assign you the best coach to provide customizable support. SCHEDULE YOUR FREE CALL HERE https://calendly.com/riseupforyou/coaching?back=1&month=2021-09

Founder and CEO of Stride Search, author of Healing Career Wounds and host of the podcast Hire Power Radio Rick Girard discusses corporate values and culture, the “great resignation” and Hire OS, his hiring operating system that provides companies an effective training platform in order for them to win the strongest hires and help them to grow and thrive.

SummaryOn this episode of the Press Play Podcast, Rick Girard joins host Derek Gerber to discuss hiring best practices. Rick is the CEO of Stride Search Inc., specializing in helping startups make the correct hiring decisions. He also hosts the podcast Hire Power Radio, and he is the author of Healing Career Wounds.  Tune in to hear about how to ensure you are hiring the best candidate every time!Shownotes(0:38) Introducing Rick Girard and Stride Search(5:55) Success stories(7:44) The Great Resignation(9:20) Successful education and marketing strategies(10:46) Interviews must connect with corporate values(14:27) What to expect from the HireOS (19:28) Closing thoughtsLinksDerek GerberRick GirardStride Search  Quotes“We make [hiring] decisions based on whether or not we like somebody, or whether or not they bring the skills that we need.  So we make decisions based on irrational thought patterns that essentially put us in bad positions, and it doesn't really put us in a position where we're setting ourselves up for success.” (4:43) - Rick Girard“If you want to be successful as a company, people need to be aligned with the values of the company at its core.” (11:12) - Rick Girard“You should be getting an ROI out of every person that you bring on board.” (13:35) - Rick Girard

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)

The Don't Quit Podcast looks at how professionals work and how you can learn from them. This weeks guest is Rick Girard is the Founder and CEO of Stride Search Inc, an Engaged Search Firm He is extremely passionate about helping startup founders win-win the strongest hires to fuel unprecedented company growth! Rick is the author of "Healing Career Wounds". Invented and systematized the Hiring Operating System (HireOS) Book: https://www.amazon.com/dp/173580360X Website: https://www.stridesearch.com/ LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ — Support The Don't Quit Podcast by visiting TyypoPrints.com, making dreamers into achieves through motivational art prints. Use promo code: podcast at the checkout to get 10% off your next print. Email the Host, Nick Mann at Nick@TyypoPrints.com Check out the official The Don't Quit Podcast Website: TDQPodcast.com Follow the show on Instagram: @TDQPodcast Follow the host on Twitter @MannDesigner If you enjoyed this episode, please give a review on Apple Podcasts. Thank you for listening!

Rick is the Founder & CEO of the internationally renowned Stride Search and author. He loves empowering the start-up entrepreneurs to make hiring the strongest people their strongest talent.  Rick proposed a clearly structured & highly effective hiring operating system that is tied to company values.In his book, "Healing Career Wounds", he mentioned the secret to attract, hire and retain ridiculously successful people.  Being persistent and questioning everything is what Rick consider the core of his success.To contact Rick, you can visit his website or can connect on LinkedIn. Website: Stride Search Inc.LinkedIn: Rick GirardDo you have a story on business development, real estate investing, or other wealth increasing tips?  Please request to be a guest on the Wealth Watchers Podcast by clicking HERETo find out more about what the hosts, Adam Lendi and Justin Hoggatt, check out: happycampercapital.comFollow on Facebook @WealthWatchersCommunity or @HappyCamperCapitalSupport the show (https://www.buymeacoffee.com/wealthwatchers)

Today's episode, we talk to Rick Girard, entrepreneur, executive recruiter and author of Healing Career Wounds.  This episode is all about hiring and finding the right talent for your organization.To Connect with Rick:https://www.stridesearch.com/https://www.stridesearch.com/hire-power-radioTo buy Healing Career Wounds:Click HereBio:From the moment he sprung from the womb, Rick Girard has been a pain in the ass.He can't help it. The guy is a born rebel.In school, he challenged his teachers when he thought they were shallow. He questioned his coaches when he thought they were making bad calls. He even grilled his friends when he saw them doing things he regarded as not so smart choices.Why? Was it because he wanted to be helpful? Because he cared just that much? Nope. It was because, more than anything, Rick liked—and still likes—to win. And, like George Costanza on Seinfeld, he's figured out that the way to win, which almost always turns out to be the opposite of what everyone else is doing.That's why he developed his proven system for hiring—and gave the start-up world a much-needed kick in the ass.Rick didn't grow up dreaming of changing the game in recruiting…or business of any kind. His dream was to be a Playboy photographer (don't judge!) until he decided that as much as he loved creating art, he liked eating and having a roof over his head even more. So he took a job in recruiting, and even though he phoned it in, he wound up making a lot of money. However, when a friend derisively referred to him as a “resume-slinging cowboy,” Rick knew. It was time to up his game…by changing everything he was doing.He studied many approaches to recruiting, ultimately perfecting the process into a single system that is both seamless and highly-successful in achieving the right results. The result is the Hire Operating System (Hire OS), a secret weapon that focuses on hiring consciously that consistently attracts the best people. As the founder and CEO of Stride Search, Rick used (and still uses) this system to build top-performing teams for Silicon Valley start-ups and other cutting-edge companies. His mission has been to give committed start-ups the clarity, power and system to make hiring a win, every time. And somehow, he has turned his unsettling impulses, unruly nature into success for hundreds of clients.In case you were wondering, those clients aren't the only people who get to enjoy Rick's unique take on the world. His value driven nature, insights and systems are enjoyed by audiences every week on the Hire Power Radio Show & Podcast. In his spare time, he competes in a laundry-list of alpha-male activities, from Brazilian Jiu Jitsu to surfing to rock climbing to running with scissors.Rick has a wife, a child and a dog, who all put up with him for some unknown reason. Support the show

Entrepreneurs establish their start-up businesses to succeed, thrive, and live amazing lives. For a business to prosper, its people should be determined, productive, and always contribute value and build the organization. However, successful hiring is not an easy task. In this Alicia Dunams' interview with Rick Girard, you'll find out that although there are challenges you will encounter, hiring the right people is possible. Rick is the CEO of Stride Search, the host of Hire Power Radio, and the author of Healing Career Wounds. Passionate about helping start-up founders win, he developed and systematized the Hiring Operating System (HireOS), a process for leaders to win the strongest hires. Learn how you can successfully hire great talent as Rick shares some creative strategies to attract, hire, and retain successful people. Love the show? Subscribe, rate, review, and share! http://aliciadunams.com/

Today we're joined by Scott Miller and Rick Girard. Scott is a former Chief Marketing Officer of FranklinCovey, author of Marketing Mess to Brand Success. We discuss various things with him, such as marketing's place in a company, how different departments should work together, how to build #companyculture, and the amazing feeling of being invested in your work/projects. Following him, Rick Girard is the author of Healing Career Wounds, CXO of Stride Search & Host of the Hire Power Radio Show. Rick talks with us about hiring. Specifically, how to hire people who share a company's core values. He has some great ideas about how to remove bias from the hiring process in order to connect with people that will be interested and invested in their position. Looking for more than audio? View our TalentTalk Radio video recording on TalentTalk Radio host, Chris Dyer's, channel. >> CLICK HERE 

Any problems that you have within your business come down to people. We are talking about hiring the right people for the job in this episode with Rick Girard. Rick Girard is a business builder, hiring expert, and author of Healing Career Wounds. The number one problem is always going to be you. It starts with you. If you're the company leader or the person who's hiring, it's your responsibility to ensure that the new hire will be successful. According to Rick, the first thing you need to figure out is your values and hire people who align well with those values. Those are the people that are going to do well because they want to be there. He also advises that we focus less on years of experience and take a closer look at the individual’s capacity to do the job, transferable skills, and the ability to grow. Provide somebody a path for growth or success, and they're going to thrive. What You Will Learn in this Episode How to write a better job description What is the most significant point of failure in the hiring process Why hiring managers keep hiring the wrong people What you really should be looking for in a potential hire Why you can’t treat hiring like a transaction Connect with Rick Girard LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ https://www.stridesearch.com/hire-power-radio www.rickgirard.com www.stridesearch.com Links and Resources Hiring & Empowering Solutions on Facebook www.hiringandempowering.com https://www.linkedin.com/in/molly-hall