Hire Power Radio Show

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, eve...

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 p...

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 b...

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. 

T...

Let’s talk about performance metrics for a minute.  

Do you have performance metrics drawn out for every person before they are hired? Are they clear on the expectations for the first 90 days of employment? 

If not, you are setting people up for failure because expectations are never in alignment. We're going to leave it to you to “figure it out”.  ...

“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 n...

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 automati...

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 logi...

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...

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...

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...

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...

It has been decided that we want to hire a person who made it through our interview process. Yay!

Now we invest the time to have the “offer conversation” about what it is going to take for you to join us. Eagerly, we present our case, discuss our benefits & perks, and divulge our rationale behind what we would like to pay our hot new employee. 

The ...

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 on...