Hiring

There Is No “I” in TEAM !!! Do Your Employees Help Each Other Like This…

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Do your employees help each other like this ?  Do they take pride in helping others in different business areas ?  Are they motivated by seeing others succeed ?

Hire people who care.  Hire people who want to see others succeed.  I’ll tell you what, the player with the #2 on his jersey will show those same caring traits as an adult as he does in this video.  And if you had a team filled with people like him, imagine how much faster your company would grow.

Hire people with the behavioral traits you want…

For more information on this topic, check out: Building a World Class Culture and Leadership at 100MPH.

Get Set For Interviewing Candidates!!!

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Other than thoroughly reviewing a job candidate’s past employers online, dig around on Facebook, LinkedIn, Twitter and YouTube to see how they portray themselves. Social Networks are public domain, so don’t feel like you’re infringing on anyone’s rights.  Some of the things you find may surprise you!  Read on, and get more insights here too.

Formulate a list of questions related to the preferences you’ve already decided you need in a candidate. Your preparation should give you a list of areas to delve into deeper. I love making my questions right on their resume and then, once I’ve got a ton of questions written down, putting a number beside each in the order I’ll ask them to ensure I cover it all.

One-on-one interviews should always be two hours and can often go as long as four hours if you’ve really prepared and really grill the candidate, asking multiple questions around each area.

The setting for the interviews should be appropriate. Use your intuition to know whether a more or less formal atmosphere is appropriate.

The interviewer explains this stage of the process to the candidate. Build rapport with the candidate, but don’t do all of the talking. The interviewer has to stay in control of the discussion, so don’t let the candidate control the time or the questions. They’ll have their turn to ask questions later.

Always look for transition points in their job history because that’s where the most illustrative stories lie, and if a candidate shares them, you’ll begin to see more of them as a person. Moving between jobs, schools, career changes, and marriages help you get a better idea for who the candidate is as a person.  Probe into the transitions –respectfully – and find out why they happened. Don’t assume all transitions are bad – ask the candidate why they made the choices they did in order to get a comprehensive picture of them as an individual.

BEST Recruiting Strategy EVER!!!

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78bI have been recruiting thousands of employees for 25 years now – and this is easily the best recruiting tactic I’ve ever heard of for getting true A Players.  It’s a twist on the old internal referral bonus…

I cover a ton of other systems on recruiting and interviewing here – but this one is fantastic…

  • All employees are eligible.
  • Any employee referring another person from outside the company who gets hired earns a bonus of 100% of that employees starting salary.  i.e. refer a person who earns $120,000 and you earn a bonus of $120,000
  • The bonus is paid out 10% a year, for 10 years.  So you’ll earn $12,000 a year for the next 10 years…
  • Caveat is – both of you need to be working for the company for the bonus to keep being paid out.  If either of you leave for any reason – it stops.
  • Keep referring new hires, and you’ll keep adding new bonus amounts on top of the others.

The best part of this is, internal employees will work to keep people happy so they stay, you’ll have a built in happiness machine.

Seems expensive at first blush – but it will drive great new people into the company, and the longer people are with you, the more skills and culture they’ll build up for you.

More great tools about recruiting here…

For information on this topic, check out: Leadership at 100MPH.

You Are A Chicken Shit…

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I don’t get it.

When you KNOW that you have someone in your company that has to be let go – do it today.  Stop being such a chicken shit poor leader.

Do it with empathy.

But do it today.

The data says, that the cost of keeping the wrong person is 15x their annual salary.  It costs you WAY too much money to keep them.

ALL the reasons you give for not letting them go, are likely a sign that you’re simply nervous about doing it.  But do it you must.  Today.

If you want more info on how to fire people properly – these DVDs on Culture & Leadership both cover it.  As does the sections on People in Double Double.

Great Group Interview Questions

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Here are some of the typical questions I’ve used in group interviews. Keep in mind that I’m only looking for cultural fit and leadership at this stage.

  • What are your favorite books/magazines?
  • What is your favorite movie/why?
  • What car is most similar to you & why?
  • What was the most stressful time of your life and why?
  • What was the most complex project you ever led and why?
  • What stresses you out?
  • Why do you want to work here?
  • Who is the best candidate in the room?  Why?
  • If we hired two people, who in this room would you want us to hire to work with you?
  • When could you start and how much do you need to make year one? Year three?

I love this last question because candidates will actually give you the real dollar amount they’d work for versus an inflated number they’d give if no one else were around.

If you follow this process properly, you won’t overlook star candidates whose resumes you’ve already reviewed prior to inviting them to the group interview. The purpose of the group interview is to screen for cultural fit and leadership—that’s what gets candidates into a second interview.

I like to compare this process to a similar practice Steve Jobs initiated at Apple. He’d show a prototype of the Mac computer to prospective employees and if he couldn’t see the sparkle in their eyes when they first saw it, he didn’t bother interviewing them any further.

Interview Questions

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The following interview questions are from a survey I found years ago and also include a bunch of my favorites.

I only listed the ones I really like best, categorized according to personal background, skills and abilities, academic preparation, and other topics.

This list of questions would be an excellent resource to use when preparing for interviews with prospective employees.

ABILITY TO DEAL WITH ADVERSITY, THINKING AND PROBLEM SOLVING

  • What are your personal goals, and have you achieved them? If not, why?
  • Who was the most difficult person you’ve dealt with? How did you respond?
  • Describe a frustrating experience from work. How did you deal with it?
  • What are some of the greatest personal challenges you have faced?
  • How do you handle rejection?
  • What aspects of your past jobs were most frustrating?
  • What life experiences have given you the greatest reward?
  • Can you tell me about the toughest job you’ve ever had?
  • What was the most difficult aspect of obtaining a college degree?


CAREER GOALS AND OBJECTIVES

  • What are your career interests?
  • What are your standards of success/goals for a job?
  • What are your goals and aspirations for the next three years?
  • What are your long-range goals and how are you preparing to achieve them?
  • If you could create the perfect job for yourself, what would you do?
  • Please tell me about your plans for the future.
  • What work would you like to do that really interests you?
  • What is your timetable for achievement of your current career goals?

 

RELEVANT EXPERIENCE

  • What skills do you possess that will help make you successful in this job?
  • Why should we hire you?
  • Have you ever worked in a similar position with another organization, and what did you enjoy most about and least about it?
  • Please discuss some of your past jobs and what you accomplished in them?
  • What prior work experiences have you had?
  • What were your accomplishments in these prior work experiences?
  • Please tell me about the duties/requirements of your last job.
  • Elaborate on one of the work experiences listed on your resume.
  • What did you enjoy most about your previous job experiences? Least?
  • In addition to your educational and professional experiences, what else would you like us to know about you in order to make an appropriate decision?
  • What skills will you bring to the job that will enhance our team or company?

LEADERSHIP

  • What are your major strengths and weaknesses?
  • What did you see as your major strengths and/or weaknesses on this job?
  • What would your last two employers say about you, good and bad?
  • How would you describe your supervisory/leadership style?
  • Who or what had the greatest influence on your life?
  • Describe the difference between motivation and inspiration, and how these apply to you in the work environment.

INITIATIVE AND FOLLOW-THROUGH

  • What are your greatest achievements at this point in your life?
  • Tell me about your accomplishments during college that make you proudest.
  • If friends/colleagues were to describe you to a stranger what would they say?
  • What do you consider most important when evaluating yourself?
  • What were your most significant achievements?

COMMUNICATION

  • How would you describe your style of communication?
  • Tell me about a time you had to sell an idea to someone else.
  • What do you enjoy doing most?
  • Tell me about a time you had to present information to a large group of people. How did you feel and how successful were you?

WORKING EFFECTIVELY WITH OTHERS

  • How well do you work with others?
  • What are some of the pros and cons of working on a team project?
  • When have you led a team to achieve a specific goal, what were the results?
  • What have you admired in people who have previously supervised your work? What haven’t you admired in these individuals?
  • How would you resolve conflict in a group situation?

 

CREATIVITY AND INNOVATION

  • What changes would you make in your school’s academic program?
  • Tell me about a time you found a new and better way of doing something.
  • What was the largest, most creative project you’ve been involved in to date?
  • Tell me the most creative solution you have come up with to solve a problem.
  • Tell me a time when you had to bring out the creativity in others.

 

DECISION-MAKING

  • Please tell me about a conflict and how you resolved it.
  • Tell me a time you had to make an important decision with limited facts.
  • Tell me a time you had to make an unpopular decision.
  • Tell me about a bad decision you made and what you would do differently?

DELEGATION AND ORGANIZATION

  • How do you organize your day?
  • Tell me about a time you delegated a project effectively.
  • Describe to me a time when a supervisor delegated a task to you when you had a full workload. How did you handle the situation?
  • Describe what your closets and garage look like today.

CUSTOMER SERVICE AND SALES

  • What personal qualities do you bring to this firm?
  • Tell me about when you dealt with an irate customer.
  • What does the term “the customer is always right” mean to you?
  • What’s the best example of awesome customer service you’ve provided?

GENERAL

  • What starting salary do you expect as an employee?
  • When comparing one company offer to another, what factors will be important to you besides starting salary?
  • Please tell me about yourself. How would you describe yourself?
  • Name three people who have inspired you and why.
  • What personal qualities do you bring to this firm?
  • What do you know about our company?
  • Why are you interviewing with us?
  • Why do you want to work in the position you are seeking?
  • What are your expectations of us?
  • Why did you select us?
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Meetings Suck: Turning One Of The Most Loathed Elements Of Business Into One Of The Most Valuable

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We all know that meetings suck, right?

You hear it all the time. It’s the one thing that almost everyone in business can agree on.

Except it’s not actually true… 

Meetings don’t suck.

We just suck at running meetings.   

When done right, meetings not only work, they make people and companies better.

In Meetings Suck, world renowned business expert and growth guru Cameron Herold teaches you how to use focused, time effective meetings to help you and your company soar.

This book shows you immediately actionable, step-by-step systems that ensure that you and everyone in your organization improves your meetings, right away.

In the process, you’ll turn meetings that suck into meetings that work. 

In life, we always hear about people who’ve made huge decisions from their gut – without data.Today, I want you to make a decision, not only from your gut, but also from some data.  A decision that is only $12 per employee but will be priceless for your business.

Right now, your gut is telling you something is wrong with your company’s meetings.  You KNOW everyone complains about meetings.

People HATE going to them, they HATE running them, and they really have NO idea which meetings are truly necessary but they hold meetings simply because they think that is what they SHOULD do.

Even some of the smartest CEOs in the world complain about meetings – Elon Musk publicly told employees at Tesla & SpaceX to walk out of meetings if they weren’t being run properly.

I sent Elon a message saying that wasn’t going to fix anything – the key is to fix the root of the problem – NOT continue to ignore why meetings suck.

A Meeting is – Any phone call, video call or occasion where 2 or more people meet to discuss or work-through office topics.

Most employees on average spend 1-2 hours per day in meetings.

And likely, none of those employees – front-line staff or leaders – have had any training on how to attend meetings or participate in them, LET ALONE How to RUN THEM.

Consider this…

If the Average employee spends just 1 Hour per day in meetings – that’s 1/8th of their time.

If the Average employee earns $50,000 per year.

And they’re spending 1/8th of their time in meetings, that means you’re paying $6,250 dollars per year for just ONE employee to attend meetings.

The reality is, employees spend 1/8th of their time – and 1/8th of your company’s payroll – doing something they have literally NO idea how to do.

The Reality is…

95% of employees are booking & leading meetings – and they have NEVER been trained on how to run them.

95% of employees have had NO training on how to show up and participate in the meetings they attend daily.

And 95% of employees and companies have no idea what meetings are even necessary to hold.

Meetings CAN be hugely effective – IF you know how to run them

Meetings don’t SUCK, we just SUCK at running meetings. 

Investing $15 per employee – to help ensure the $50,000 a year you spend on them is an obvious and easy choice.

This could be the most impactful $15 you’ll ever spend and will save the company’s money, time and resources instantly.

Buying a copy of Meetings Suck for 100% of your employees and having them read it this month will have a huge impact on your company’s success.

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Free PR: How To Get Chased By The Press Without Hiring A PR Firm

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Public relations has always been an essential part of doing business which is probably why you’re shelling out big money to an outside PR firm. But the truth is that you don’t need them. You already have all the necessary tools in-house to do as good a job as the so-called experts. 

Cameron Herold and Adrian Salamunovic have taught thousands of company execs how to exploit free media coverage and ditch these expensive, often ineffective outsiders. 

Cameron & Adrian have also built in-house PR teams, spent decades learning how to generate Free PR and how to leverage public relations to complement their sales and marketing strategy. 

In Free PR, you’ll learn how the media world operates while you gain invaluable insider knowledge and actionable advice on how to: 

  • Build your own in-house PR team
  • Provide effective interviews
  • Score great media coverage for free with just a few easy steps 

Landing public relations coverage for yourself and your company is a powerful tool to help elevate your personal brand. PR is easier to generate than marketing, PR is easier to leverage than marketing and PR is more cost effective than marketing. In other words, Public Relations is more critical than ever in growing your brand and your business. 

You’ve got more passion, commitment, a larger stake, and a deeper understanding of your business than any outside PR firm could ever have. So stop wasting money and take the reins yourself.  Learn the secrets to landing TONS of Free PR for your company.

What they’re saying:

“I think PR is the core for promoting any business. Public relations acquires customers! That’s what’s cool about this book.”

– Kevin O’Leary,  Shark on ABC’s Shark Tank

“The ultimate guidebook for those looking to get press, grow their brand, and get in front of the masses. Free PR is the roadmap you’ve been looking for.”

– Peter Shankman, Founder, Help a Reporter Out (HARO)

“Adrian and Cameron will show you the secrets of getting massive exposure for your business. This book is packed with actionable insights from two guys that actually know how to to do it.”

– Dan Martell,  Serial Entrepreneur & Investor (Intercom.io, Unbounce)

“I told Cameron to write the book on generating free PR. I’m excited to see that he’s finally sharing his secrets with the world. This is a must read for any entrepreneurial company and marketing team.”

– Verne Harnish, Founder of Entrepreneurs’ Organization (EO) and author of Scaling Up (Rockefeller Habits 2.0)

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Vivid Vision: A Remarkable Tool For Aligning Your Business Around a Shared Vision of the Future

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Many corporations have slick, flashy mission statements that ultimately do little to motivate employees and less to impress customers, investors, and partners. 

But there is a way to share your excitement for the future of your company in a clear, compelling, and powerful way and entrepreneur and business growth expert Cameron Herold can show you how. 

Vivid Vision is a revolutionary tool that will help owners, CEOs, and senior managers create inspirational, detailed, and actionable three-year mission statements for their companies. In this easy-to-follow guide, Herold walks organization leaders through the simple steps to creating their own Vivid Vision, from brainstorming to sharing the ideas to using the document to drive progress in the years to come. 

By focusing on mapping out how you see your company looking and feeling in every category of business, without getting bogged down by data and numbers or how it will happen, Vivid Vision creates a holistic road map to success that will get all of your teammates passionate about the big picture. 

Your company is your dream, one that you want to share with your staff, clients, and stakeholders. Vivid Vision is the tool you need to make that dream a reality.

miracle-morning

The Miracle Morning for
Entrepreneurs: Elevate Your SELF to
Elevate Your BUSINESS

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READY FOR EXPLOSIVE GROWTH AS AN ENTREPRENEUR AND ACCELERATED SUCCESS IN THE REST OF YOUR LIFE?

A step-by-step guide to enjoying the roller-coaster ride of growth — while getting the most out of life as an entrepreneur. A growth-focused approach: The book is divided into three sections, which cover planning for fast growth, building a company for fast growth, and leading for fast growth. Each topic the author covers — from creating a vision for the company’s future to learning how to generate free PR for a developing company — is squarely focused on the end goal: doubling the size of the entrepreneur’s company in three years or less. A down-to-earth action plan: Herold’s experienced-based advice never gets bogged down in generalities or theory. Instead, he offers a wealth of practical tips, including: How to design meetings for maximum efficiency; How to hire top-quality talent; How to grow in particularly tough markets; How to put together a board of advisors — even for a smaller company; How even the busy entrepreneur can achieve a work/life balance.

READY FOR EXPLOSIVE GROWTH AS AN ENTREPRENEUR AND ACCELERATED SUCCESS IN THE REST OF YOUR LIFE?

Hal Elrod’sThe Miracle Morning has helped redefine the mornings and the lives of millions of readers since 2012. Since then, careers have been launched, goals have been met, and dreams have been realized, all through the power of the Miracle Morning’s six Life S.A.V.E.R.S.

THESE SIX DAILY PRACTICES WILL FUEL YOUR EFFORTS TO CREATE AND SUSTAIN POSITIVE CHANGE IN YOUR LIFE.

Now The Miracle Morning for Entrepreneurs brings you these principles in a whole new light—alongside the Entrepreneurial Elevation Principles and the Entrepreneur’s Elevation Skills. These are essential skills that you need to create a successful business and personal life. Cameron Herold— Bestselling Author and a widely-respected expert on entrepreneurial mindset—brings his wisdom and insight to you using Hal Elrod’s powerful Miracle Morning framework.

DEVELOP A VISION FOR YOUR BUSINESS, AND BECOME THE INFLUENTIAL AND INSPIRING LEADER YOU WERE ALWAYS MEANT TO BE.

The principles and skills you’ll find in this book will help you to channel your passion and achieve balance in a remarkable new way. – Learn why mornings matter more than you think – Learn how to master your own self-leadership and accelerate your personal development – Learn how to manage your energy—physical, mental, and emotional – Learn how to implement Hal Elrod’s invaluable Life S.A.V.E.R.S. in your daily routine – And much more… You’re already an entrepreneur. Now discover how to take your success to the next level by first taking yourself to the next level. The Miracle Morning for Entrepreneurs is your roadmap to masterfully building an empire with a powerful vision, utilizing your areas of personal genius, with the right team at your side.

Start giving your business and your life the very best opportunities for success, right now.

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Double Double: How To Double Your Revenue And Profit In 3 Years Or Less​

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A step-by-step guide to enjoying the roller-coaster ride of growth — while getting the most out of life as an entrepreneur. A growth-focused approach: The book is divided into three sections, which cover planning for fast growth, building a company for fast growth, and leading for fast growth. Each topic the author covers — from creating a vision for the company’s future to learning how to generate free PR for a developing company — is squarely focused on the end goal: doubling the size of the entrepreneur’s company in three years or less. A down-to-earth action plan: Herold’s experienced-based advice never gets bogged down in generalities or theory. Instead, he offers a wealth of practical tips, including: How to design meetings for maximum efficiency; How to hire top-quality talent; How to grow in particularly tough markets; How to put together a board of advisors — even for a smaller company; How even the busy entrepreneur can achieve a work/life balance.