To kick off our new season and new branding, we're going to start with a five-episode Back to the Basics series. This series is meant to help you take a step back and create some core principles that will support you in building and leading a great team. I am going to help you think through some of the crucial things that you need to have a healthy organization because the health of your organization trumps everything else. Spending time on this early on will save you much time, energy, and heartache. The first topic we're diving into is establishing a mission and core values. The tools I share in the episode will show you this doesn't have to be a crazy exercise; it can be rather simple. I hope after listening, you'll feel excited and ready to work on creating your mission statement and core values.*connect with me on IG @jackie.koch_*find more information on my website peopleprinciples.co

Throughout my career, I’ve noticed five common hiring mistakes that the entrepreneurs, hiring managers, and founders tend to make. I break down exactly what those are and share different tools and strategies that you can put into place to avoid those same issues. I highlight some antiquated hiring and interview approaches that don’t work in today’s employment market, and explain how you can update your processes. I also have some tips for showing up prepared and confident to each interview, and creative ways to find the right person for your team. IN THIS EPISODE, I TALK ABOUT:How to craft the right job title and description Simple strategies that make is easy for candidates to express interest How to give your employees development opportunities and buy-in during the interview process Why ‘try before you buy’ doesn't really make any sense, especially in an at-will employment state Making decisions based on a candidate’s scorecard and the 80/20 skill set rule RESOURCESCheck out the new Hiring School course at hiringschool.com/join!  The Advantage: Why Organizational Health Trumps Everything Else In Business by Patrick M. Lencioni  CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co Visit the Hiring School website: hiringschool.com

I’m joined by Ivan Alo & LaDante McMillon, co-founders of New Age Capital, a seed stage venture capital firm and lifestyle company that invests in tech and tech-enabled startups that are founded and led by Black and Latinx entrepreneurs. We discuss their journey to launching New Age Capital, common hiring roadblocks they see in the startup world, and what traits they look for in the leaders that they invest in. Ivan and LaDante also touch on how to develop a growth mindset around team building and share tips for how to become a more self-aware and effective boss. IN THIS EPISODE, WE TALK ABOUT:The reality of capital allocation for Black and Latinx founders How to decide when (and if) you should raise money The most important hires to make early on in your company Ivan and LaDante’s thoughts on bringing on an assistant The number one thing that Ivan and LaDante look for when they’re vetting a startup RESOURCES: Can't Hurt Me: Master Your Mind and Defy the Odds by David GogginThe Comfort Crisis: Embrace Discomfort To Reclaim Your Wild, Happy, Healthy Self by Michael Easter  CONNECT WITH IVAN & LADANTELearn more about New Age Capital: newage.vc Read their blog: keepit100.vc CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co Visit the Hiring School website: hiringschool.com

Firing is one one the not-so-fun parts of managing a team, but it’s crucial for the success of your business. There are six main signs that it might be time for an employee to leave your company, and I break down how to recognize them and approach performance reviews. I explain how to set up a 30-day improvement plan, investigate why someone has stalled out in their role, and optimize one-on-one check-in meetings. Sometimes people aren’t the right fit and can thrive in a different environment, and I’m sharing the tools to help make that happen. IN THIS EPISODE, I TALK ABOUT:What to do when the roles and responsibilities of a job has changed Having honest conversations with your employees about your expectations Supporting your staff who want to grow in a different direction How to deal with team members who believe in a different direction for the company or your team Tips for improving your termination process CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co Visit the Hiring School website: hiringschool.com

Today I am chatting with Ashley Herd. Ashley is an attorney and HR leader with experience in a global law firm and companies including Yum! Brands and McKinsey & Company. She now leads Manager Method®, an HR and legal firm providing scalable employment documents and tools for companies of all sizes, to help employers and employees work together. Listen along as Ashely and I share our advice and tips for hiring remotely!IN THIS EPISODE, WE TALK ABOUT:What to consider when remote hiringThe things you need to think about when you hire employees in other statesThe opportunities and the challenges of remote workingThe future of laws around remote workingRESOURCES:Let Me Write That Down: A New Employee's Guidebook: A Guided Journal for Employees New in Role - Manager MethodCONNECT WITH ASHLEYAshley on TikTik: @managermethod Visit the Manager Method website: managermethod.com CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co Visit the Hiring School website: hiringschool.com

Today’s episode will make you feel more empowered about figuring out the right time to give feedback to your team and how to do it. It is your job as a boss to give feedback and to have these hard conversations. You want to create a culture at your company where team members, including you, feel comfortable and confident giving each other honest feedback, face to face, and in real-time. Listen along as I share with you my pro tips on how to do this and how to make those uncomfortable conversations a little more comfortable (and of course, constructive).IN THIS EPISODE, I TALK ABOUT:How having constructive, uncomfortable conversations takes practice to get easierHow putting negative feedback in the middle of compliments is confusing and how to gently be direct, without feeling like you have to soften the blowFeedback can be positive and negative, and is how people grow and develop both professionally and personallyA list of talking points and prompts on how to start your conversationRESOURCESBook: Radical CandorCONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co Visit the Hiring School website: hiringschool.com

In the world of remote work, a regular one-on-one meeting is so critical and so important to make sure you're keeping in touch with your team members. Not only is it a great way to help you build alignment and help them develop, but it also allows you to get to know them personally, which is strongly valued by staff. One-on-ones give you a set-in-stone place where you share information and communicate honestly and openly with your team members. In this episode, I share my top tips for having effective one-on-ones and prepare you to ask the right questions that will help coach your staff to their own answers.IN THIS EPISODE, I TALK ABOUT:How in the world of remote work, a regular one-on-one meeting is so critical and so important to stay connected to your staffHow you can train your staff to save non-urgent questions for your 1:1s and avoid numerous emailsHow to get out of the habit of answering questions for your staff and solving their problems for them, and instead help each of your team members come to solutions on their ownHow to make sure 1:1s go beyond a status update and into honest conversations around an employee's performance and their development goalsCONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

I recently read a study that found 11% of people change their minds after signing an employment offer. There are so many factors that go into that, but how can you help your new hires feel excited and solid in their decision so that they don’t back out before the first day? I’m sharing my top five tips for creating a seamless onboarding process, including how to prepare beforehand and what to do during their introduction week. I share stories of processes that I’ve seen work really well (and some...not so much), and what I recommend for virtual onboarding. Listen in to learn more about how to create an efficient and effective onboarding process. IN THIS EPISODE, I TALK ABOUT:How to give your new hire an opportunity to prepare for their first day My favorite way to kick off the first day and set expectations My recommendation for how often you should be meeting with your new employee during their first week Ideas for getting the company together to introduce the new team member Why I like the employee ‘buddy system’ Tools for getting your training videos, SOPs, and industry information organized before your new employee starts Why you should schedule 30, 60, and 90-day check-in meetings immediately CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

In last week's episode, I mentioned that paid parental leave is something that’s becoming more of a table steaks benefit during the hiring process. No one knows that better than today’s guest, Allison Whalen, the co-founder and CEO of Parentaly, a business service that helps companies improve the experience of paid parental leave, so that employees feel supported and businesses thrive. We discuss why and how small businesses can and should offer paid parental leave to their team, and how offering paid leave helps boost employee happiness, engagement, and retention. Allison explains how to set up a plan so that paid family leave doesn’t impact the bottom line of a small business, and offers solutions to the two major concerns that she sees business owners struggle with when it comes to establishing a company protocol. Plus, Allison shares exactly how she’s handling her own upcoming maternity leave and takes us through her team’s process of ensuring a seamless transition while she’s away. IN THIS EPISODE, I TALK ABOUT:How Allison has seen the ​​paradigm shift around paid parental leave, especially for non-birthing individuals What the current standards and trends are when it comes to paid family leave Some of the major business benefits of offering paid parental leave, especially for smaller teams Allison’s thoughts on having a part-time ‘welcome back month’ How to create a culture where employees feel comfortable being transparent about their pregnancy or plans to start a family The importance of defining your communication plan and boundaries before going on parental leave CONNECT WITH ALLISON Learn more on the Parentaly website: parentaly.com Follow Parentaly: @parentaly Connect with Allison on LinkedIn: Allison Whalen CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

As a small business owner, offering benefits to your employees can feel a little bit intimidating and costly. I break down the different benefits you should consider offering, including health insurance, paid time off, retirement solutions, and other perks that really help you stand out to potential employees. I share some simple tools to help get started with setting up a health insurance plan and determining how much you want to contribute. I get into some of the pros and cons of lump sum versus accrued paid time off, and what I recommend small business owners offer for federal holidays. I also give a sneak peek into next week’s episode, which is going to have a more in-depth look at paid parental leave. I hope that this episode clears up some common misconceptions about employee benefits and sparks inspiration about what you can offer your employees, regardless of how big your team is. IN THIS EPISODE, I TALK ABOUT:Simple ways to provide health insurance benefits when you only have a few employeesDifferent types of paid time off, including vacation, sick, and unlimited An overview of retirement solutions Why more and more companies are offering a health and wellness stipends Benefits to consider if your team is mostly or all remote RESOURCES MENTIONED Gusto CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

When most people think of work culture, their mind goes to happy hours, gifts, and other incentives. But work culture goes so much deeper than that一it’s who you hire, how you communicate, build trust, and make decisions. I believe that a blend of in-person and remote work is here to stay, so I’ve been doing alot of research on how to cultivate collaborative, inclusive, and thriving online teams. I share what my experience was like being an HR executive during the early days of the pandemic, some of the things I would do differently in hindsight, and what I plan to do when I build a remote team. I explain how to create a solid internal communication plan, foster visibility across teams, set up core working hours, and plan in-person get-togethers. I also break down what soft skills to look for in potential employees when hiring for a remote position. IN THIS EPISODE, I TALK ABOUT:The importance of building trust and how to do it with your team online Some less commonly discussed pros and cons of working remotely The importance of creating agreements and protocols around communicationWhat ‘all hands’ and ‘stand up’ meetings are and when they’re appropriate The top three things to look out for when you’re hiring someone remotely RESOURCED MENTIONED: Owl Labs State of Remote Work study We Work Remotely  Rituals for Virtual Meetings: Creative Ways to Engage People and Strengthen Relationships The Holloway Guide to Remote Work CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

I’m joined by business coach and entrepreneur Jess Glazer to talk about her transition from a burnt out solopreneur to a visionary business leader. We discuss why setting up systems before you hire is so critical, how to truly delegate as a leader, and what it looks like when your ego is in the way of your own success and ability to scale. Jess breaks down her experience with bartering and shares what she would do differently when it comes to her first hires. We also chat about how to keep tabs on your employees without micromanaging them and what she does to cultivate a strong team culture.  IN THIS EPISODE, I TALK ABOUT:Key indicators that you need to hire an employee Why you should have a contract in place with everyone you work with, even if there isn’t money being exchanged The top reasons why so many entrepreneurs are slow to hire Simple tools to help you articulate your systemsWhy passing off your to-do list to an assistant isn’t always the most effective solution for getting stuff done RESOURCES MENTIONEDRocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business by Gino Wickman and Mark C. Winters CONNECT WITH JESS Follow Jess on Instagram: @iamjessicaderoseLearn more: jessglazer.comWatch the Harness Your Coaching Superpower Workshop CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co GUEST BIO A former celebrity personal trainer and elementary school teacher, Jess Glazer turned her once “cute side hustle” into a multi-million dollar business in under 2 years. Since leaving her elementary school teaching job in 2017 she has hired a team of incredible heart-centered leaders, served hundreds of clients, helped create over 11 million dollars in revenue for those clients and is committed to helping 100 entrepreneurs create 7-figure impact driven businesses (9 down, 91 to go!)As a result of donation/awareness she and her husband built & opened a school in Ghana, Africa with Pencils of Promise. She’s been featured in The Wall Street Journal, Forbes, Yahoo Finance, The Today Show, Good Day New York, The New York Post, Shape Magazine.Her mission is to cause a ripple effect and inspire change for generations to come; making a massive impact and leaving a lasting legacy beyond her singular actions.

We’re seeing a major labor market shift towards the gig and freelance economy, and no one knows that area of hiring better than Lisa Cumes. She’s a hugely successful freelance copywriter, scaled her business to include a team of copywriters and contractors, and she now specializes in helping other freelancers build thriving brands. We get into everything from what types of projects lend themselves best to freelance work, how to utilize different platforms like Upwork, and what her approach is for test projects. Lisa shares the pros and cons of Upwork from both the client and freelancer side, and breaks down exactly how she scaled her business as a copywriter. Lisa gets real about the lessons she’s learned when it comes to freelancing, and she also breaks down exactly how she weeds out the candidates that aren’t the right fit. IN THIS EPISODE, I TALK ABOUT:When to hire an employee versus a freelancer The four main payment structures for freelancers on UpworkThe reality that a lot of people don't talk about when they dream of quitting their job and becoming a freelancerTools for perfecting your sales pitch and making sure that your proposal gets seen by clients Lisa’s advice for people who want to start freelancing or scale their existing operation CONNECT WITH LISA Follow Lisa: @lisacumes Check out Simple Story Solutions: simplestorysolutions.comLearn more about Full Thrive Freelancers: fullthrive.co CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co GUEST BIOLisa Cumes is a freelance copywriter and StoryBrand Guide who has built a multiple 6-figure, online copywriting agency, over the past 4 years. Last year she shifted and scaled her business by bringing on a team of other copywriters to help more businesses and personal brands simplify their message and streamline their content marketing. She also has a passion for helping freelancers stop hustling and start building thriving full time businesses. As a mom of 3 kids, she knows how to navigate mommy guilt, actually be productive working from home and coaches other freelancers through Full Thrive Freelancing with online courses, coaching and free training focused on leveraging the Upwork Platform. 

Compliance issues aren’t the most exciting part of the hiring process, but it’s so important to get these details right because they can end in costly, time-consuming legal battles if they’re not. When determining if an employee should be paid hourly or salaried, there's a few key considerations you have to make. I break down the differences between paying someone a salary versus paying someone an hourly pay rate and explain why it's crucial to be clear about that decision before hiring a full-time W2 employee. I get into what non-exempt and exempt employees are, how you can qualify for an exempt-level role, and I also share examples of local laws when it comes to minimum payment requirements. IN THIS EPISODE, I TALK ABOUT:What it means when an employee is eligible for overtime pay, and any state or local mandatory rest and meal breaksThe five exemption categories Figuring out the job duties and the scope of the job to make sure that you can prove that it qualifies as an exempt role Paying attention to federal, state, and local minimum wage requirements, especially for remote workers Timetable requirements for hourly employees CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

A major part of being a business leader is learning how to have tough conversations with your employees about their performance and potential termination. There are six main reasons that contribute to someone underperforming in their role, and in today’s episode, I break down what those are and how to address underlying issues with your employees. I also explain what a performance improvement plan is and get into why firing someone isn’t always the right solution. This topic is something that I see a lot of business owners struggle with, so tune in to learn more about how you can conduct effective performance reviews and retain your team members. IN THIS EPISODE, I TALK ABOUT:Tell-tale signs that a team member is struggling in their roleRecognizing why an employee is no longer growing or learning in their position Creating dynamic roles and opportunities for your team Why you should have honest conversations with your team about their ambitions, goals, and what they want in their career What to do when team members are losing belief and disagreeing with your business decisions CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

In honor of graduation season, I wanted to talk about hiring recent graduates and entry level roles. These positions are great to consistently have in your business so that new talent is coming through your door and you're constantly training and developing new people who can grow into different roles at your company.I unpack the job requirements for roles that are designed for people who are at the learning stage in their career, and what to consider when you’re putting together the job description. I explain the benefits to hiring recent graduates and entry level positions, as well as key factors to consider before taking on someone with little or no professional experience. Plus, I share some of the common feedback I hear from young people who are trying to break into the workforce and how you can address their concerns in your hiring plan. IN THIS EPISODE, I TALK ABOUT:How hiring entry level positions can help with your budget The fresh perspective and can-do attitude that a new professional can add to your business Creating mentorship and coaching experiences Tips for interviewing people without a lot of professional experience The best times of year to position yourself for hiring college graduates Why a lot people entering the workforce are looking for hybrid work environments CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

I’m joined by Aisha Marshall, a content strategist and branding expert who's built and scaled a full-service marketing agency, as well as a luxury fine jewelry brand. Aisha is a pro when it comes to hiring and building teams, and she has tons of experience with internships. She shares her top two methods for finding great interns on college campuses and how she comes up with projects that help both the business and intern grow. Aisha breaks down her hiring strategy, application process, and approach to onboarding. We also discuss the importance of tracking your time against how much you’re billing and how to forecast a hire instead of hiring from scarcity. IN THIS EPISODE, I TALK ABOUT:What motivated Aisha to launch her own marketing agency Aisha’s biggest takeaways from her first hire Aisha’s experience working with ASU and other universities to hire interns What Aisha considers to be the most important part of a job description Advice on how to get to know your new team members, especially in a hybrid or fully remote work environment How to tap into what motivates your employees and makes them feel seen Aisha’s top two tips for small business owners who are ready to make their hire or scale their team CONNECT WITH AISHAFollow Aisha: @aisha Follow WHXTE Atelier: @shopwhxte Follow AAM Consulting Firm: @aamfirm CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

I recently read that 52% of interviewers make their decision about a candidate within five to 15 minutes of an interview starting. If someone is coming to a conclusion that quickly, it’s clear to me there’s a lot of unconscious biases at play in their interview process. All humans experience bias, but I have a few key tips to reduce your preconceived notions and make smarter hiring decisions. I break down the eight common interview biases that creep up when we’re interviewing candidates and explain how having a hiring plan in place can help you avoid falling into those traps. I also share a preview of my new hiring course that I’m launching very soon! IN THIS EPISODE, I TALK ABOUT:How setting up a structured hiring plan helps you reduce biases that are specific to the interview processWhy we should never make assumptions about someone based on their age Surprising ways that the education and experience biases might show up during an interview What the ‘halo’ and ‘horns’ effects are Learning how to look out for green flags instead of going into an interview with a skeptical mindset Exciting news about my upcoming hiring course  CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

I think there are misconceptions about the saying ‘hire slow, fire fast,’ so on today’s episode, I’m clarifying what it means when it comes to your team and business. When it comes to hiring slowly, it’s all about making sure you're hiring the right role and choosing the right person for that position. It’s not about creating unnecessary hoops for candidates to jump through, or generally dragging your feet with the hiring process. And when you notice that somebody is not working out in their position or their performance isn’t up to par, you need to take swift action. It’s not about creating a culture of fear and terminating people without giving them a chance to improve, but rather having an open dialogue and providing opportunities for your employees to excel. Tune in to hear my take on what it looks like to hire slow and fire fast. IN THIS EPISODE, I TALK ABOUT:Tactical things that you can implement in your business to hire slow and fire fast What hiring slow and firing fast doesn’t mean The importance of taking the time to clearly map out and prepare for your hiring processHow the 80/20 rule applies to hiring How to approach conversations with employees when you notice they’re not meeting your expectations CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

Over my 15 years in the hiring and recruiting field, I’ve noticed that the lack of formal interview training has led to awkward, and sometimes illegal, practices. There are certain laws that prohibit us from asking questions about protected information that might lead to discrimination or the apperance of discrimination. I’m breaking down the exact topics that you need to avoid when you’re interviewing, and how to refocus your hiring techniques so that you’re getting the information you need without stepping over any boundaries. I also walk you through what to do if you learn about any protected information during the interview process, and how to steer the conversation in a better direction. IN THIS EPISODE, I TALK ABOUT:How to protect your business from different claims that may come up during the interview processThe different laws that are in place to protect employees during the hiring process What exactly is considered protected information Being mindful of your small talk topics and not getting too personal with follow-up questionsWays to talk about salary expectations without blatantly asking a candidate what they’re currently making CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

Going from a corporate background in hiring experts and building teams to launching your own small business has its advantages, but there’s always more to learn when you’re starting from the ground floor. Nobody knows this better than today’s guest, Kelly Kussman, the founder of Cayla Gray, a luxury perfume and candle company. Kelly went from having endless HR support at PetSmart to now navigating the world of contractors, freelancers, and virtual assistants on her own. Luckily, she has solid interviewing skills and has been able to adapt her hiring practices to find the perfect candidates. We discuss how her priorities have changed now that she’s a small business owner, what her go-to interview questions are, and the number one trait that she looks for in a candidate, regardless of what the role is. Kelly shares her top team building tips for other solopreneurs and explains why it’s important to start with generalists at the beginning of your hiring journey. IN THIS EPISODE, I TALK ABOUT:What inspired Kelly to take the leap and go all-in on Cayla Gray The lack of interview training across industries Who Kelly’s first hires were and who she’s brought on as the business has grown The importance of weaving in projects or activities during the interview processKelly’s favorite question to ask during an interview Where Kelly goes to find candidates CONNECT WITH KELLYFollow Kelly: @kelly_ward_kussman Follow Cayla Gray:@caylagrayco Shop Cayla Gray: caylagray.com CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

I’m sharing tips and tricks on how to become a good interviewer and get the results you're looking for. Not only does a solid interview help you make the right hire for your business, but it also helps the candidate see what it'll be like to work for you and determine if they can see themselves thriving in that environment. It gives people a peek inside your company culture and sets behavioral standards. I have five main tips for how to become a better interviewer, keep the conversation on track, and organize your interview process. I dig into why interviewing well matters and share what I’ve learned from the thousands of hires that I’ve made over the course of my career. IN THIS EPISODE, I TALK ABOUT:Why it’s important to build up your emotional intelligence skills for interviewing Being aware of your body language and facial expressions during an interview Examples of effective follow-up questions What to do when you feel stuck or don’t like the direction the interview is going in How to create a simple applicant tracking system CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

I’m sharing my go-to tips for what I've done to fill jobs in the past, what I think we need to do going forward, and what I do whenever I have a client that has hired me to find the perfect candidate. There are two ways to fill the job: you need to go and find the talent, or they find you and they learn about your open job. Based on my 15 years of experience with recruiting, I’ve come up with three ways that you can typically find candidates without them seeing a job posting and directly applying for your job. I also touch on how to navigate and maximize your job post on job boards and share creative ways to find qualified candidates to join your team. IN THIS EPISODE, I TALK ABOUT:How I use Google, LinkedIn, and social media to contact people My two rules about poaching people from companies How to handle negative responses from potential candidates When to pay for a sponsored job post on LinkedIn versus roles that aren’t worth it What it’s like to work with a recruiter Why you need to include employer branding into all of your marketing effortsCONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co 

We’ve all heard about The Great Resignation that’s been trending since last year, but what’s really going on? I get into why it’s so hard to find employees in today’s labor shortage and what you can do to attract talent in this market. There are three major factors that are making it challenging for employers to fill roles, but there are ways to address those concerns and create an attractive work environment for people on the job hunt. I share what employees are prioritizing and ways that small businesses can capitalize on their agility and flexibility in ways that larger corporations can’t do as easily. I give suggestions for how you can set your company up in a way that will attract candidates now, and in the future, to cultivate a sustainable and solid team. IN THIS EPISODE, I TALK ABOUT:Why there are less people in the job market than there once was The gap between the type of experience and expertise that employers are seeking and what candidates can offer Industries that have been hit particularly hard by the current job market How to create an intentional work culture Giving employees autonomy and flexibility over their schedules Why basic benefit plans aren’t cutting it anymore Different ways to attract talent to your business CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

I’m joined by my dear friend and recruiting powerhouse Molly Anderson. She has 15 years of talent acquisition and recruiting experience and has helped build teams at places like Groupon and Lumi, and now at Mothership. We discuss how she got her start in recruiting and how her background in improv, comedy, and writing has served her in this industry. Molly highlights what leaders of small businesses can do to improve their hiring process, current trends she’s seeing in the job market, and what candidates are looking for in potential companies, regardless of the size of an organization. Molly also explains the difference between tech and non-tech recruiting and shares her top tips for people looking to hire right now. IN THIS EPISODE, WE TALK ABOUT:The matchmaking aspect of hiring and recruiting The types of communication skills that are crucial for business leaders The roles that are the hardest to fill right now Why having a LinkedIn page is necessary for hiring and recruitingThe baseline benefits that Molly is seeing most employers offer Trends in remote working stipends, retirement funds, and wellness packages CONNECT WITH MOLLYMessage Molly on LinkedIn: Molly Anderson CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.coABOUT MOLLYMolly Anderson is a badass recruiting professional who fell into recruiting completely by accident. In her 15 years of recruiting she has worked within tech and startups of all sizes, recruiting for roles from entry to VP level. Currently she works in freight tech recruiting for Mothership. The best part of her life is her two year old daughter who has no idea what recruiting is, let alone what a job is.

We’ve covered how to determine what you need to hire for and getting clear about who that person is. Naturally, the next step is establishing a solid recruiting and interview process. This is another one of those processes that doesn’t have an easy shortcut, but I’m breaking down the best structured hiring practices that will help streamline everything. I dive into how to create an interview plan, map out the flow from phone screener to in-person interview, and explain what to assess at each step. I also address how to limit your unconscious biases and give examples of bespoke situational and behavioral-based interview questions that will give you the answers that you need out of your candidates. IN THIS EPISODE, I TALK ABOUT:Why it’s important that each candidate goes through the same interview process Creating a great candidate experience Reducing bias and discrimination in your process The simple interview plan that I use and recommend to my clients Why a short project or work sample shouldn’t be seen as a free deliverable An easy way to figure out if someone is resourceful Why it’s helpful to have another team member with you during an in-person interview An overview of things that you cannot ask in interviewsCONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

In last week’s episode, I explained how to determine what you need to hire for, and today I’m sharing my formula for how to figure out who can fulfill that role. I have a rubric on setting expectations for responsibilities and outcomes, expertise and skills, and core values. Instead of just copying and pasting a job description that you see online, this rubric will help you assess potential hires for traits that are specific for your business. I give examples of each category and dive into how you can use this rubric for your tracking progress and conducting performance reviews. Listen in to learn more about defining and clarifying who you need on your team. IN THIS EPISODE, I TALK ABOUT:Why you shouldn’t use generic job descriptions to guide your hiring process My signature role rubric that defines the ideal candidate Creating a framework for onboarding and team integration Why you should be thinking in terms of hiring for 12-18 month stints Determining traits and qualities that you’re not willing to teach How to use your role rubric for check-in meetings CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

What + who + how = a great hire. Simple, right? The reality is that there’s a lot of work that has to go into each step to determine the right hire for your business. This episode is part one in a  three-part series where I’m defining the formula that I use to help small business owners make the right hiring decisions. Today, I’m explaining how to figure out what you need to hire for and tools that can make the process a lot easier. I share how to efficiently track your time, categorize your activities, and determine how much time you’re spending on tasks that may or may not be in your zone of genius. This isn’t the most glamorous part of hiring, but unless you take the time to dig into this work, you’re more likely to make the wrong hire. IN THIS EPISODE, I TALK ABOUT:Why hiring an assistant isn’t always the right move The best way to track your time Examples of growth, core operations, and administrative tasks Defining what your zone of genius is Getting to the root of why you’re hesitant to delegate tasks Prioritizing the tasks that are really going to move the needle on your business RESOURCESToggl Time Tracking CONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co

Why does hiring even matter? There is not a lot of straightforward information out there that answers this question. This is crazy to me because making a bad hire can be costly on so many levels. Today, I’m answering this question and sharing the many ways hiring the wrong people can be a huge setback for your business, but also how hiring the right people can help your company flourish. I personally felt the ripple effect of a bad hire at one point in my career. The workload that fell on my plate due to this person’s mistakes, made me dread waking up in the morning. I’m going to help you avoid getting into a situation like this!IN THIS EPISODE, I TALK ABOUT:Recap of the 3 ways to scale a businessThe benefits of growing a teamThe average cost of making a bad hireMy personal experience dealing with a bad hireHow to determine the core values you seek in every employeeThe true definition of company cultureWhen to hireRESOURCESThe Four Agreements: A Practical Guide to Personal FreedomCONNECT WITH JACKIEFollow People Principles: @peopleprinciplesLet’s TikTok: @peopleprinciplesLearn more: peopleprinciples.co