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Hiring

Chris LoCurto

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July 18, 2017

Why Mis-Hires Slip Under Your Radar (And The Hiring Process To Spot Them) PART II

July 18, 2017 | By | 3 Comments">3 Comments

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Here’s how to craft the right questions to find qualified applicants in the hiring process…

Welcome to Part 2! We reached out to you folks a few weeks ago on Facebook and asked for your biggest questions and struggles in the hiring process.

Our VP of Operations and I have answers for you. Here’s what you’ll learn:

  • How to craft interview questions to get qualified applicants
  • The right questions to get past the candidate’s “presentation” mode
  • How to see character  in an interview
  • The leadership steps to take before an interview…

  • Download The Interview Questions

Want more? Don’t forget to subscribe to the show on iTunes!

Chris LoCurto

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July 11, 2017

Why Mis-Hires Slip Under Your Radar (And The Hiring Process To Spot Them)

 

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Your top questions in the hiring process, answered. 

We reached out to you folks a few weeks ago on Facebook and asked for your biggest questions and struggles in the hiring process…

Our VP of Operations and I have answers for you. Here’s what you’ll learn:

  • How to avoid “mis-hires”
  • What you need to evaluate BEFORE you start interviewing
  • The quick questions to uncover personality styles in an interview
  • What answers and responses to watch out for in an interview
  • The ins and outs of our hiring process
  • What you need to know to find qualified applicants that fit your culture like a glove…

Question: What is the most important part of your hiring process?

Want more? Don’t forget to subscribe to the show on iTunes!

Chris LoCurto

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March 28, 2017

How to Attract, And Choose The Right Hire For Your Business 

March 28, 2017 | By | No Comments">No Comments

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How to find the right hire, when the candidates are scarce.

On today’s show, we are digging into the hiring process, and how to gain perspective on hiring opportunities, attract the best candidates for the job, and know who the “right” person is.

Discover how to look beyond your current focus to solve hiring issues. Listen here:

  • How to advertise job roles based on DISC personality styles [5:00]
  • How Values Profiles influence the hiring process [7:00]
  • The challenges in hiring millennials [10:40]
  • The mentality that stifles work ethic [10:50]
  • Key pieces to include in your marketing, to find the right hire [12:10]

If you do what you always did, you'll get what you always got.

Question: How do you attract your ideal employee in the hiring process?

Resources:

if you’re ready to go from stress, failure, and lack of confidence in your leadership, to team unity, focus, and successful growth in your business, register for the Next-Level Leadership LIVE Event right now! 

I don’t want you to wait and say, “oh I’ll register later,” because if you wait, you’re going to pay more money. We’re still in the early bird phase, but it’s only going to be for one, more, week. Early Bird ends March 28th at midnight! SO, go ahead, go over to chrislocurto.com, click on the homepage banner, GET registered, and I’ll look forward to seeing you in Nashville at Next-Level Leadership LIVE Event. Get my tickets!

Thanks for listening folks!

If you enjoyed the podcast, please share it! Check out the social media buttons on the pop-up side bar, or at the bottom of the post.

Let us know…Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.

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Chris LoCurto

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January 17, 2017

3 Lies Leaders Believe

January 17, 2017 | By | One Comment">One Comment

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“Today we are talking about 3 lies leaders tell themselves daily…”

If you’re anything like me, these are things I’ve struggled with in the past…so many leaders get caught up in these lies. We’ll cover three of the biggest lies many leaders tell themselves, why, and what you can do about it TODAY in your leadership.

     1. “Leading people is like leading me”

Do you tend to hire people with personality styles that match up to you?

If you’re hiring just like you, you’re doing yourself a disservice. Each personality style brings incredible strengths to a team, and you’re missing out if everyone on your team is just like you!

On the other hand, if you have different personality styles on the team then I am going to guess that you may struggle with leading them according to their personality styles.

As a leader, it can be so frustrating to not understand why your team isn’t doing what you’re asking of them…or continually falling short in an area or role. If you find yourself in this place as a leader, stop and ask, “how am I leading them to success? Am I leading them based on their personality style? Is what I’m asking them going against their personality style?”

Asking the right questions is crucial, and I’ll dive into all the specifics of this lesson at the Next-Level Leadership Live Event.

Leading well, is leading your team in the way they receive information. If you need a crash course on Personality Styles, get the tools you need here.

If you want a successful team, you must lead them based on their personality style, not how you want to be led.

     2. “How I act and react, is how my team acts and reacts”

Many leaders believe everyone should respond to a situation the way they do. In leading, you must act and react in a way that is beneficial to them. Communication looks very different for high D’s than it does for high S’s. Your team needs to hear information in a way that will move them forward…sometimes for high D’s, it’s a two-by-four over the head.

You can’t just sit back and ask, “why are they not where I need them to be?” You have to be asking the question, “is this exactly the role they need to be in?” Put a plan together to make your team member successful, and they will get to where you need them to be.

     3. “How I hear and understand things as a leader, is how my team hears things.”

Years ago, I had an event coordinator working for me that was fantastic. Why? Because she thought the way I did. I just knew if I gave her information, she would make it happen. So I promoted her, and brought in another person to fill her role. I would say to my new hire, “hey, go do this thing.” She would leave and come back asking, “What exactly is it you wanted me to do?” She would go out again and then come back…”So, what did you want me to do?”

I could not understand why it was such a challenge. To figure out what was going on, I decided to go with this team member and see where the issue was happening.

I quickly found out, I was the problem.

I kept trying to lead her the same way as I did her predecessor. I kept assuming she would be able to do exactly as I was asking without giving any information…and that was my mistake. I went back and poured through her DISC profile, and saw everything I was doing to set her up for failure. I was expecting her to be the same, and not leading her in her strengths. She needed far more details. I also quickly figured out that her predecessor would always get it done, but with a trail of destruction in her wake. Highly detailed personalities need to be led in a completely different way.

The keys are understanding how each individual hears things, understands concepts, acts, reacts, and how they need to be led in their personality style. There are no hacks to this. You need to learn how to lead each person individually. It will make you a better leader.

To take this content a step further and apply it to your leadership and business everyday…learn the tools you need to lead your team confidently, scale your business the right way, and get out from under your daily tasks to become the strongest leader for you team, register for the Next-Level Leadership Live Event.

Here’s something you can do today, RIGHT now

Think about someone on your team that you’re struggling to lead…

  1. Sit down with their personality profile.
  2. Read through all the information and see if it leans in the direction of the role you have them in.
  3. See how they see leaders, projects, how they approach you.

And lastly…ask yourself, “what have I not led them well in?”

Resources:

Next-Level Leadership Live Event

If you need a crash course on Personality Styles, get the tools you need here.

Thanks for listening folks!

If you enjoyed the podcast, please share it! Check out the social media buttons on the pop-up side bar, or at the bottom of the post.

Let us know…Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.

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Chris LoCurto

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November 1, 2016

6 Critical Steps to Ensuring Your New Hire is a Perfect Fit

November 1, 2016 | By | One Comment">One Comment

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If a new hire is the wrong fit, you as a leader spend more time fixing things and solving problems than you do getting things done. You don’t have to spend time solving unnecessary problems.

For today’s Q&A we dive into this question:

“We’re hiring new full-time people, and the skill sets are equal for our applicants, so how they fit into our culture is becoming the tipping point. What should we be looking for in terms of the DISC profile and personality styles? What’s the priority: how they learn, how they communicate? What factors hold the most weight in the hiring process?” 

Here’s what you will discover in this episode:

  • The MOST important qualities to look for in a new hire
  • How to refine your hiring process
  • 6 Steps to ensuring your new hire is a perfect fit for your culture, team
  • How to effectively use Personality Profiles and Strengthsfinder in the hiring process

 

Resources:

If you want to be on the show and have your question answered by me, it’s easy to do now. Get on the schedule here.

Next-Level Life Event

 

Thanks for listening folks!

Share the love

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Let us know…

Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.

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Chris LoCurto

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October 4, 2016

How High Performing Leaders Manage Their Time

October 4, 2016 | By | No Comments">No Comments


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You cannot be a quality leader if you are not constantly pouring into yourself.

Daily personal growth is tough when you own a business, or you’re a leader.

For today’s Q&A we dive into this question:

“How do I manage my time so I can have the right balance of own professional development, along with time spent managing team and hospital and figuring everything else out…?”

Here’s what you’ll discover in this episode:

  • How to determine where and how you spend your time in personal growth
  • What a weekly focus on leadership growth looks like
  • What I always recommend for personal growth
  • How to manage your hiring process to give you more time
  • The biggest key in your hiring process
  • How to attract the right people to your business and keep them there
  • What the Leadership Crazy Cycle is, steps to get out of it
  • 90 Day Initiatives
  • BHAGs

Leaders don’t have a lack of books, there’s a ton of information out there. Information is not the issue.

Resources:

Learn more and get on the wait list (we’re opening enrollment tomorrow!) here: 

Next-Level Mastermind

 

Elevate Your Leadership Online Event

If you want to be on the show and have your question answered by me, it’s easy to do now. Get on the schedule here.

 

Thanks for listening folks!

Share the love

If you enjoyed the podcast, please share it! Check out the social media buttons at the bottom of the post.

Let us know…

Reviews are insanely helpful. I read each and every one of them! Please leave an honest review for Chris LoCurto Show Podcast.

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Want more? Don’t forget to subscribe to the show on iTunes!

Q: What are the top resources you use to continually grow as a leader?

 

Chris LoCurto

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July 1, 2014

Knowing When and Who to Hire [Podcast]

Today’s podcast is all about hiring – when to hire, who to hire and how to bring on team members that aren’t directly generating revenue.

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As a solopreneur, when you’re trying to build a business, you’re wearing a lot of hats. In the early phases, when you’re just starting to create revenue, subcontractors are a great way to get tasks done without investing in a salaried position. Always focus on creating revenue before hiring.

Once you’re moving in the direction of bringing on a full-time team member, for me, it comes down to looking at either a sales person or an assistant. A sales person will cost justify immediately. If they sell something, you pay them. If they don’t sell something, you don’t pay them. It’s not a fixed expense. Now, here’s the flip side, what if you are the great sales person and don’t have enough time to do everything else? That’s when you bring on a administrative person. When the administrative stuff is off of your plate, you’re freed up to bring in more revenue. Make sure you’re just not covering their salary with the extra revenue, ideally the extra time will allow you to generate two to three times what you’re paying in salary.

From there, when it comes to hiring an accountant or graphic designer or marketing person it all comes back to cost justifying the position.

Accounting: I’m of the philosophy that in the beginning you do all of your own accounting so you understand the P&L process. As you grow and have a lot of receipts or invoices, utilize a small business book keeper that specialized in accounting and tax  services. Later on, when you’ve got team members generating outside expenses and using debit cards, etc. then it might be time to bring on a salaried accountant. Make sure that person doesn’t just understand the books but understands the P&L process. When it’s time to hire a CFO, this absolutely has to be someone that’s experienced and can show your team how to win and take the business to an entirely different level by guiding and leading. At this time, you’d have around 40 people on your team and would be generating at least a million dollars in net profit.

Human Resources: You’re not going to hire an HR person early on. I want you doing all of those interviews and as you hire leaders, they can do the interviews and get with you towards the end of the process. A big piece of HR is creating culture. How do you establish your companies culture? How do you make sure you’re bring on someone with the right culture? Force the culture that you want or your new hires will bring the culture from their last organization and force it on you. When you’re generating half a million dollars in net profit, that’s when it’s time to start looking for a salaried HR person. If you’ve got plenty of revenue, bring on a rockstar. This is someone who has plenty of experience and can show you how they’ve brought success people into businesses and helped grow leadership.

Here’s a recap of the whole process, from start to growth:

  • Start with subcontractors so you’re not bringing on full-time hires.
  • When it’s time to bring on a team member ask yourself, “What is the most important role I can bring on that’s going to create more revenue and cost justify itself?”
  • If it’s a sales person, they must cost justify themselves. If it’s an admin person, you’re freed up time will cost justify their fixed expense.
  • Make sure you’re adding people according to your needs.
  • Non-revenue generating positions must always cost justify. You need to have plenty of revenue so you can watch and make sure you’re doing the right thing for the business.
  • Later on, start bringing on heavy hitters that will explode your growth.

Question: What are your hiring questions?

 

Chris LoCurto

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March 4, 2014

Steps to Grow Your Business [Podcast]

March 4, 2014 | By | 6 Comments">6 Comments

Today’s podcast is my response to a great question that came in on the blog from Matt Ham:
Chris – how do you decide the next right steps when processing through growing a business? Is there a particular order that you recommend?

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  1. Revenue: It’s all about revenue in the beginning phases. Where there is no margin, there is no business. If you’re not actually making revenue, guess what, you don’t have a business! Utilize guerilla marketing and social media to build your platform as inexpensively as possible. Once you’re making a profit and the business is humming, move to the next step.
  2. Hires: Who do you hire first? Based on the first step, I’m always going to start with a sales person. Why? I need to bring revenue in and a sales person cost justifies. If they don’t sell, they don’t get paid. Now, if you are the one selling and doing an incredible job, you’d be best served to hire an admin person to take tasks off your plate that keep you from selling. Admin people are a fixed expense. If you don’t have the revenue, be careful on the budget balance.
  3.  Marketing: Think tactically not expensively. What can you do with your website? Is it functional and aesthetic? What can you do with SEO like keywords, adwords, content creation, etc. How can you continue to bolster your platform by spending a little bit of money?  Sneak peak – we’re going to be launching marketing coaching soon. 
  4. Strategic: Up until this point, you should be focused on the here and now. Once you get to this step, you should start thinking 6 months to a year out. What can you do as far as future initiatives? Are you launching new products or services? What about marketing strategies? What is the most important thing to grow the company in the next 6 months. Don’t just drop ideas into place and hope they work out. You need a system that outlines the most important thing to do going forward. After our Strategic Planning events, businesses usually leave with 4 to 6 initiatives and they leave knowing nothing is more important that those items. If you focus on those things, you grow.

Those are the steps I’d go through if I was a small business starting out or growing. On the next episode, we’re going to be answering any question you have about the process of strategic planning or our event. Comment on this post and be sure to listen for the answer on The Chris LoCurto Show next week!

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Question: What do you want to know about Strategic Planning?

Chris LoCurto

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April 23, 2012

4 Things You Should Never Do In A Job Interview

Interviews are never really fun. I don’t know anyone who says, “I love going on interviews.”  If they did, I would be seriously worried about them. They are probably a career interviewer.

Most people dread the interview because they aren’t sure exactly what they should or shouldn’t say. I completely understand this. I’ve been on a few myself. But I have a lot of experience doing the actual interviews. And since I’ve been behind the desk more than in front of it, I’ve had plenty of time to discover the things I don’t want to hear from a candidate.

Here are just a few interview downfalls:

Leaders, pay attention. You should be looking out for these too.

  • Do you sail? – Growing up in Lake Tahoe, I spent many of my summers sailing. In my old office, I had two pictures of old wooden sailboats and a model of a wooden sailboat. It wasn’t uncommon for and interviewee (or a salesperson) to ask if I sail. That alone, no problem. But when you try to talk like an expert on sailing and you have no clue about sailing, I’m done with the discussion. Taking that tack (sorry) is great when you know about a subject. It’s a bad choice when you don’t.
  • Do you have dental? – I have absolutely no problem with you wanting to know what our company benefits are. But when you ask me early on in the interview about them, you show me one very important thing: You’re all about getting a j.o.b. instead of being on fire for the opportunity I’m offering. I’m still doing the interview, but I’ve also gone on to doing other work in my head.
  • No, I’m good. – No matter how much you feel like you know about the position you’re interviewing for, remember to ask some questions.  Have at least three ready. If not, then once again, it tells me that you’re not really going after something you’re passionate about. It’s just a j.o.b.
  • I can do that – Never tell me that you can do the job that I have available. Show me how excited you are about the position and that you would be so lucky to have it. It’s crazy how many people I’ve interviewed say, “Yeah, I can do that.”  No you can’t–at least not for me. I want someone who wants the job.

These are just four of the many things you shouldn’t do on a job interview. But if there’s one thing I know about my commenters, you’re about to get more incredible advice.

Question: What other things should someone not do in a job interview?