This episode we discuss the value of your battle scars as an applicant and potential employee. Hansel Tineo is an Operations Manager for Siemens and talks to us about how he interviews, and offers insight and tips to hiring managers and job seekers. Hansel is really dialed in and thoughtful about how to build a successful team. 

Diane is a coach whose focus is on helping teams to use behavioral analysis tools to strengthen communication and break down silos.  She is a certified John Maxwell DISC Human Behavior Consultant and brings years of experience hiring and management to build relationships within her client companies.

In our conversation, we dive into our own different styles to look at how they have affected our careers and relationships.  We talk about hiring for potential, and how behavioral style assessments can be a tool in that process.  We also share a few horror stories about hiring people who are just like you and hoping that they bring something new to the table. Somehow, Sean wound up taking the brunt of the jokes (hint… he’s an “off the charts Dominant” in his DISC profile).  

Teams can get better if they know themselves better, grow together, and help each other to develop the skills they need to be successful.  Join the conversation to hear about it!

In this episode, we chat with Natalie Delmage about HR strategy and solutions.  Natalie is a Business Performance Advisor with Insperity, where she helps companies implement technology tools to manage HR functions.  As the conversation took shape, we discussed the importance of onboarding, not just in the first few weeks, but rather throughout an employee’s life with the company.  This continuous onboarding process allows for growth and accelerated success within the company, which can help the entire organization to thrive.

In this episode, we sit down with Courtney Fanning, a brand strategist and copywriter, who is the founder of Big Picture Branding. For Courtney, planning to start a family had to start with convincing her company that having a robust family leave policy was not about “paying for someone else’s life choices” but rather a way to help the business mature into an organization that attracts and retains senior talent.  The business case she made began with maternity leave, but became a comprehensive family leave that continues to benefit all of the employees as they navigate different life situations.

In this episode we talk with Allison Bryant of Ten Percent Happier. We talk about career transitions, covid pivots, and company growth through the pandemic. We run the gamut here from remote work, strengths based hiring, interviewing tactics, and removing fear from the workplace. As a hiring manager, how do you create an environment that supports your employees growth, and post employment advocacy.

In this episode, we have a conversation with Todd Dupont, the Assistant Director of White Pine Programs in York, ME.  White Pine is a year- round outdoor education program for students from Forest Kindergarten to adult programs.  Coming off a year of massive changes to their programming, Todd is changing the job description and interviewing processes, moving out of the historical model and towards a story- driven, collaborative, and service oriented way of thinking.

The conversation moves into training/ onboarding of new staff so it’s less trial by fire (or snow?) and more of an opportunity to bring diverse and non- traditional candidates in to expand the mindset and enhance the culture of the organization as a whole.  It was awesome for us to hear about the beauty of mission- driven hiring, an embrace of hard conversations around hiring, and a bit about the importance of luck.

In this episode, we talk with Kim Teves, a Realtor/ Broker and Career Services Director with HomeSmart Professionals Real Estate.  In her position, she is responsible for recruiting new agents to the brokerage, as well as helping support retention of existing agents. Real estate agents are not employees of their firms, but rather operate as independent contractors, so recruitment has less to do with salary and benefits (although the commission plan definitely matters), and more to do with the tools that can help the agent to grow their business. Kim shares her process for understanding the professionalism, ethics, and willingness to learn each agent brings to the table, and her commitment to ensuring that they are choosing the right brokerage for their career path.

To mix it up, this week we are talking with Patrice Jean-Phillippe about the job search experience. She lets us in on her strategy to interview the interviewer so that she can better understand the company ‘s leadership style. She’ll be the first to call “garbage” when she hears it, and she is honing her negotiation skills to earn what she is worth in her next position.

Patrice is a mother, a social media consultant for small businesses, and a cake designer.