Because of Mike’s career as a successful executive recruiter and entrepreneur, he
is a sought after speaker. He has spoken to numerous business associations, management
teams and executive forums. He’s an engaging speaker whose early career includes
acting in over 300 live stage performances as well as appearing in several television
shows and movies. Mike’s programs can be tailored for a variety of venues such as:
Management Team Meetings Management
Client Appreciation Meetings Business
Industry Association Meetings Conference
“Mike’s talk engaged our members and they left with valuable tips on how to do a
better job of attracting and hiring top talent. He delivers a valuable message in
a straightforward style. I would highly recommend him to other business organizations
or industry associations.”--Michael Welch, Chairman of the South Bay Chapter – FENG
(Financial Executives Network Group)
“Mike gave a talk about the five hiring mistakes managers make – and it was one of
the most compelling speeches I’ve ever heard. While this may be due to the fact that
I’ve made most of them multiple times, it is more a testament to the fact that he
knows how to capture ideas and make them compelling and easy to understand. He also
made it even more interesting by reversing the approach and talking about the mistakes
job candidates make – which everyone can relate to at some point (or points!) in
their lives. Very memorable and useful information!”—Bill Keenan, President of Keen
The following are one-hour, complimentary, Executive Briefings that can be delivered
to your business group, association or management team.
You’re Not the Person I Hired! The Five BIG Hiring Mistakes Most Companies Make and
How to Avoid Them.
Studies show that up to 56% of new executives fail to meet expectations in the first
12-18 months of hire. * That’s right, 56% fail to achieve success in their new role.
They fail to hit the sales targets, are late on product introductions, don’t improve
quality standards, don’t build effective teams or don’t improve financial controls.
Why? Mike will review the top 5 mistakes and how to avoid them. You’ll take away:
The ‘domino effect’ of hiring mistakes and how to keep the first domino from falling
Why most companies keep trying to ‘catch a tuna in a trout pond'.
How to avoid the ' looks can kill' problem.
How to separate the best interviewers from the best performers.
How to build a hiring process that is systematic, rigorous and repeatable.
“Bring us your tired, your poor…” is Not a Sourcing Strategy to Find Top Talent for
Looking for people to help your company grown and all you’re finding are “tired”
candidates who need a job? Finding top talent is one of the most painful and frustrating
aspects of hiring for most companies. Regardless of whether the economy is going
straight up, sideways, or down, finding the best candidates and getting them interested
in your opportunity is the core of good sourcing strategy.
In this hour you will learn:
How to stop sourcing the candidates who need jobs and start sourcing selective candidates
who want an outstanding opportunity to make an impact on your organization.
How to stop expecting to “catch a tuna in a trout pond.”
The three things you need to provide to top talent if you want to attract them to
The four key components every ad should have to motivate top talent to respond.
How to get your whole organization sourcing top talent.
If you want stop interviewing “the tired and the poor” book this talk on advanced
Do you really think Tom Cruz can fly a fighter jet? No, but he knows his lines and
can make you believe he can. Traditional interviews are really designed to find the
best ‘actor’ not the best candidate. The candidates know the questions they’re going
to get and they’ve got their “lines” memorized. The interviewer goes line by line
thru the resume, asks superficial questions, accepts superficial answers and if and
if everyone “likes” the candidate they get hired. The best ‘actor’ gets the part.
Before you let a candidate get behind the controls of your ‘$100 million fighter
jet’, put them in a flight simulator, that’s what a good probing interview should
In less than an hour your will hear answers to the questions:
How do you separate great interviewers from the one who can deliver the results you
What are the five traits all Top Talent possesses?
What are the five key questions to ask in interviews that aren’t a waste of time?
How do you know if the candidate is making it up or did they really do what they
claim? You’ll learn how to get to the truth in six questions or less.
If you’d like all of your hiring managers to be better interviewers, book this talk
on advanced interviewing techniques.
How to Hire “Jockeys” in Your Portfolio Companies
Most companies don’t have to operate with a “finish line” in mind. Portfolio companies,
however, do. Their management teams have to be like jockeys and drive the company
to the liquidity event finish line. According to surveys, 56%
of all new executive hires fail to meet expectations in the first year. That is like
taking two steps forward,
and one step back. Portfolio companies can’t afford to hire executives who are “slow
getting out of the gate.”
In this executive briefing you will learn how to::
Put the candidate into the job, before you hire them.
Make sure you are hiring people who will help drive your organization, not just go
along for the ride.
How to link your corporate strategies, to departmental objectives, to the job spec
and create a ‘line of sight’ through your organization.
Use the “SOAR” methodology to better define the outputs required of the position,
not the inputs.
Ensure your new hires and other senior executives know where the ‘finish line’ is
and their role in helping you get there.
For information about booking any of these briefings e-mail: firstname.lastname@example.org or call
him at (310) 265-4406
* From the book “You’re Not the Person I Hired! A CEO’s Survival Guide to Hiring
Top Talent” by Janet Boydell, Barry Deutsch and Brad Remillard