Raúl Mendoza’s Post

𝐂𝐫𝐚𝐜𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐂𝐨𝐝𝐞 𝐭𝐨 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐘𝐨𝐮𝐫 𝐏𝐚𝐭𝐡 𝐭𝐨 𝐌𝐚𝐬𝐭𝐞𝐫𝐲 Hiring can be one of the most daunting aspects of running a business. Many companies struggle with it, and without a solid process, it can lead to setbacks. However, having a clear hiring strategy not only brings hope but sets the foundation for long-term success. In this video, we explore the importance of understanding the complexities of recruiting and hiring, and how the right approach can turn a challenging task into a manageable and successful one. Discover how the End Hiring Headaches system can transform your approach to building a high-performance team. If you’re a leader frustrated by the challenges of attracting, acquiring, and retaining top talent without breaking the budget, this system is your solution. Don’t miss out on the free 𝟓-𝐃𝐚𝐲 𝐄𝐧𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐇𝐞𝐚𝐝𝐚𝐜𝐡𝐞𝐬 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞 from August 16-30, at 12 PM PST / 3 PM EST. Register now and start building the team you need for success. https://lnkd.in/gxieMvWQ #leadershipcoaching #executivecoaching #smallbusinesscoaching, #smallbusinesscoachingonline #hiringstrategy #talentacquisition, #highperformanceteam #recruitment #businessgrowth, #leadershipdevelopment #employeeretention #5daychallenge #businesssuccess #attracttoptalent

🚨 **Hiring Mistakes: The Hidden Costs** 🚨 Every hiring decision impacts your bottom line. 📉 Missteps in recruitment can drain your time, energy, and resources—leading to costly turnover and lost productivity. 🌪️ Investing in a thorough hiring process isn’t just about finding the right skills; it’s about ensuring alignment with your company's culture and goals. The right hire boosts morale, drives innovation, and contributes to long-term success. 🚀 Don't let hiring mistakes be a setback. Prioritize strategic recruitment and watch your business thrive! 💼✨ #Hiring #Recruitment #BusinessSuccess #Leadership

The Hidden Cost of Hiring the Wrong Person: Every hire carries risk. Get it right, and you gain a game-changer who elevates the team. Get it wrong, and the ripple effects can be staggering. A poor hire isn’t just a financial burden—it’s a multiplier of lost potential. Lets consider the opportunity cost - Time spent managing an underperformer isn’t just wasted—it’s a double loss. While you’re investing resources in trying to course-correct, the right person could have been driving growth, closing deals, or innovating solutions that move the business forward. Not to mention cultural drift - A bad hire can erode performance and lower the standard for behavior and expectations, slowly reshaping your company culture. Hiring isn’t just about filling a role—it’s about finding talent that elevates your business and secures its future. #Hiring #Leadership #TalentManagement #WorkplaceCulture #BusinessGrowth #Recruitment #CompanyCulture #TalentAcquisition #StrategicHiring #CultureFit #BusinessLeadership

“Building a Dream Team: Best Hiring Practices and Leadership Qualities Hiring the right talent is crucial for any business to succeed. But what sets great teams apart from good ones? It's the leadership that fosters growth, collaboration, and innovation. Here are some best hiring practices and leadership qualities to help you build a dream team: Hiring Practices: 1. Define Your Culture: Clearly articulate your company values and mission to attract like-minded individuals. 2. Skill vs. Attitude: Prioritize attitude and potential over skills alone. 3. Diverse Perspectives: Encourage diverse backgrounds and experiences to drive innovation. 4. Behavioral Interviews: Assess problem-solving and teamwork skills through scenario-based interviews. 5. Employee Referrals: Leverage your team's network to find top talent. Leadership Qualities: 1. Empathy and Active Listening 2. Visionary Thinking and Clear Communication 3. Coaching and Development Mindset 4. Accountability and Transparency 5. Flexibility and Adaptability By implementing these hiring practices and leadership qualities, you'll be well on your way to building a high-performing team that drives results and thrives on collaboration. Share your favorite hiring tips and leadership strategies in the comments below! 📧 Kaybusinessconsulting@gmail.com #hiring #leadership #teambuilding"

🎯 Hiring Managers, this one's for you: The hidden formula behind teams that don't just perform, but dominate. In my 10+ years of building top-tier teams, I've seen the same pattern emerge time and time again. It's not about hiring superstars. It's about mastering the 4 C's: 1️⃣ Context: Is your organization truly primed for collaborative success? 2️⃣ Composition: Have you cracked the code on the perfect skill mix? 3️⃣ Competencies: Can your team translate individual brilliance into collective excellence? 4️⃣ Change: Is your team agile enough to pivot when the market demands it? Here's the kicker: Most recruiters obsess over #2. But neglect any single C, and you're setting your new hires up for failure before they even start. Real talk: I've seen a Fortune 500 company boost productivity by 37% in 6 months just by realigning these 4 C's. No new hires. No fancy tech. Just smart team structure. Your mission, should you choose to accept it: Identify which C is your team's secret weapon Pinpoint which C needs an urgent overhaul Drop your insights below. Let's elevate the hiring game together. #RecruitmentRevolution #TeamPerformance #HiringStrategy P.S. Struggling with a specific C? Reply 'SOS' and your biggest team challenge. I'll personally share a battle-tested strategy in my next post.

Hot take: CEO’s are really bad at hiring. I’ve seen it a thousand times. CEO goes out unilaterally and hires someone they think is a good fit for the organization. Shortly thereafter, the hire flames out or doesn’t fit well with the team. I did this a ton myself. I thought I had enough information, I thought I totally understood the problem I was solving for, and I thought I had a good sense of culture fit. The gap widened as our company grew and my ability to fully understand the company’s needs shrunk on any given day if I approached the process unilaterally. Long term, our hires got better as I became a part of the process instead of the entire process. I (and other CEO’s) had to get better and shifting my subjective decision making to objective processes. Our People Team, led by Priscilla Sauceda designed a hiring process that heavily leveraged our core values and placed extra emphasis on defining what success looked like BEFORE we started hiring. 1. We asked all candidates the same questions so we could compare apples to apples. 2. Questions were designed to assess positive and negative core values behavior. 3. Inputs for job descriptions and intended outcomes were solicited from people who would work with and for the candidate to ensure well rounded and accurate role definitions. 4. Our hiring team was made up of people who would work with and potentially for the candidates, not just me. 5. MOST CRITICALLY, when someone didn’t work out, we’d assess why relative to the notes we had about their interview so we could learn and improve steps 1-4. You can’t manage what you don’t measure. The skills that helped me recruit early in our company’s history simply didn’t scale as our business did, and that’s true for most businesses. So take it from me, a recovering CEO. Define your values, describe what success looks like, build a process for hiring, and then trust it & tweak as you learn. Do not go it alone. #hiring #culture

The best hires exceed expectations because they are ⬇️ Solution focused but not locked in on one way of solving a problem. There are many ways to solve a problem and we can miss the best solution if we’re fixed on only one perspective or way of doing something. High performers want to solve problems but are flexible on the best way forward. Agree? ☑️ Follow me for tips on hiring #problemsolved #solutionfocused #toptalent #hiringtips #hire #entrepreneurialmind

Every hiring decision shapes the foundation of your organization. The wrong choice can disrupt progress, while the right one propels success. Precision in hiring isn't optional – it's essential. #HiringStrategy #TalentAcquisition #LeadershipDevelopment #BusinessSuccess #GrowthMindset #TeamBuilding #WorkplaceExcellence #RecruitmentTips #SmartHiring #FutureOfWork

Struggling with the hiring process can feel like trying to solve a puzzle without all the pieces. But what if I told you there's a simpler way? One that allows you to get the right people, in the right seats, at the right time. Create a defined roadmap for your hiring. This makes it simple, clear, and straightforward. It removes the guesswork. How it works:  Identify what roles will impact your growth effectively.  What you need to hire = well defined roles that align with your strategic growth plan. Determine your metrics for when you will hire each person.  This tells you when it's the perfect moment to bring someone new on board. Decide who you will need to complete your teams.  Attract those candidates or find them where they are...make your company a place they want to work.  And make your whole hiring process simple and efficient.  Hiring and growth doesn’t have to be overwhelming. Or chaotic Or confusing - for you or your new hires. It's about planning ahead, having defined roles, a clear when to hire, knowing who you need to round out or build teams, and a simple and effective hiring process.  So, does refining your hiring process sound like what you’re looking for? Let me know in the comments. Or my DMs are always open for a chat.  #leaders #leadership #hirebetter #hiringprocess #talentroadmap #hirehappy #happyhires #havestrategy

The "slow to hire, quick to fire" mantra doesn’t always apply across the board. It all comes down to the position. Here’s how I break it down: 🤝 Executive or Leadership Roles – Take Your Time. Go slower than “normal”. These hires shape your company’s future. They’re setting the strategy, defining your culture, and driving your success. Don’t rush it. Invest in the search, vetting, and interviewing process. If you get it wrong here, it’ll cost you time, money, and probably your sanity. A bad hire in a leadership role can send your business off track fast. You need the right fit, not just a body to fill the seat. 🤝 Frontline Positions – Relatively Quick to Hire, but certainly Quick to Fire.  When you’re hiring for the field, the crew, or client-facing roles, you need action. Good workers make all the difference. If someone isn’t cutting it, don’t waste time—let them go and move on. You can’t afford to have weak players on your team. A bad crew member can mess up client relationships, damage your reputation, and ruin a job in no time. Get rid of them quickly and get someone reliable in their place. 🤝 Middle Management – A Little of Both. Be methodical but not too slow or you will lose them. These people need time to prove themselves, but they also need to hit the ground running. You can’t afford to keep someone in a management role who isn’t stepping up. Give them a probation period, but make sure they’re showing they can handle the responsibility early on. Mediocrity won’t work here. They need to manage the team, handle client expectations, and keep things running smoothly. The bottom line is you need to hire with the role's impact in mind. Every position in your business has a different level of responsibility, and your hiring strategy should reflect that. How do you approach hiring for different roles in your landscape business? #HiringStrategy #TeamBuilding #Leadership #BusinessGrowth #Management