Welcome to Episode 228 of Building My Legacy.
When, as a new business owner, Danielle Mulvey realized her lack of a hiring strategy quickly caught up with her, she decided to get smart about hiring. The result was a process that has been successful for all of her businesses and that she uses now to help other business owners hire and keep what she calls “5-star employees.” Danielle believes that too many businesses — particularly those with 10 or more employees and at least a million dollars in revenue — struggle to make a profit because of an inflated payroll that includes “average or ho-hum employees.” By making better hiring decisions and attracting 5-star employees, these businesses can realize and increase their profits.
So if you want to know:
- The top mistakes people make in hiring
- How a “shadow day” — as part of the interview process — can be a win-win for the employer and the job candidate
- Why you have to go “all in” on recruitment, hiring and retention if you expect employees to go all in for you
- The five criteria in the “5-star employee” rating system
- The importance of measuring the “return on payroll”
About Danielle Mulvey
Danielle Mulvey is the Chief Curator of The ALL IN Company Community, which advises other entrepreneurs on attracting and hiring 5-star employees. Her own team of trusted 5-star employees has enabled her to scale several companies to more than $50 million in annual revenue while spending less than 10 hours a week overseeing their operations. She is the author of The Rapid RealTM Guide to The 5-Star Employee Rating System, and is currently working with Wall Street Journal best-selling author Mike Michalowicz on a new book tentatively titled ALL IN: How to Get Your Employees to Act Like Owners. She also hosts the Profit First Nation podcast. More information about Danielle and her company is available at 5staremployees.com.
About Lois Sonstegard, PhD
Working with business leaders for more than 30 years, Lois has learned that successful leaders have a passion to leave a meaningful legacy. Leaders often ask: When does one begin to think about legacy? Is there a “best” approach? Is there a process or steps one should follow?
Lois is dedicated not only to developing leaders but to helping them build a meaningful legacy. Learn more about how Lois can help your organization with Leadership Consulting and Executive Coaching:
https://build2morrow.com/
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Mike Saunders, MBA
