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CC Bob Parsons Blog Episode #47 TRT 6:13
00:06, 00:10
BP: Hi, I'm Bob Parsons here with Leeann ...and Vanessa.
00:11, 00:13
Leeann: You ready girl?
00:11, 00:13
Vanessa: Mmm, hmm!
00:21, 00:22
Girls together sing: Go Daddy!
00:24, 00:34
BP: No organization is better than the skills, knowledge and dedication of its employees. So, here
are my top tips for hiring great employees.
00:36, 00:40
Leeann: Be...patient.
00:41, 01:06
BP: Taking the time to hire the right employees will result in significantly more productivity and
profits for your organization. It's often a big mistake to rush into a hire. The little bit of time you
save by shortening the hiring process, can kill your business. Nothing will bring a business to its
knees quicker than a bad employee.
01:10, 01:15
Leeann: Check your references so you get the straight scoop, OK.
01:15, 01:36
BP: It's critical to check references. But it's imperative to check references in a way that you find
out what you really need to know. And here's how you do it. First, call the references the
applicant provides. Now, these people will usually tell you the applicant is wonderful. But that's
OK - they still have a purpose.
01:37, 01:55
BP: As part of the reference check ask them who else they can give you as a reference that
knows the applicant. Call those people and also ask them the same thing. The references the
last people provide - well, they may be little surprised to hear from you, but they will just about
always give you the straight scoop.
01:59, 02:06
Leeann: This is your employee. This is your employee on drugs. Any questions?
02:08, 02:35
BP: Employees with a drug problem will devastate an organization. You need to avoid them at all
costs. To do this, have a drug free workplace policy and make it mandatory for all new hires,
independent contractors and even interns to pass a drug test. The testing helps keep employees
healthy, safe and productive and will keep you from hiring losers on drugs.
02:36, 02:40
Vanessa: Focus, on what really matters.
02:41, 02:58
BP: Education is important - but it's not necessarily the most important thing when it comes to
finding great talent. I tend to place more value on experience and attitude than formal education.
I like to see applicants who have a light in their eye and want to make a difference.
03:02, 03:04
Leeann: Dig, even deeper.
03:05, 03:20
BP: Before you hire any new employee do a police background check and a credit report.
Remember your employees reflect upon you. An applicant with a seriously negative police record
can cause all sorts of problems for your company.
03:21, 03:34
BP: And...while not all credit problems are due to an individual's poor financial management, if an
individual can't manage their own credit and finances, it might be a sign that they will mis-manage
your company's issues.
03:38, 03:41
Leeann: Ask...the important questions.
03:43, 03:54
BP: During the interview ask questions that will give you insights into who the applicant happens
to be and how prepared they are for the meeting. If they're prepared, they'll easily answer these
questions:
03:55, 03:57
Leeann: What do you know about us?
03:57, 03:58
Vanessa: What do you know about the internet and computers?
03:59, 04:00
Leeann: What do you like to read?
04:00, 04:01
Vaness: What are your hobbies and what do you do for fun?
04:01, 04:03
Leeann: Why are you interested in working with us?
04:04, 04:06
Vanessa: Why are you looking? Why did you quit your last job?
04:06, 04:09
Leeann: And what did you like best about your last or current job and what about the least?
04:09, 04:13
Vanessa: What are your goals? Where do you see yourself at the end of ten years?
04:17, 04:24
Vanessa: No matter how hard you try, sometimes you just won't hire the right person. Hey!
04:25, 04:27
BP: Just teasing, Vanessa.
04:28, 04:34
BP: Always be prepared - if for whatever reason - you hire the wrong person.
04:40, 04:57
BP: The moment you realize it and determine it's not going to work out, step up and let them go
quickly and do it with severance. Remember: Employment only works if it is good for employee
and employer. I like to think of these situations this way ...
04:58, 05:16
BP: If you hire an employee and only pay them half the wage you promised - of course they'll quit.
So, it makes sense if you hire an employee who only provides you half the productivity you
bargained for you also need to quit them and part ways and do it quickly.
05:16, 05:22
BP: You know, face it, we're all in business to make money and nothing loses you money faster
than a non-productive employee.
05:23, 05:37
BP: Well that's a wrap for this episode. If you have any comments or questions, please post them
here. I'm always interested in what you have to say. For Leeann, Vanessa and myself, thanks for
watching.
05:37, 05:38
Vanessa & Leeann: See you next time.
05:39, 05:55
BP: During my life I've assembled a collection of 16 rules. Most of them I learned the hard way.
These rules helped me in business and my personal life. Hopefully, they will help you too. Today's
rule is Number 13, never expect life to be fair
05:55, 06:04
BP: Life isn't fair. You make your own breaks. You'll be doing good if the only meaning fair has for
you, is something that you pay when you get on a bus.
00:06, 00:10
BP: Hi, I'm Bob Parsons here with Leeann ...and Vanessa.
00:11, 00:13
Leeann: You ready girl?
00:11, 00:13
Vanessa: Mmm, hmm!
00:21, 00:22
Girls together sing: Go Daddy!
00:24, 00:34
BP: No organization is better than the skills, knowledge and dedication of its employees. So, here
are my top tips for hiring great employees.
00:36, 00:40
Leeann: Be...patient.
00:41, 01:06
BP: Taking the time to hire the right employees will result in significantly more productivity and
profits for your organization. It's often a big mistake to rush into a hire. The little bit of time you
save by shortening the hiring process, can kill your business. Nothing will bring a business to its
knees quicker than a bad employee.
01:10, 01:15
Leeann: Check your references so you get the straight scoop, OK.
01:15, 01:36
BP: It's critical to check references. But it's imperative to check references in a way that you find
out what you really need to know. And here's how you do it. First, call the references the
applicant provides. Now, these people will usually tell you the applicant is wonderful. But that's
OK - they still have a purpose.
01:37, 01:55
BP: As part of the reference check ask them who else they can give you as a reference that
knows the applicant. Call those people and also ask them the same thing. The references the
last people provide - well, they may be little surprised to hear from you, but they will just about
always give you the straight scoop.
01:59, 02:06
Leeann: This is your employee. This is your employee on drugs. Any questions?
02:08, 02:35
BP: Employees with a drug problem will devastate an organization. You need to avoid them at all
costs. To do this, have a drug free workplace policy and make it mandatory for all new hires,
independent contractors and even interns to pass a drug test. The testing helps keep employees
healthy, safe and productive and will keep you from hiring losers on drugs.
02:36, 02:40
Vanessa: Focus, on what really matters.
02:41, 02:58
BP: Education is important - but it's not necessarily the most important thing when it comes to
finding great talent. I tend to place more value on experience and attitude than formal education.
I like to see applicants who have a light in their eye and want to make a difference.
03:02, 03:04
Leeann: Dig, even deeper.
03:05, 03:20
BP: Before you hire any new employee do a police background check and a credit report.
Remember your employees reflect upon you. An applicant with a seriously negative police record
can cause all sorts of problems for your company.
03:21, 03:34
BP: And...while not all credit problems are due to an individual's poor financial management, if an
individual can't manage their own credit and finances, it might be a sign that they will mis-manage
your company's issues.
03:38, 03:41
Leeann: Ask...the important questions.
03:43, 03:54
BP: During the interview ask questions that will give you insights into who the applicant happens
to be and how prepared they are for the meeting. If they're prepared, they'll easily answer these
questions:
03:55, 03:57
Leeann: What do you know about us?
03:57, 03:58
Vanessa: What do you know about the internet and computers?
03:59, 04:00
Leeann: What do you like to read?
04:00, 04:01
Vaness: What are your hobbies and what do you do for fun?
04:01, 04:03
Leeann: Why are you interested in working with us?
04:04, 04:06
Vanessa: Why are you looking? Why did you quit your last job?
04:06, 04:09
Leeann: And what did you like best about your last or current job and what about the least?
04:09, 04:13
Vanessa: What are your goals? Where do you see yourself at the end of ten years?
04:17, 04:24
Vanessa: No matter how hard you try, sometimes you just won't hire the right person. Hey!
04:25, 04:27
BP: Just teasing, Vanessa.
04:28, 04:34
BP: Always be prepared - if for whatever reason - you hire the wrong person.
04:40, 04:57
BP: The moment you realize it and determine it's not going to work out, step up and let them go
quickly and do it with severance. Remember: Employment only works if it is good for employee
and employer. I like to think of these situations this way ...
04:58, 05:16
BP: If you hire an employee and only pay them half the wage you promised - of course they'll quit.
So, it makes sense if you hire an employee who only provides you half the productivity you
bargained for you also need to quit them and part ways and do it quickly.
05:16, 05:22
BP: You know, face it, we're all in business to make money and nothing loses you money faster
than a non-productive employee.
05:23, 05:37
BP: Well that's a wrap for this episode. If you have any comments or questions, please post them
here. I'm always interested in what you have to say. For Leeann, Vanessa and myself, thanks for
watching.
05:37, 05:38
Vanessa & Leeann: See you next time.
05:39, 05:55
BP: During my life I've assembled a collection of 16 rules. Most of them I learned the hard way.
These rules helped me in business and my personal life. Hopefully, they will help you too. Today's
rule is Number 13, never expect life to be fair
05:55, 06:04
BP: Life isn't fair. You make your own breaks. You'll be doing good if the only meaning fair has for
you, is something that you pay when you get on a bus.
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About Bob
Technology has always fascinated GoDaddy.com Executive Chairman and Founder Bob Parsons. This is the guy, remember, who taught himself computer programming in the 1970s, back before computers had monitors.
So it should be no surprise that the GoDaddy executive has whole-heartedly embraced social networking in all its many iterations.
Bob's been using it as a business communications tool since December 2004 when his blog debuted. "The main goal is for me to have an avenue to discuss some of the important issues that will impact how the Internet is run, by whom and under whose control," he wrote at the time.
It was only a matter of time before the written word gave way to video and in 2008, Bob's blog morphed into a video blog. ("I started doing video blogs instead of written ones because I'm lazy," the GoDaddy executive later confessed to Inc. magazine.)
Today, Bob's video blogs attract several hundred-thousand viewers, with hundreds of comments per episode. Viewers' favorite posts to date include:
The secret John D. Rockefeller used to build Standard Oil. It's simple. Putting it to work in your business. September 8, 2005 The phenomenon called TWITTER. How U can profit from it. Danica's hottest TV ad EVER! May 1, 2009 Pick a domain name like a pro. Avoid these silly mistakes. August 22, 2008 5 ways to get Web site traffic - *WITHOUT SPENDING A DIME!* Our NEW TV ad. Viewer discretion advised. October 29, 2008 This sneaky scam nails most guys. This con job can be tough to spot. 6 tips on playing it safe. January 28, 2009 Super Bowl shoot - Sneak photos. Latest TV coverage. Candice soaked in champagne. January 10, 2007 How 2 Nail Any Interview & Get the Job! October 22, 2009 Want to build a HOT business? 5 steps that get you there. How they worked for me! September 4, 2009
In March 2009, the GoDaddy chief began using Twitter® to promote his blog and the commercials the company produces regularly.
"The real beauty of Twitter revolves around the fact recipients sign up to receive your tweets, so you know the people getting your messages are actually very interested in what you have to say," says Bob, who was featured in a BusinessWeek.com article entitled "CEOs Who Use Twitter". The 2009 article profiled 49 other business leaders as well, including the CEOs of Virgin Group and Zappos.com.
* Third party marks and logos are registered trademarks of their respective owners. All rights reserved.
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