Without the people, nothing happens in business. Through identifying how you can maximize those human relationships both internally with staffing and externally with customers and prospects, you’re able to grow the business from some sound business principles. This is what author and international speaker John Racine talks about in his book, Rapid Business Acceleration Through Human Relationships. John takes his big company experience and knowledge to help smaller entrepreneurs maximize what the big companies are doing to create the business of their dreams.
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Accelerate Your Business Through Human Relationships with John Racine
I’m excited to bring my guest to the show and I have to tell you, I just met him. You know how sometimes you just instantly take to someone? That’s how I felt. I felt like, “I like this guy.” I like his smile, I like who he is. He’s friendly, and he’s articulate. I sat down and got to know him a bit and I know that you’re going to fall in love with him. He has a lot of value to bring. His name is John Racine and he is a human resources professional. He has worked with some of the largest and most well-known companies in the world, including Disney, Marriott, Aaron’s, Hilton and Subway. John works with entrepreneurs and companies looking to maximize the ROI of their most valuable assets, their staff. John is also a published author and an international speaker. John, welcome Heartrepreneur Radio.
Thank you so much, Terri. I’m excited to be here.
How the heck did you get in with those big companies like Disney and Subway? How did that happen?
It started out when I was ten years old. I got to go down to Orlando to Disney World for the first time and I said, “I want to work with these guys.” I want to do something because I absolutely love the company. I really geared my educational career towards making that happen. I was very fortunate when I graduated that I did get the opportunity to go do some work with Disney. It just led from one to another in my career from operations to human resources and it’s really led me on that snake river of different companies that I’ve gotten to work with.You want a professional vibe in that interview process. Click To Tweet
Is that who you like to work with, the big companies? Who is ideal for you?
For me it’s more of the smaller company, maybe doing $5 million or less, small staff. What I’m able to do is to take the big company experience and the knowledge, and help the smaller entrepreneur to maximize what the big companies are doing automatically and maybe the smaller company doesn’t know how to do. Things from interviewing, recruiting, hiring, even on the operation side. I have a strong hospitality background and that’s all about customer service. Utilizing Disney where you’re always onstage, for example, I’ve been using that in my career for twenty years. Taking that big idea and concept from a Disney, a Hilton, or a Marriott, and distilling it down for the smaller companies so that they can maximize it and create the business of their dreams.
I think that’s one of the reasons I resonate with you. I used to work with large corporations. I also started my consulting business with large companies. My heart is really with the smaller companies and helping them do what the larger companies do.
I remember starting out early in my entrepreneurial career and I couldn’t put it together for myself. It took me a very long time of struggle. I finally said, “If these big companies can do it, how do I do it for myself and for other smaller entrepreneurial type ventures and will it just put itself together?”
I know you’re a published author and you’re an international speaker. Tell us a little bit about what you write and speak about.
I have published a lot of eBooks and I’ve just recently published my first book. It’s called Rapid Business Acceleration Through Human Relationships. My professional expertise is in human resources and I’ve learned that without the people, nothing happens in business. Through identifying how you can maximize those human relationships both internally with staffing, and externally with customers and prospects, you’re able to grow the business from some sound business principles. I was over in Dubai and Bahrain and I was speaking on social media and its impact with human resources. It’s really exciting because if you look at the way we recruit nowadays, you look at sites like LinkedIn, which is a social media site. You look at Facebook where you can see job ads. I can’t tell you how many human resources professionals I know look at Facebook as a screening tool when they start interviewing candidates, putting those two together in this modern era that we live in.
One of my nephews was interviewed to have a position with the FBI. He had to go through twenty interviews. He’s getting down to the last few interviews and they looked at his social media profile on Facebook. They didn’t like what they saw and he didn’t get the job. It’s like, “If you use social media right, and you use social media in away you can be appealing as an employee and/or an employer, it can really make a difference for you. Nobody addresses that topic. I’m glad to hear that it’s on your mind.
It’s so active in the industry. It seems that I look at it as tools that I use and it’s what I teach people, how to help them identify the right candidates. I’ll give you an example for myself that just came back when you talked about the FBI. About twenty years ago, I went through Secret Service clearance twice, once to be with the President and once to be with an Ambassador to the United States. That was pre-Facebook and MySpace. I could not imagine that I keep my social media very professional and very normal, but I don’t know what would have been like to go through those twenty years ago. As you are talking about this FBI background, you’re absolutely right, you really have to be aware and conscious of it. Even little things before social media became big, your email address. If it’s going to be like JohnRacine@Gmail.com instead of PlayingMotorcycleRider@Gmail.com. You really want a professional vibe in that interview process. You’re absolutely right with social media and people completely take it for granted now.
I love the title of you book and it resonates on the human relationships as a Heartrepreneur. Where can people get the book?
What’s the best piece of advice that you can give to a small business owner that you learned from a larger company and a larger brand?
The biggest thing that I try to teach anybody, whether it’s inside of the recruiting function, human resources, entrepreneurial space, is you’re going to grow and expand your organization at some point. The best piece of advice I can possibly give is to hire the attitude and train the skill. It means if you’re sitting face-to-face with someone, you’re looking for eye contact, you’re looking for an engaging smile, and you’re looking for that great attitude. They don’t have the technical skills, but you can take that great attitude and mold it into the tactics, strategies, and the techniques of any given job. It’s going to make your life a whole lot easier, instead of hiring maybe somebody that’s got all the technical skills, but they have five years of bad habits from somewhere else.
In our company, we do Skype interviews all the time. As I’m doing the Skype interviews, I’m really paying attention to who they are, how they behave, do I like them, and will folks enjoy them? I believe I can teach them the skills of how to have ideal conversations with folks. What do you think smaller companies do incorrectly, not quite right yet, in the terms of human resources? What is something that we really should be paying attention to?
The biggest thing that I see constantly is hiring the wrong person because we have a “hole” or we have a “gap” and we’ve got to get somebody in there. I call that 98.6 degree hiring, meaning it’s a warm body, let me put them in there. Throughout my career, I’ve always said I would rather have a hole and provide outstanding experience, maybe a little bit slower for my customers and get the right person in there. It’s really hard to unring the bell if you’ve got that wrong person in there, especially in the US, depending on the state you’re in.
I have a lot of experience in California and it can really become a challenge to try to remove bad apples, if you’ve hired the wrong person. Take your time and be deliberate in that process and be upfront and honest with your customers and your staff. We want to provide you the best experience or the best employee possible. We’re going to wait and be very deliberate and bring in the right person because it’s going to be better for everybody in the long run.Many human resource professionals look at Facebook as a screening tool when they start interviewing candidates. Click To Tweet
I remember when I was managing a rehabilitation company, occupational, physical, and speech pathology services. I remember a nursing home was pushing me to bring on a manager and I didn’t listen to my intuition. I hired the first breathing person because they’re pushing me, and two days after she was there, they told me to fire her. If I had only been transparent and explain to them, “Let me take another week or two, let me find the most amazing person,” I really know that that would have gone better all the way around. The Heartrepreneurs listening can take that to heart right now. That’s great advice that you can count on. You’ve given us a ton of advice, John. I’ve got a half a page of notes and I’ve got some scribbles of ideas. Thank you so much.
Thank you so much for allowing me to share it.
How can the listeners connect with you? Where can they go to find out more about you?
I have a website, it’s EMSHRConsultants.com, it’s a subdivision of my marketing company. It’s John Racine Jr. all over social media, Facebook, Twitter. I would love for anybody to reach out to me. I’d be happy to assist in any way I possibly can.
Thank you and one thing I can definitely tell you about John is, he is a Heartrepreneur. He is a connector and he will definitely accept you with heart. John, thank you so much for being my guest here on Heartrepreneur Radio.
Thank you so much, Terri. It was my honor and pleasure to be here and to be able to share with your audience.
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About John Racine
John Racine is an entrepreneur, author, and new human resources expert who has worked with some of the largest and most recognized names in the world including: The Walt Disney Company, The Boy Scouts of America, Marriott, Subway, Hilton, Enterprise, Quizno’s, Sheraton, Aaron’s as well as a host of online and offline business owners.
Combining unique insights on business operations along with a strong background in human resources, John has made a major positive impact on each organization he has worked or consulted with.
John is a sought-after public speaker who leaves his audience inspired, entertained, and armed with strategic tools to explode their business.