The Cavalcade of America, sponsored by a DuPont, maker of better things for better living through chemistry, presents Lloyd Nolan and Warner Baxter in The Wise Mad General. The armed forces find wartime jobs for most of DuPont's better things for better living, but rayon perhaps heads the list for versatility of uses. Rayon yarn goes into summer uniforms and dozens of other items of clothing. High tenacity rayon yarn is a must in tires for trucks and bombers, but perhaps the most spectacular use of rayon is in the parachutes for fragmentation bombs. These parachutes delay impact just long enough to enable the low-flying bomber to make a getaway from the bomb's detonation. Truly a versatile satisfactory fiber, rayon, whether it's in a dress or a parachute. Tonight with Warner Baxter and Lloyd Nolan as our stars, Cavalcade presents an almost forgotten page from our country's ever-living past to remind America that wars are won and lost and on the home front as well as on the battlefield. Our play is the story of how America all but lost her war for independence, not for lack of brave soldiers or wise generals, but because those at home grew tired, indifferent and failed the men at the front when their need was greatest. Based on Carl Vandoren's historical bestseller, Mutiny in January, tonight's play under the title, The Wise Mad General, stars Lloyd Nolan as Sergeant David Herbert and Warner Baxter as Brigadier General Mad Anthony Wayne on the Cavalcade of America. Memorandum from the American soldiers of the Pennsylvania line in the fifth year of the War of the Revolution, 1781. Two, Americans on the home front in the second year of the global war, 1943. You Americans who will never carry a gun, write a tank, a guide a plane. You are the trustees of the freedom we won. It's yours to have a lose. Time is short. Our story is your story. It begins in the last days of the year 1780. It is cold, bone cracking cold at Mount Campbell in Morris County, the state of New Jersey where the men of the Pennsylvania line accorded for the winter 11 regiments of Pennsylvanians under command of Brigadier General Anthony Wayne, a lodged in the damp dismal log huts. There were doubts in the minds of these men distrust and in their hearts was temptation. Thinking of the hardship of loved ones at home, that was bad enough. But when Anne came down to the encampment from the farm to plead with me, that was worse. David, listen to me. Listen to what I'm saying. Anne, why did you come so far in the bite of winter? Come home with me, David. And the farm, how could you leave it? There is nothing to hold me. The bare earth will keep. It was your work while I was at the wars. I've been ill, David, for many weeks. There was no one to help me. I had nothing to pay. I haven't held a bit of hard money in months. I know much food by the looks of you. Come home with me. I'm a soldier, Anne. This is our war. Oh, so I've heard time and again. War has a different face in Philadelphia. Plump war, prosperous merchants. War created gentlemen and their wives and daughters flaunting their silken riches. Well, there must be men at home to supply the war. Aye, but not to profit by the war. Where is the food? The money, the clothes they promised you. And we've talked about these things so many times. And have the words warmed and fed you? Aye, shiver and shake.  We shall no longer petition and cringe. Talk, talk, talk. You'll still be hungry crows. Other men have gone. Come home with me. No, Anne. And I dearly love you. My allegiance is here. The men of the Pennsylvania line are through talking. Now we want it proven. Whom do we fight for and who stands with us? And how will you know, David? How will you know? Because the common men have chosen the committee to find out. And me to lead it. Is it done, finally? Aye, was agreed on but a quarter hour ago. Is it still thirst and hunger and our haunches in the wind? That is done with. Tonight the sergeants meet. This may be our life or death for us. Life or death, go or stay, we've chosen our committee. We and the sergeants are one. When do they meet? The hour after sundown. Good, good. And then to waiting. We shall be soldiers and men again, not slaves. See that the word is passed to all the men of the line. Tonight the sergeants meet. Tonight. Tonight the sergeants meet. Tonight the sergeants meet. Gentlemen, General Anthony Wayne. Ladies, gentlemen. Gentlemen, the time for warning is passed. The time for high sounding but empty promises to the men is over. Captain Betton. When is the board of sergeants meet? Within the hour, General.  We await only the word from you, sir. Word for what, Colonel? To place everyone on the 11th sergeants under arrest. On what charge? That they plot disaffection, sir. Perhaps, Colonel, perhaps. Let us remember that the sergeants were elected to speak for the men of the line. As a committee, they have a right to meet and present their demands. They just follow the tradition of the American colonies. Sir, if we cannot meet the demands of the men, they may join with the enemy in New York. Captain Betton, our cause has walked over that tight rope many times in these five years of war. Recall West Point, Massachusetts, Connecticut. The threat passed from those places. It may come down on us here, sir. Enemy agents have spread handbills through the camp. The men have promised forgiveness, food, money and clothes that they desert and join with them. We must take immediate measures. I prefer to believe that our men are loyal. Uh, what measures do you suggest, Colonel Butler? Ball and powder will quickly dissuade these men. Have we so much as forgotten our cause that we can speak of shooting down our own men that we no longer oppose the practices of autocratic Europe for shooting, hanging and flogging are the answers of authority to the just demands of the citizens? You're pardon, sir. But if the line rebels, our citizenry will hold you at fault. True. They need escape scope. But gentlemen, the fault in this matter is with the very citizens at home. They have forgotten that this war is also theirs. In the past 46 weeks, the Pennsylvania line has been reduced to dry bread and beef for our food and to cold water for our drink. Old worn-out coats and tattered linen overalls are the only protection our soldiers have against the winter spearsing cold, the drifting snows and the chilling sleets. These men have now served their country for nearly five years. Horty clothes, badly fed and worse paid. Why, I haven't seen a dollar in the way of pay for near 12 months. I marvel constantly at the patience and faith and endurance of our soldiers. Yes, Lieutenant? Sir, the sergeants are assembled at the first hut of the Fifth Regiment. Guards have been placed about. Any orders, sir? Only one at this moment. Patience. In our discussion to this moment, these will be our demands that all monies and bounties owing to us be paid over or that immediate provisions be made for same. In hard money, Davey, not the faultless princess. Aye, that will be stated, Maloney. Go on, Davey. That all men who enlisted for three years be mustered out of the line to go to their homes or to re-enlist in the line as they may choose. And that we be supplied regularly with the food and clothes necessary to keep ourselves as men and soldiers. These are our demands. Are we all agreed? Aye, I should like to speak on that point. Sergeant Cooper. The men of the Eighth Regiment hold that if our demands are not met, we go with the enemy. Aye, if we can do no better. No, no. They promised us a pardon, money and clothes. Fine, then. What we now are about to do is not of our own wishing or making. We've given up our homes or farms or families and received in nothing in return but promises. I say that now we must march on those at home who promised us and demand they make good, dear bargain. Aye, that will be called traitors. Groups will be marched against them. The men of the Continental Army will stand with us. We're not traitors. We're loyal soldiers asking our promised rights. We are not Arnold's. Aye, that's true. Sergeant! I speak for joining with the enemy. What have we to gain by sitting here starving in these cold filthy huts? What are we going to do? It goes on like that for nearly three hours. One side, then the other, pro and con. Then at last there is an agreement.  As agreed upon, the firing of the rocket will signal the men to assemble on the parade ground. The men to carry their arms, Sergeant Herbert? Aye. Aye, all arms and field pieces are to be taken, but the men are to march peacefully and in good order. No man is to fire unless fired upon. We're not making war on our officers or our fellow soldiers. Our men have no food or money to buy it. How shall they be provisioned? I propose that we ask for food from the farmers along our line of march. They'll stand by us. But no man is to steal or force provision from these citizens. We must not make an enemy of one of them. It is now shortly after nine o'clock. The night is cold and moonless. General Wayne is waiting for our decision. Yes, Lieutenant. The rocket, General. The rocket's just been fired. The men are assembling on the parade ground. Gentlemen, it is here. Lieutenant. Aye, General. Go to the parade ground immediately. Order all commissioned officers there not to fire on the men or in any way try to hold them. Yes, sir. Shooting at the men.  Should we go out there, General? Wait, wait. All is quiet now. Okay. Our troops show better judgment than my officers. Wait, listen to me.  Captain Betten. Aye, sir. Have three horses brought here immediately. Aye, sir. Gentlemen, in less than a half an hour, those men will reach the forks in the road leading from Mount Campbell. If they take the right fork, they go to Princeton, to Trenton, and finally to Philadelphia to present their demands before the Congress and the Pennsylvania Council. The left fork leads to Elizabeth Town. That is the road to New York and the enemy. General Butler. Yes, sir. It'll store it. Ride with me. These men must not take the Elizabeth Town road. If it means my life, they must not march toward the enemy. How do you speak for these men? If it pleases the general, the board of sergeants speaks for them. Is there no one man? The board has commissioned me to speak in the presence of these two sergeants, sir. Your name, sergeants? Herbert of the 11th. Williams of the 1st. Bologna of the 5th. Thank you. Thank you. These gentlemen are Colonel Butler and Stuart. What do you wish for this general? You would order the men back to the camp. You're pardoned, sir, but the men of the Pennsylvania line have bound themselves to march you off and march we shall. Are you aware of the consequences? We are, sir. Shoot them down! Kill them down! Quiet! General Wayne. Our men are fierce with their great weariness. We are far to march. One moment. There is still time to lead those men back to camp. We march as we have planned. Our business is no longer with you, General. Sergeant, if you're determined to lead your men to Elizabeth Town, you will have to shoot us to clear the road, sir. We are burdened enough as we are. Drummer. Hi, Sergeant. Strike up. Oh, and, and! General, the men are taking the road to the right. The Princeton road. I, Colonel, but they are still our men and loyal. On Wednesday, the 3rd of January, 1781, the Pennsylvania line made camp at Princeton. General Wayne and his staff arrived. An orderly line of pickets and guards separated the men from their soldiers and the townspeople and their officials. The demands of the men had been sent by Wayne to the Honorable Joseph Reed, President of the Supreme Executive Council of Pennsylvania. It is now the evening of Saturday, January 6th. Jeremy, our drummer boy is on watch outside the tent. We're Captain Gordon. There we saw a million men with the gaseasty bourdon. Good evening to you, lad. Who are you? Quietly, lad. Quietly. What do you seek? A better message, lad. Take us to the commanding officer. Who are you? Time run short, lad. Tongues run long. Take us to your commanding officer. Yes, what is it? We bet important matters, Sergeant Herbert. Is the enemy on the way, Mr. Mason? No, Sergeant. I bear this paper from Sir Henry Clinton. Sir Henry Clinton? Yes, in command of his Majesty's forces. A message to the sergeants from Sir Henry Clinton with an honorable proposal. You are listening to the Cavalcade of America sponsored by Dupont, maker of better things for better living through chemistry, presenting the Wise Mad General, a story of the war which America almost lost because the people on the home front forgot that the war was also theirs. Our play stars Warner Baxter as General Matt Anthony Wayne and Lloyd Nolan as Sergeant Herbert. 2,000 continental soldiers still loyal to the cause of freedom but desperate from hunger, penniless, half-clothed, are marching toward Philadelphia to present their grievances to Congress. As our play continues, an emissary of the enemy has just brought a message to Sergeant Herbert, the leader of the sergeants. Hmm, what, just signed by Sir Henry himself, all right? Go ahead, Sergeant, read it. By messenger, an honorable proposal. Pennsylvania troops have been defrauded of their pay, clothing, and provisions. That's true, isn't it, Jeremy? Aye, Sergeant. And if you lay down your arms and return to your true allegiance, you'll be pardoned and paid the money due from Congress without expectation of military servants except it be voluntary. Well, that's a very handsome proposal, Mr. Mason. Aye. You should be suitably rewarded, but unfortunately... Oh, we ask nothing, Sergeant. Our pay awaits us in New York. Oh, then that's a pity. Why, sir? Because you'll never return to claim it. Craig! Aye, Sergeant. Call the guard and secure these men. Sergeant, we come as friends to your men. Craig, take these men prisoner. Jeremy, route out the sergeants to assemble here at once. So, Sergeant Herbert, you've been urged and flattered to join with the enemy. This paper speaks for itself, General Wayne. Aye, Sergeant. Why have you and Sergeant Mahoney brought them here to me? To prove our loyalty, sir. It's the will of the Board of Sargeants. There's a sword over our heads, eh? If your demands are not met with, you join with the enemy? It's very strange, sir, that we should have more faith in you and Mr. Reed than you have in us. Sergeant, you have led the men of the line into an action that many call treason. Our misery, poverty, and bairness forced us, but not to treason, General. We are not and never will be, Arnold. Those are merely words, Sergeant. Time will prove us. What if the enemy marches even tomorrow into New Jersey? And we shall oppose them at every expense of our blood. Well spoken, Sergeant. Well and truly meant, General. All right. Now about these two prisoners. What does the Board of Sargeants propose? We turn them over to you and the Pennsylvania Council, sir, to be dealt with as spies and emissaries of the enemy. Sergeant, President Reed of the Council is proceeding to threaten to discuss your terms. Tonight's matter will speak in your favor. In recognition of your loyalty in bringing these men here, I promise you in the name of President Reed and the Council, 100 gold guineas for the regiment. Thank you, General, but that was not our purpose in coming here. What is it, Sergeant Maloney? Well, as you know, so the Board has been promised an early meeting to consider our demands. The men grow restive. How much longer must we wait? Tell the sergeants and the men that at daybreak, I go to meet with President Reed. General Wayne, I give my saying so, but your solicitude for these mutineers is remarkable. Mr. Reed, I am a soldier. I'm aware of what these men have done, but I also am aware, and General Washington can guise, that these men have been moved to act after their grievances have gone to extremities that would not be born in any army. Any time is short, General. Several pressing matters to settle. First, the 100 guineas you promised for turning over the spies. Do you disapprove, Mr. Reed? You were a trifle too fast in promising so large a reward. I gave those men my word, sir. I cannot and will not authorize this sum. It is too large. Our finances, my dear General, do not admit. What word shall I give the sergeants? I shall deal with these men myself in my own way. And when may the men expect you at Princeton, sir? I do not propose to go to Princeton. It would be more fitting to have them come to me here in Trenton. Should they refuse to come, sir? Tell them there is food stored for them. That ample clothing is now on the way from Philadelphia. That will fetch them. All right, I shall convey this information. Just one more item, General. It might speed our negotiations if you were not present here. Sir, my orders from General Washington are to keep with my men. I shall do nothing other. It was on the tenth day. The men of the Pennsylvania line were in Trenton. The board of sergeants had met with President Reed and then reported to the men. This morning they hanged the spies we took to home. What are the gold dinners that were promised? The board of sergeants has agreed not to ask for their reward. Why? Because we turned the spies over to General Wayne for the love of our country and not for gold. Reed, turn Wheatless out of our gold. Sergeant! What is it, soldier? I'm with the board on this matter, but it's small. What about money? I'll close our terms of enlist five. Well, these matters have not yet been agreed upon to the board's satisfaction. Well, do we stay here to rematch again? The board of sergeants is for staying. Well, how long, Sergeant? Until the board decides that the men of the Pennsylvania line can gain more by going. Peeled off and drifted away. Some money finally arrived and more was promised. Some clothing was distributed, but more was needed. Enlistments were reviewed and adjusted. Now nearing the end of the 15th day, a day of cold and rain and sleet, the board of sergeants meets. Soldiers, members of this board, our workers are now almost done. Sergeant Herbert, are you content with the settlement? How many of our terms have been met? And for the rest we have promised. Yes. At the start, you were one of the strongest. Have you cooled down so quick? Have you?  Why do you speak for those who say for an end to it? Is it because they are in the majority? It's only because I know that now the soldiers of the other colonies have nothing more or better than we have, and more. Without treason or treachery, we stood together as free men before those in authority and asked for a dress of our grievances. We've awakened our citizens to the war. Now we can support you. Yes, what is it, man? Come forward. Order to Compton General Washington to General Wayne. The Pennsylvania line is needed in Virginia to join with the troops under Lafayette. It must be done at once. Has the line been told? Aye. The men gather to hear the board's decision. Our thanks to you, soldier. Good day. Sergeant, sergeants of the Pennsylvania line. Five years ago, we came together for freedom. That freedom means life to us. But it's not yet ours, and it won't be ours until we stand together. Many of us may never live to see that freedom, but it will come. And when it does, those generations who will be born to it may remember that freedom comes not by wishing, but is hard fought for and dearly bought. Until a moment ago, we were forgetting the war. Now it is once more with us. The men are waiting for our word. Shall we march and fight again for freedom? Let each member of this board speak for himself. I say march. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. We march. We march. The men of the Pennsylvania line have one substantial agreement to a majority of their demands. And in as much as out of loyalty and devotion to our common cause, they have of their own free will foregone several additional demands, which were nevertheless considered by me and by my officers, as clearly justified and right. I therefore, as Brigadier General of the Pennsylvania line commanding, do hereby order that no man is to be brought to trial or censor for what has happened on or since New Year's Day, the year of our Lord, 1781. DuPont thanks the stars for this evening's performance, Lord Nolan and Warner Baxter, for their part in recreating for Americans of today this picture from the past. A picture that points out the necessity for giving, saving, working, and the supporting of our armed forces until final victory is ours. Our stars will return in a few moments. Meanwhile, here is Gain Whitman to tell how a new development in paint chemistry is protecting precious military and naval equipment. In the great shipyards of the Atlantic and Pacific Coast, turning out battleships. In the inland shipyards of the Middle West, where the landing ships for tanks and infantry are made, all Navy craft under construction are first painted a bright yellow. In airplane factories turning out fighters and bombers too. All interior and exterior surfaces of the planes are protected with a yellow paint, zinc yellow. The reason is a chemical reason. Air contains moisture and oxygen. Exposure to air causes corrosion. For more than 10 years, DuPont chemists work with chemical experts of the Army and Navy to develop protective coatings for fighting equipment in every field of action. In the old days, red lead was virtually the only pigment used to safeguard metals against corrosion. But it was found inadequate for the protection of the newer life metal alloys used in planes. So chemists went to work. Thanks to chemical research, the problem was solved by zinc yellow. Not only does this pigment afford greater protection against corrosion than any other, but it has made possible the development of faster drying finishes, thereby speeding production. Dry colors or pigments, of which zinc yellow is an example, are products of modern chemistry not many people know about. They do enter your home just the same in many ways. They give the linoleum on your floor its soft glowing colors. They tint the paint on your walls and color your wall paper. There are illustrations in the magazines you read. They color your food packages and the labels on cans. They give the bright colors to the finish on your automobiles. Now, in wartime, they are doing a most important job. Mechanized war uses up vehicles, whether they are gun carriages or jeeps at an appalling rate. Landings through surf, jolting accidents.  Sometimes as much as half of the equipment put ashore is wrecked or damaged. All of this puts a heavy premium on protection against rust and corrosion. It is a destructive force too, and every piece of metal which we safeguard through the use of protective finishes is one more advantage for our side. May end the war one hour, one minute, one precious second earlier. Rust and corrosion sign no peace treaties. Protecting metal against their ravages is the wartime job of these pigments that are numbered among Dupont's peacetime better things for better living through chemistry. Now, here are the stars of this evening's cavalcade, Warner Baxter and Lord Nolan. And I thank you very much, ladies and gentlemen, on behalf of Warner Baxter and myself. We both feel that tonight's play is of real importance to every American. That wars can be lost at home too. Soldiers aren't enough. And a timely warning too, Lloyd. In these days when we're likely to be over-optimistic, now history can repeat itself now. Let's not almost lose this war by failing to support our men at the front. Let's back them up in every possible way with giving and with letters with bond buying and most of all by production at home for those at the front. Next week, the cavalcade of America will bring you one of Hollywood's top flight stars, Brian Donlevy, in a role tailor-made for his brilliant portrayal of a man of action, deep emotion and quiet humor. Our play, Navy Doctor, is a dramatic close-up of the Medical Corps in action against the background of one of the great naval battles of the war and is based on the actual personal experiences of Commander Charles F. Flower, Medical Corps, United States Navy. Dupont invites you to join cavalcade's audience again next Monday evening when Brian Donlevy will be starred in Navy Doctor, a story of a struggle between life and death aboard a doomed United States cruiser in the Battle of the Solomon's. Tonight's play was adapted by Milton Wayne from Carl Van Doren's book Mutiny in January, published by Viking Press. Tonight's musical score was composed and conducted by Robert Armbruster. This is James Bannon sending best wishes from cavalcade sponsor, the Dupont Company of Wilmington, Delaware. The cavalcade of America came to you from Hollywood. This is the National Broadcasting Company.


It might be a risky fire day, but it looks fine. It's only an hour's drive away. The highway isn't close to any fires. If things change, we'll drive out. Before you travel, check the fire date or rating. Leave. Authorised by the Victorian Government, 1T, replace Melbourne.


Hey, good afternoon everybody time steward here. I'm with Liz Trotter our guest today's Joe Gelderman and this is smart business moves Yeah You know what it is We have a hurricane going on and Joe and I are working under adverse conditions Are you both are you both in the the middle of that? It may be affecting it for real. Yeah, we're in the cone. We're in the cone of destruction We are we are in the storm, but I don't think either one of us are at any immediate risk I think there's some people in Florida that would would tell you that it was severe I think there's some folks in Florida that got hit hard Once it's come on work Yeah, it's it's kind of you know, I'm in Charleston. It's kind of tropical force type stuff some trees will fall over Maybe lights will flicker. There's some flooding, but it always floods here. So You know, nobody's evacuating or anything like that. I Couldn't evacuate anyway because I had to do smart business moves Go ahead Joe you're at risk I'm at risk of maybe losing power at some point and And a lot of flooding, but that's about it. I'm I'm just outside of Atlanta. So We're getting a ton of rain But we've been getting a ton of rain for the last month and a half So a lot of trees are are starting to fall because of all of that rain You know, you're in a really good position Joe because if you get sick of talking to us today You could just power off and we'll be like, oh I Can just say hey Sorry had to go I've already set the stage for that Okay, so y'all better stay put because I'm not staying here all by myself I'm going to have severe sun stroke. That's gonna be my excuse All right, so let's get started Last 30 minutes for you Liz. Oh I've had worse All right, let's let's try and just maybe one or two minutes Real quick wanted to share with y'all we are talking about hiring today Improving your odds Joe is going to share some great stuff there and for those of you that haven't heard about the Orion You'll be sure about that specifically for the end of the show and you're not going to want to miss that All right, but for ISS a some things specific to hiring are some Discounts that you can get and where are we? We are at. We'll use the same thing mom dog Peter Dot is a dot com although they don't like my my explanations for this I Am going to drop the URL chat so everybody could just click on it rather than Try to decipher mom dog Peter. All right. I got it. All right. So what are a couple of things on here? I know that they had Right there. We have some insurance type things that you can get discounts on for your people that can help you with hiring That's much better. Thank you So health insurance then on vision life insurance So if you're in a situation where you know your people are not coming to work for you because you don't offer insurance Check check this out and see what kind of discounts might be available for you Was there anything else specific in here? Maybe on additional benefits? Virtual medicine that's kind of interesting the the whole thing. I guess you just call and talk to a doctor and it's easy and it's it's cheap Investments I guess you could set up 401k plans or student or student loan abatement Huh, I'm not sure That would be different than a education tax-free savings account. I would guess do you know what that is Joe? I do not know what that is Okay Additional benefits holy cow There's where so I know you can get some discounts on background checks some discounts on some HR stuff I don't want to go into detail here, but if you are a member of ISSA then please get on here and check out some of these valuable Benefits that you may not be availing yourself of and if you're not a member Also, check out this site because there are a lot more benefits available than people even know about Thanks, Tom Yes, important We really believe that Being a member of the industry's only trade, you know non-profit trade organizations important and we like talking about it Joe, how are you? It's been a while. You know, I mean I've we've met before You know, I've been introduced I've been introduced to you by your father who's a gentleman that I have a lot of admiration and respect for we've worked together For a long time How how is bill? How's he doing? Wonderful he is living his He is living his best life as a retired person right now He has moved into a Community neighborhood with with only 55 plus people in it.  Oh, wait a minute Thank you I could be a candidate I'm so happy to hear about Bill He has always been great for him for sure. Yeah, that's awesome All right, well, what are we going to talk about today specifically? So I think Just improving your odds with hiring right? Sorry for the lag Tom and I tried to figure it out a little bit before we came on but it seems to still be persisting but Hiring in general and and improving your odds with hiring in the different ways that that you can have the right mindset and The things that you can do to improve Your odds in terms of Keeping people right because one of the things that I continue to is that Hiring you know hiring has been an issue Big I mean hiring is always an issue, right? But it's been a big issue since COVID whether it's getting candidates or Getting candidates to show up for the interview or answer the phone when you call them So it seems to have turned a little bit to People are showing up and people are actually taking the job To people are leaving within two weeks, right? So the retention part is also a big part of what? the main focus of What we do is with the Orion just in terms of making sure you're hiring the right people, right? Because retention is great and you can put a ton of attention Into all of these things you're doing to build the culture and to build To do all of these different things to retain people if you're not hearing people It doesn't matter. You're just spinning your wheels So so Joe, I guess just to kind of get a start See if either of you respond just because of the lag To get us started here. Let's back up just for a moment If you could tell us a little bit about yourself and you mentioned Orion You could then go ahead and we could talk a little bit about your business and what you do but I know that you've got a Very interesting, you know background prior to to Orion that I think would be interesting to share with our audience Yeah, so I I actually worked in professional sports for 15 years Before I joined my father who has recently retired and and I've taken over the company And for the last 10 years that I was in professional sports I worked for a professional hockey team For the last 10 years that I was there I did all of the hiring so I I Hired everybody from our ticket sellers to our Accountant and CFO everything you can think right so I did On the other side, so I'm not just talking about So when the goalie gives up the losing goal, do you get in trouble for hiring the wrong goalie? That's not hiring that's recruiting. No, I don't I didn't hire the the players Yeah, I just hired the front office staff. Oh, okay Then the then the work Like the workers like the so I didn't have anything to do with the hockey side. It was just the front office side but I've been on on that side, right? So I've I've had to hire I was hiring people for 10 years and I used Objective information I used the TTI reports that that Liz uses so Frequently now That's what I used when I was hiring people The disc reports is is how she refers to them, but I used the disc reports when I was hiring people there for the 10 years, right? And and I did use some of the Orion reports for some of the positions that we had most of them weren't were more the TTI disc report was was What I should have used for that But I was a user of these before I before I joined my father and and and joined the steering group So I've been with the steering group now for six years And have been utilizing the Orion to work with with the residential cleaning industry and and pet industries and home health care industries and nanny industry the people that are in home Service providers because they all have the same issues, right? You're sending people into other people's homes unsupervised so you You need to know what you're gonna get out of this person because they're not it's not Wal-Mart where you're gonna be able to Watch them every day and see what they do every day. You're sending them out there on their own So you need to be able to trust what they're gonna be able to do you need to be able to have some faith and what they're gonna be able to do because at the end of the day you have a Moral if not legal obligation to make sure that the people that you're sending into other people's homes are Not gonna steal from them are not gonna show up and and be high And you mentioned Orion could you explain a little bit about what you mean when you say assessments and what is the Orion? So the Orion is an 80 question opinion survey that is very popular within the residential cleaning industry and And you would give this to your candidates and they would answer these 80 Statements with their opinion and I don't want to scare you off by saying it's 80 questions because it generally takes people about 12 or 13 minutes So it's not gonna it's not something you're Asking them to sit there and take an hour to do right?  So the first thing is the validity which tells you whether or not they were being truthful That's probably the most important thing in there, right? It it It will tell you based on the pattern of the person's answers It will tell you if they were trying to deceive the assessment and if they were essentially lying or trying to hide their true opinions from you But then after that it goes into all of these these other things right supervisory attitude, which would mean Is that somebody that will? Follow your policies and procedures when they're out there on their own or Are they the kind of person that's going to do it the way that they think it should be done? All right, so that's a big one especially for people that use individuals But it also can be a big one for people that use teams because if you put Two people together that are below average supervisory attitude Go ahead. All right. I'm gonna try and get my hand up there. So I don't keep talking over you Joe So when it says below average does that mean below average risk? No, that means there that person is below average and supervisory attitude, right? So that means in this case that means that person is the kind of person that would do things the way that they think it should Be done rather than the way that you've trained them to do it and rather that Then the way that you have set your standards for your company. All right so below average supervisory attitude is one of the things that we recommend that The users of this eliminate a candidate based on because if a candidate is low below average Supervisory attitude then they're the kind of person that you know, you can train them for two months if you want But once they're on their own or once they're out there with an individual team member, you know One other person unless that's a really strong person. That's gonna hold them accountable They're gonna do it the way that they think it should be done and they're gonna be more likely to cut corners and And not really hold hold your standards to heart I can definitely see how this is going to be. I I mean It's obvious how valuable this would be to know in advance of hiring someone Right. All of these though, but when I'm looking at all of these Joe, I'm thinking to myself Huh? Which ones do I know? No work at no I wouldn't yeah, you definitely wouldn't one hire this person for sure. I Mean, there's there's big ones that we always, you know, whenever somebody signs up to use it You know, we we do a training session with them and talk about which which are the main ones that we would look out for In supervisory attitude being below average there is definitely one of them, right? Below our high risk for workplace drug use is another one of the big ones because that would say that that person is very likely to show up for Work high or do drugs? For work Validated individually Nobody The call today I can make my chair do it. Oh my gosh, of course, okay When I came on to the call today, my head was like this and I said, oh my gosh y'all. I'm so high today So now they're harassing me. I'm not actually high Look All right, so but seriously When you're talking about the ones to worry about Joe, I'm looking at this list The only one that I could see maybe not worrying about would be customer service if I'm going to put them in vacant units And I'm going to put you in an empty house. I'm not worried about your customer service But aren't the rest of these all really really important Maybe long-term important employment. They are Pretty great, right So the drug use one so they're all they're all validated individually, right? The drug use one is over 93 percent accurate So if if somebody's high risk like this person It would say that they're 93 likely to Show up for work high on something or use drugs while they're working The theft one is 92 accurate. So That would say high risk there would say that they're 92 likely to steal from either you or your clients and And then in the residential cleaning world most of the time that's going to be your clients, right? It's a lot easier to steal from them when they're in their homes unsupervised than it is to steal from you The prospects for long-term employment that you brought up That one is Essentially saying do they see value in creating a relationship with you as an employer Or are they the kind of person that thinks they're going to get ahead in the world faster If they just keep jumping around from job to job, right? That's not one that we usually tell people to eliminate based on if everything else was good um, but it is one that and You know, I think this is really important. It is one that I would say You need it it should it should trigger Response in your head to make sure that you're checking their references and to make sure that you're Confirming the dates of their previous work history, right? People know that if they tell you They've had 12 jobs in the last 18 months the chances of you hiring them are slim to none All right, so when they're filling out that application If that's the case they're they're maybe put two on there and say they were at each one for nine months Or maybe put one on there and say they were there for 18 months um So just making sure that you confirm the dates of their previous work history that they gave you Um, it's going to go a long ways with those people that are below average for prospects for long-term employment Okay, I see carol has a question here for you joe and then the How do you evaluate the accuracy of the questions versus the actual outcomes? So that is way above my pay grader expertise, right? so Orion is a company that's been around for about 25 years and there was lawyers and there's lawyers and and statisticians and um psychologists that are involved in in Creating the assessment and adapting the assessment when it needs to be adapted And continuing to make sure it's legal which which may be the most important part, right? But they have done On extensive research and and before it could get legalized. They did extensive studies with different companies and things like that Uh to make sure that the questions were valid and that the questions were measuring what was wanting to be measured And they had enough data and and provided enough data to make it legalized to to make The fact that you know if somebody is below average and in prospects for long-term employment that It was it was legal and and there was data behind it to show that they were below average Gosh, I didn't even think of that initially because I can see how You would really have to be on top of that or people could easily say. Hey, I'm being profiled here I'm being There's bias against me as a human and they have no idea about this. Wow. Okay So is there is there not to go off for many years Not to go off too far, you know on a tangent, but I know a lot of times companies will kind of create their own Assessments, if you will is there any risk in that? I mean Because we're we're not Statisticians and and the parties right Yeah, I mean, you know at the end of the day, I I would say there is I mean, I know people people do it I would say that that if Anybody ever gets sued for doing it They would have a tough time in court, right? When you're using the something like the Orion that is valid and and has been Verified and is EEOC compliant and all of that There's never going to be any legal issues, right? If you're creating your own There are going to be issues right people can can claim discrimination people can claim that They were profiled because of this this or this Or if you're using someone else's I guess what I'm hearing is it would be a good idea to ask the question You know, has this been validated and I suspect joe if we Asked you to and we're not but there's some type of legal document that goes behind this that You know the Orion people can demonstrate that it's been normal. Yeah, why is then it's Without bias We actually have a 287 page manual on all of the All of the Research they've done and all of the different studies they did and all of that Let's pull it on Please don't share that The viewership would go to zero All right So along those lines The the safety and risk avoidance one at the bottom That one only was added about 10 years ago and it was added because Walmart was uh a big user of Orion and they said they were having a huge issue with workers comp claims with people getting hurt at work or also People doing things that caused injuries to their customers so the Orion folks the statisticians and the lawyers and the psychologists got together and Came up with these different questions to try out and After about two years. So they were doing they were giving all of these questions and assessments to The new hires, but they weren't making any decisions based on them. They were just tracking them You know how they did whether there was any injury claims that came from them whether it was internal or external injuries And after two years They looked back at it and an overwhelming number of them were High risk for safety and risk avoidance the people that ended up causing the injuries Whether it was they hurt themselves or they did something that was Stupid that ended up hurting a customer The an overwhelming number of them were high risk for safety and risk avoidance So that is where the research came in for the safety and risk avoidance because they had all they had tracked it at all with walmart and The the numbers were were Overwhelming enough that it became legalized for them to to use this And one of the things that you mentioned joe was the 93 accuracy and then also 92 accuracy do all of the Different things that you're measuring here During the different behaviors. Do they all all I guess it's not behaviors. These are Attitudes, what are they? did I think I know what you said, but I'm not sure So I'll answer it based on what I think you said Because you broke up big time. So it may be me because it is super windy here. So They all do have their own they all are validated individually So they all do have their own Accuracy right the lowest is customer service and that's one of the reasons why we always tell people Customer service is not one that we would ever eliminate somebody based on and customer service is 72 percent But what workplace drug use is 93 theft with 92 What's included in customer service? Like what are some ideas of what? You are So customer service is actually not just about the customer facing side of things. It's more about understanding that the The job that they do is going to reflect upon you as a business owner and And be able to maintain them as a client for you as a business owner, which in turn ultimately means Them continuing to have a job, right? So it's about them being able to kind of Look outside their Perfect job description and see things that may need to be done And do them All right So somebody that's below average customer service is likely to want to stick Right to the job description and do Exactly what the job description says so if the job description that they think they have says when you're dusting blinds You just dust the blinds And it doesn't say You also have to open up the blinds and turn them over and dust the other side of the blinds They're just going to dust the front of the blinds because that's what the job description says, right? When you're above average customer service you're the kind of person that's going to understand those kinds of things you're going to be able to look at the bigger picture more efficiently or more often and Be able to look at those other things and say, you know what if this was my house I would want this done so i'm going to go ahead and do this All right, so one of the things that I always tell people when I'm training them on it is One of the things I always tell people when I'm training them on it is if you have somebody that's below average customer service I certainly wouldn't eliminate them because there's a lot of factors that can go into that, right? Some of it can be they're just their socioeconomic background Um, and this is customer service is the one of these seven that I would say can be trained up the rest The other the other six are what they are right customer service can be trained up So I would always tell somebody to share real life stories of what Their team has encountered in the field In terms of things that that you know, you've walked into this house and This has happened. There's a dog that's pooped all over the floor. What are you supposed to do, right? That's where somebody that's Below average customer service would struggle is making that decision, right? Um, so sharing real life examples of we had one team member that Encountered this and this is what they did and it was great. We had one team Member that did this and this is what they did and we wish they would have done the other thing All right So sharing real life examples with people that are below average customer service really goes a long way to Helping them understand what you're what you're trying to get Um out of out of their role and helping them kind of see the bigger picture in and push forward with Doing things the way that you want them to do it This one is tricky though Because it is so very I can think of off the top of my head right now I can think of some business owners that just using your blind example, right Some business owners that would not want them to Spin the blinds and do the other side. They would want them to follow Precisely what was said. Hey, I just said to just dust the blinds I didn't say anything about doing both sides, etc And then I know there's another In my in my world a wider portion of the population that would prefer that they think bigger picture And how can they provide? Additional customer service and I do know there's a chunk of business owners out there That don't want them doing anything outside of not even a little bit outside of scope of work because they're afraid That they are going to set up expectations for the client that other teams other people can't meet And that's a real thing and that's a real thing because but another technician goes to the house And if they don't know that they're supposed to be doing stuff that's not part of the scope of work they don't and Then what started out to be as an extra and a good deed winds up Turning into a disappointed customer because all they're getting is what they initially agreed to Oh, no Yeah, that's a tricky one. I can see why that's lowest And I also recognize why you are saying that you would not Recommend eliminating someone for for this reason that makes perfect sense to me. Yeah And I think it comes down to the messaging right it comes down to making sure the expectations are clear And again, you know what I said in terms of of sharing stories, right? You know this person did this and we wish they wouldn't have because it led to this maybe it was a good example and this person or In my mind a good example This person did open up the blinds and and clean the other side But the the owner didn't want them to And they tell the other person that that led to issues because the next cleaner Like tom said the next cleaner came in and and didn't do that and then we got complaints, right? So just sharing the expectations and and making the expectations clear But also again sharing those Sharing ideas or I shouldn't say ideas sharing sharing stories about the weird things Because that's where somebody that's below average customer service is really going to struggle is the weird things Right.  What are you supposed to do? Because that's not in their job description And some people are going to understand that when we give you the example about the dog pooping that later when there's cat vomit That's the same situation and there are other people that won't understand that and I think that's What you're talking about here, right? Those people are going to get the low customer service Um reigning because they just don't understand What that is you said dog poop you mentioned a thing about the cat vomit Yeah, I mean I would hope that I would hope that I would hope that anybody would be able to correlate the two But well, you would be disappointed in my mind.  It's very complicated Right I am 100 on board With your thinking about the stories though because I do agree and though we're joking I do agree that the vast majority of the time you can begin to set the bigger The bigger um vision for what we're trying to get to with those stories versus just saying You know clean clean the floor We're gonna we're gonna have some failures with just clean the floor Yeah So tell us joe. This is what my favorite Oh, I'm gonna keep talking. I keep forgetting. I keep stopping when you talk, but sorry When tell us a public story about workplace theft attitudes. I know you have a couple of really good stories there Yeah, I mean So I think my favorite actually you probably haven't heard because This is my story and not my dad's story and you always heard my dad's stories um So marginally Means that when somebody has the need and the opportunity Simultaneously They can justify Stealing they can justify it to themselves. They can say to themselves I need this more this money more than mr. And mrs. Smith need this money, right? So We recommend that you eliminate anybody who's high risk or marginal risk Per theft because marginal risk means that the fuse is there. You just don't know when it's gonna light But if something happens in their life, it's gonna light high risk means that the fuse is there and the And the bomb is probably gonna go off, right? So I had a it was actually a maid owner That I talked to this was probably two years ago and She had hired somebody that she had been using this for years And they usually didn't hire anybody that was marginal risk for theft But this person worked in the office Or sorry, this person's sister worked in her office All right So they ended up hiring her as a maid because her sister worked in the office Everything else was fine on her report except she was marginal risk for theft And Um, she was fine for about a year or so and then she ended up getting divorced and About a year after she got divorced a boyfriend came in or called the owner and said Um Blah blah blah has been Stealing from your clients for the past year And selling she's been stealing purses and selling them online. She's got a etsy website and here's the website and She's stealing all these high-end purses and Um So they eventually called this this lady into the office and and she She said you know what I I did start I didn't start until after I got divorced because Uh, I couldn't live the lifestyle that I was used to and I needed more money So I figured that these people's houses that I were going into because they were so high-end They wouldn't miss if I just took one purse. So she was only taking one purse from each house But then she was selling them online. I mean they were all like it was the Yeah, it was a It was a high-end community, right? So she was selling these purses for like $800 each online Um And he gave her the link to this website and all that and she finally admitted it and and she said exactly what somebody whose marginal risk for for workplace theft would say which is essentially I had the need because I wasn't Getting the lifestyle that I was used to right Um, so that's the worry with the workplace theft thing is you never know what's gonna late somebody's fire there Right. It can be something as simple as I want my son to play It can be something as simple as I want my son to play you Talking over him. It's making me insane doing it But I know he can't hear me unless I keep talking over him. I'm gonna let you go back to your software thing just a second Joe But it is um crazy because she was right. She was stealing for over a year Stealing a purse here a purse there a purse here a purse there and nobody ever noticed She got turned in by her own bird boyfriend or I'm guessing as boyfriend at that point, right? That's crazy. Tell us about the soccer team. Yeah, they had broken up. That's why he turned your end Um, I don't even know what I was saying when you Got into I remember I could tell the story but I'm gonna have to talk over you again You were talking about how whether it's something like a divorce or something along the lines of you Just want to put your son. Oh, yeah. Yeah. Okay. We talk there, right? We need extra money Right. So with with the marginal risk for theft, you don't know what their trigger is, right? You don't know if it's wanting to Sign their son up for travel soccer or wanting to sign their son up for football or their daughter up for for hockey And they don't have the money and they've been fine for a year or a year and a half But all of a sudden they have this need right So now once they have this real need they're gonna start looking at Things differently. They're gonna start looking at the money sitting on the counter that they never even looked at before differently, they're gonna start looking at jewelry that they see differently they're gonna start looking at these designer purses that they see differently and wonder if if The client would really miss it, right? They're going to start seeing stuff in the home as an opportunity for themselves versus And a normal person would not even make that connection at all So you're going to notice here that we have a question. I think you can read it. Joe Can you see that question there? I'm not sure that it's entirely clear for carol exactly how the assessments work Maybe you could give a little bit more definition So carol you would not be able to discern It in the assessment, which one that would be right? The assessment would tell you that the person is likely if they're high risk for theft It's going to tell you that they're likely to steal so that can be either from you or them So it can be supplies in in what you mentioned in your question it can be supplies or it can be something from from the customer or the the client And be a purse or money or whatever is is in their home Yeah So this is actually really uh, I love that she's asking this question because this is part of How business owners how we get ourselves kind of tripped up a little bit We are trying to think of how we could figure it out But that's where the orion comes in because it's so far superior so much testing has been done So much data has been collected about How this stuff works that Your systems are just superior. We can't even it's not a thing that we can figure out Can you talk a little bit joe about and I think this is still true? I'm not positive I haven't spoken to you about this in a while, but in the past You you couldn't get an accurate rating If you were for example the business owner and you were trying to take this or you couldn't get an accurate rating If you took it after you were hired. Is that still the way it works? It is yeah, so it's designed So the psychologists Behind it. It's designed By them with the applicants neutral mindset in mind. So it is definitely not valid For current employees And it is not 100 not valid for owners I tell people that all the time and I'll always have owners that want to try it And do it on themselves and I always tell them The first thing you're going to want to do if you do it is fire yourself and every time it comes back terrible Right Yeah, right But it's it's not valid on an owner because it's designed with an applicant's neutral mindset in mind right so you want them in that mindset of Are we going to get hired or are we not going to get hired? You don't want them thinking that this is the last step that they need to jump through when they do it You want them still questioning things, right? So It's generally done Before you have any meaningful conversation with them We do have Some people that will do it a little later But we've talked to them about making sure that they Maintain a neutral Tone and neutral deposition in the interview process so that the candidate doesn't think Oh my gosh, this person loves me. I'm going to get this job no matter what right and then they get this Email with their or they're doing it in person And Because they're going to answer the question differently if if they're in that mindset if they're in the mindset of I've got this job already and this is the last step I have to jump through Then they're going to answer the questions in a defensive manner instead of in a truthful manner and it's going to show And the report's going to be bad if they do that And and when somebody's looking to get hired, this is really I know this is obvious what I'm going to say, but It also bears repeating that when somebody is Looking to get a job And they're filling out one of these assessments. They're trying to get The right answer right what they think the right answer is so it's Everything is going to be based on an applicant trying to give you the right answer And so we can't we can't do that. We can't do that. It's like the mirror image thing Are we seeing the real thing the mirror image? We can't do that psychology ourselves That has to be run through much smarter people than us that can that can play that game of What are they thinking at this specific time? How what's their mindset? How does that compare to what they answered? It's a it's a tricky little game. I could easily see why as a business owner I would give a completely different answer than I would as an applicant And that's going to mess you up And I think that's you know, that kind of speaks to the That kind of speaks to the value of it too, right? Like just having that objective information because I I think having whether it's Orion or if you're hiring for an office staff person and using the disc things that that that Liz does having objective information of Of any sort It's going to help you immensely in terms of making the right decisions because anybody can be Whoever they want when they're interviewing with you like Liz said, right? Somebody can put on an act and be somebody that they're not when they're interviewing with you So having objective information When you're going through that hiring process He's going to help you immensely in terms of Choosing the right people and making the right hiring decisions In joe, i'm a you know, I know that we're we're saying this that all of this would be in the context of The standardized repeatable process you know the you know the idea of Hiring people just based on gut feel and talking to them Isn't going to get you as good an answer a good result as A standardized process and objective assessments being part of that Yeah, I mean, I think I think the biggest mistake that most people make is number one not happening the objective information, but but number two is is Hiring because you're desperate, right? I think you you want to always kind of try to keep that pipeline full At least keep that pipeline With some people in it because you never know when the next person is going to come in and tell you that They're moving next week or that they're quitting tomorrow, right? So keeping that pipeline full And keeping that pipeline full is going to keep you from making those desperate decisions because I think the desperate decisions And the settling for people is the biggest mistake that people make I think the number one thing people need to do is is create standards, right create a standard Know what you're doing have a Plan and follow that plan and then stick to that plan and in that plan Needs to be a standard of who you're going to hire and don't settle. It's better to turn away two customers tomorrow Because you don't have the workforce to do it then to hire somebody that shouldn't that you shouldn't have hired Which may end up alienating Some of your staff which may end up creating a lot of customers for you and your other staff And which may end up creating bad reviews for you on yelp and google and everywhere else, right? It's it's extremely important to make sure that you have those standards and that you're sticking to those standards And that you're not settling I think one of the biggest mistakes that most People make is settling just because they're desperate. So creating that pipeline and and continuously recruiting And and making sure that you're not just hiring right now because you need somebody and you're always Continuing to you know hiring is a process and not an event is what I like to say, right? So making sure that you're not just hiring right now because you need somebody Yes At the very least you always want to be stopped from making those desperate decisions because making those desperate decisions Yeah, we make the distinction that we always want to be recruiting Even if you don't need to hire somebody at the moment you want to have Qualified candidates in the pipeline. So when you do need to make a hire You're not scrambling and making you know picking between bad choices We're sharing your website here go because we're down to just a couple more minutes before we get to the top of the hour if Anyone in our audience wants to know about you know, how to Use objective tools and in their their hiring process their interview and evaluation process Um, I'm assuming you'd be happy to talk to them about that absolutely Tom can you click on the Orion systems? tab there This one I saw the one down at the bottom, but that one will work as well This this is a great place for I think for people to be able to go Put your information in there find out a little bit more about it. Is there any I is there I hate asking this question, but I'm going to ask it anyway Is there any place on here where they can find about find out about price joe? Or is this the best place for them to go Contact somebody and then they can find out more about how the pricing works Um, there's probably not but I will tell you that I mean I can tell you now That it's 14 dollars and 75 cents per report that you run It's you're only charged when somebody completes a report So there's multiple ways to to administer it. You can do it in person So obviously if somebody comes in in person and does it then you're getting charged But you also can send a link to people to your candidate So you're not wasting your time with people that wouldn't have shown up anyway because a lot of times they won't complete the Orion So if you send it to them and they don't do it or they go in and answer 60 other questions and don't answer the last 20 You're not charged. You're only charged when somebody completes all 80 of them if you send it to them, but it's 14 dollars and 75 cents per report there is an initiation or a A fee to build your account Which is 184 dollars and 95 cents and that's a one-time fee You'd never have to pay that again after that. It's just 14 dollars and 75 cents per report Excellent All right, so for everybody who's hearing that number And is thinking oh my gosh, but for every single applicant. I want to remind you How much money you're going to save? Because of that 14 dollars and 75 cents now and don't don't forget those numbers the the success rate Of those things, you know I know we have some stuff that's over 90 percent Um Accurate those are crazy on y'all, right? So And you know, this is like doubly true in 2023 if we were having this discussion You know 10 years ago when minimum wage was about five dollars and 15 cents an hour You said well, you know 14 dollars is a lot of money But if you think about what it costs to hire an onboard and train someone in today's salary dollars I would spend a ton of money on objective assessments to help me make better hires because That's that's nothing compared to what it's costing you when you make a bad hire Well, we have one minute Joe. You have I read a uh Yeah, so I read a uh um article recently That was from the harvard business review and it said 80 percent of turnover Can be contributed to bad hires Oh, wow so I'll also give you One of my favorite books is good to great by jim Collins. Mm-hmm. What'd you say? Uh, I said and really that's not all that shocking initially when you said it about the 80 percent I was like dang and then when I thought about for half a second. I was like, yeah, that sounds about right Joe, thank you for joining us. Oh go ahead last thought please I was just going to say one of my favorite books is is uh good to great by jim Collins and one of his quotes in there is the most important decisions people make Business people can make are who decisions and not what decisions Right. So a lot of people like retention is a big issue nowadays, right? Yeah, retention is a huge issue right now but if harvard is saying that 80 percent of Retention is based on who you hire and not Or who you hire then if you're spending More than 20 percent of your time Trying to build the culture and trying to do all these other things then you're missing the boat Because I mean you should be spending a lot of time doing that, but If you're not making sure that you hire the right people Then you're just going to keep spinning your wheels You have to hire the right people to make sure that all the things that you're doing to try to build the culture And to try to make sure that people are respected and try to make sure that that people are feeling valued and Giving them all the tools to feel that they're measured and and all of that which are the things you need to be doing But if you don't have the right people that doesn't matter if you have a bad apple It doesn't matter how much time you spend trying to build them up and how good your culture is because they're a bad apple at the end of the day You're going to have somebody you really like who steals from you So joe i'm going to go ahead and drop a link to your website In chat again, so anyone who would like to have more information about orion or other services you offer they can Reach out and thank you for joining us today. Please Tell bill your dad. We said hello.  We'll see you next wednesday five o'clock eastern. Bye. Bye


Let me show you how I turned this cheese into these. Let's make it. Starts out with some sharp cheddar. Realign your cheese, look more like that. Now we cut into squares. Parts from the paper, lay them out, and we poke a hole in the center. Now let's make our seasoning mix. Sea salt and some danos. Yum, yum, get you some. And sprinkle your cheese a little dusting. All right, now we go into our oven, 275 for 22 minutes. Now there's a cheesy, salty, Keto snack for you. Yum, yum, get you some.


Lagos State Commissioner for Health, Professor Akin Abayomi, says Nigeria will be one of the best medically-rich countries in the world if only medical professionals abroad can return home. Professor Abayomi said this at the state chapter of the Nigerian Medical Association's scientific conference titled, Medical Practice and the Law, Emerging Challenges for the Nigerian Doctors. Plus TV Africa's correspondent, Destiny Momo, has more. The emerging challenges for the Nigerian Doctor vis-à-vis practice and the law in improving the health indices through a functional system form the major discuss at this conference. Lagos State Health Commissioner, Professor Abayomi, speaks on the Delta COVID-19 variant and resident Doctor Strike. He says the variant is under control with Nigerian professionals having huge diasporic influence. In Lagos, the Lagos State Biobank suggests that we have quite a large number of international COVID variants circulating in our environment. We're doing a lot of work to be able to characterize them. So in Lagos State, we take the medical fraternity very seriously. We've tried our best to address all the issues, all the issues. Chairman of the Nigerian Medical Association Lagos Chapter, Dr Adetungi Adenikon, laments that there is an increase in case of alleged medical malpractice and negligence in Lagos State. He says the emerging challenges will afford all stakeholders the opportunity to appraise development in the sector. Myriads of challenges of issue of medical negligence, perceived most times as medical negligence, though they may be actual, and we have also been faced with a lot of social media try-out on medical issues, the case of medical errors, malpractice, or something quackery as the case is. On the ongoing strike and expectation from the federal government, enemy Lagos chairman and presidents of resident doctors in different hospitals in Lagos bear their minds. So that this collateral damage can be reduced to the various minimum, and I appeal and pray that this should be the shortest of strike that we have ever had. We need them to do something to act, to keep to their promises, to keep to their words, and we don't want people to be paying leave service to think they are essential to the Nigerian populace. We are going to see a lot of action, but we haven't seen that. We would love to see that action. We would love to see resident doctors who were on the give-miss platform, they were supposed to be captured in the new IP platform, who would love to see them being captured immediately. Dr. Adene Khan said that the theme could not have come at a better time when almost all unfavorable outcomes of medical care were seen as consequence of medical and dental practitioners' negligence. Destiny Momo for Plus TV Africa.


Several militant groups in the region are angry with the federal government for leaving them out of the juicy contract and are now calling for immediate review to accommodate everyone talking about the 40 billion Naira oil surveillance or pipeline surveillance contract. Now, they are threatening to make the contract unwalkable. However, the John National Congress stepped into the matter with the president of the group, Professor Benjamin Okaba, setting up a five-member committee to interface with stakeholders in order to forestall any trouble. Some militants under the ages of third-phase ex-agitators' leaders yesterday demanded a review of the contract awarded to Tom Polo with the view of accommodating other ex-agitators. They also called for a meeting with Tom Polo and other relevant authorities, especially with the third-phase ex-agitators' leaders to ensure proper security of the pipelines and all facilities in the Niger Delta region. If not, they say it will fail. Joining us to discuss this is Dennis Amakri, he's a security consultant and a former assistant director of the DSS. Thank you so much, Mr. Amakri, for joining us. Can you hear me? Yes, I can hear you. Great. Let's start by looking at the morale behind this contract that was awarded to government Ekom Polo, aka Tom Polo. I'd like to let you know that as we speak right now, if you go to EFCC's website, he's a wanted felon, he has two bench warrants, and this is the guy that the federal government chose to award a 40 billion Naira contract to secure all installations. Of course, several others are querying this, so let's start by looking at what's the idea behind this. Well, you know, it is a situation where the federal government is trying to look for solutions, and then sometimes these solutions are not well prioritized. I was in the oil industry for so many years, and we've always advised government, go ahead and take care of the Niger Delta. That way, no militant group or any tiered militants will come around to say that, oh, we want our money, or it's our turn to have our own and stuff like that, because you remember when the militancy was very high, especially in 2006, you know, and the president and that our oil dropped all the way from 2.5 million barrels a day to about 600,000 a day. So the country was losing money, and they have to talk to these militants, and they actually went ahead and did it, and thanks to former president Yara, late president Yara Dua, and the amnesty was given, which showed up the production of oil, but we discovered that the militants that were given this money were the top guys, you know, the top guys of which Tampolo was one of them, you know, and there is a second tier of militants, you know, just like a hierarchy. Second, now they are calling themselves third tier or third face of militants. These guys had the short end of the stick, where they feel that more should come to them and it wasn't. And now, because they've lived with that scarcity, another contract has been given again, and they feel that, no, this time, you either come down and tear it with us or, you know, we'll make it ungovernable for you to operate. Now, because as a result of this, you know, over 48 billion Naira contract, a group of northern young persons have come out to say that they're going to occupy the NNPC in Abuja, of course, and they were quoted to say that if government is able to give a former militant this amount of money to surveil our pipelines, which might be a good thing, they're also saying that this is what they're saying, that they need monies to be given to, you know, mercenaries so that they could come and put an end to the banditry in the north. Now, let's address that issue, your security person. These two issues place side by side. Can we say that they're two of the same kinds of things, and really, they ask, is it too much? There are a coalition something, something that, you know, asking for these priorities are misplaced, misplaced, totally misplaced. I think they just want to be recognized, but be that as it be, you know, if what they are saying is that militants can talk to the finance, then, of course, go around, up there, and many people are, you know, agitated that government should talk to go around. Fine. And, you know, the government can go that route by discussing with them and find out how they can solve that problem, you know, which has taken so many years to solve. Now, at the same time, when they are going to an MPC to do what, to bring oil money to them too, or what, they should remember the agitations in the Niger Delta was not just banditry. It was not banditry. It was not terrorism. It was, you know, people are asking for a fair share of what is being taken away from their place. And then, of course, if you go today, like I said earlier, the environment in the Niger Delta is bad. Many farmers or fishermen cannot go fishing. And this is what government should do instead of throwing money at militants who are just, you know, most of the people that are agitated that they want to follow, they can put a lot on follow is because they feel that it is money that they must take and share and eat, you know. But the problem of the Niger Delta remains. And that part of follow itself has to be very, very careful in handling this particular problem. Let's talk about the, I mean, there are many people that are making a case here, like I said, it's a row of sorts. As we speak, resident doctors are about to go on a strike. We hear that resident doctors in Abia State have been on strike for one year. I'm wondering what the health sector in that state looks like right now. Also, as we still on strike, they've continued in fact, as we speak, the update is they've continued this strike because there's been a deadlock between them and the government. How much are they asking for? About one point, something trillionaire. Again, of course, there's that deadlock with the IPPIS, that's all on the one hand. The economy doesn't look so great as we speak, but then we do have security votes running in billions going to states, even though it's shrouded in so much secrecy. But we also heard today that local government officials are pocketing these monies. The president of the Federal Republic recently sent away two governors saying that, why do you come to me to ask for help when you have security votes? There are other issues of insecurity, the economy, different sectors that are ailing. And one would wonder, why are these oil installations such a critical thing at this time as opposed to the lives of people who are being lost daily, to banditry, to kidnapping, to insecurity? And of course, an almost half-past-dead health sector. Well, you know that oil, or crude oil, so to say, is a lifeline, is an economic lifeline of this country. So whether doctors are living in the country or schools are closed or whatever, the government has found it convenient that at least if they secure the pipeline, as long as the oil flows, and there will be no problem, the money will come in. But like I said, these are misplaced priorities. These pipelines, some of them are very old, some of them have been installed for years, some of them are lost by themselves. And then, of course, they spoil the environment in which they are passing through. So, you know, you put our priorities right by taking care of all these things, take the pipelines if possible, or make the oil companies to change them, you know. And then, of course, make sure that you take care of all those people who are around the area where the pipelines are crossing themselves. And then, of course, no military will come and say, oh, we want the state because we cannot control our resources. Let's talk about the... So during the NVA conference, I just concluded one last week, Monday, the Social Democratic Party presidential candidate, Adebayo, made a very interesting statement about oil theft in the country. Now, he did, in not so many words, say that government was complicit in the amount of crude that is being stolen from this country and shipped out, right under the noses of our security agents, our border control. And of course, the guys who are supposed to be protecting these oil installations. And so this has also, on the other hand, stared the waters. So I want to ask, now that we have this 48 plus billion Naira contract, will it in any way check the amount of crude oil that is being still taken out of this country, sold outside of this country, the funds also staying outside of the country, not being repatriated into the country? Again, I'm curious to understand where all our security agents are. I'm talking about the military, I'm talking about the police and all of the installations in the Niger Delta, around where these oil installations are. Is the federal government telling us that these security agents are incapable of doing the job, hence we need militants? Well, I can tell you one thing for sure, because I was in that moment when I was consulting for some oil companies. There are two major issues there. And that's the one that the first one is oil bonk ring and pipeline vandalization. That is one small aspect of the whole thing. And of course, two pipeline vandalization, there is a group that is popping out and dispoiling the environment. And, you know, we have a lot of community people agitated because they can see that the source of livelihood is gone. That is the first one. Oil bonk ring, the clean of oil and selling it. Now, where real stealing is placed is what we call hydrocarbon accounting. And I wish, you know, agencies like the DSS should focus on this properly, because I can tell you that that's where the majority of the oil is being stolen. Stolen not by even these local boys, stolen by the international oil company, you know, on a daily basis, because when you find out, you know, we don't know how many barrels of oil is produced in Nigeria and how many barrels of oil is being shipped out of this one. Yes, I think the DSS should look after that. Look at it very, very carefully. Why should it be the job of just the DSS? We have the NMPC now that it's a PLC. They're supposed to be settled with that responsibility. I can tell you that I don't trust, I can tell you I don't trust the NMPC or their subsidiaries of DPR or NAPIMS or whoever, because apparently some people are getting rich, fatally rich in those agencies. That's why either the EFCC, DSS should look strongly in this hydrocarbon accounting, you know, how much oil are we producing, how much oil is being exported from Nigeria, because that's where the majority, you know, state is going on. It is not those pipeline-posting youths that filled up the 3 million barrels of oil that was recently arrested. That was not just breaking pipelines and filling it up, because to fill up a cycle like that with 300 million barrels is something that, you know, if it is from pipeline-posting, it will take months and months. But this was it, you know, where they actually put it into that and then, of course, thanks to the Navy for covering that and bringing them back to Nigeria. If you do a thorough investigation, they will find out those people who are involved in it and who. It's a syndicate and I think the security agencies should look at it very well. And everything that you said, it still comes down to, I mean, that's what I think I hear. The government is complicit. This amount of crude cannot be stolen without an insider. Secondly, let's talk about the refineries. So we do have refineries that don't work, but we're using billions to service those refineries every single year. And I'm thinking to myself, what sense is in that? We're paying salaries to people who are working in a refinery that is not in any way producing anything. And we are taking monies to export this crude and we use our monies again to buy it back.  Why are we so nonchalant about tightening all the loose ends around the same mainstay if we really are serious about it? I think we have the major animal chaos, which is corruption. Corruption is there. Bulldozing is all over the place. And, of course, there is complicity that goes on. And, of course, people will fail to address it. The president has come out to say, look, he set up a tax force to go down to the 90th Delta and find out more about crude theft. And, of course, we've not heard anything much about that committee and what has happened, you know. And people are not aware of many things that will happen. So, I think such lies should turn around, you know. Follow the direction of the president and, of course, go to the bottom of why we are still losing this amount. We are not meeting opaque quotas. We are not. Our opaque is even raising quotas for us to fill up. But we are not, because a lot of it is frittered away by agar, you know, these carbon tax tips or other local bunkers. Let's talk about measures, deterrents that can be put in place.  What sorts of measures need to be put in place so that maybe, let's use the Nigerian way of saying a hedgerow, people go down for it. Maybe that might be a deterrent. But what needs to be done for that to happen? Well, I think the procedures and the standards have to be tightened up, not to tighten it up, starting from an MPC, tighten it up. And then, of course, the rules and the procedures that are given to the international oil companies, most also be tightened up. Because things they cannot do in foreign countries to do in our place and get away with it. Because they're strongly that they can bribe one or two officials and nothing will happen. You'll remember when BP blew up in the Gulf of Mexico. And the whole place was destroyed. Thousands of crude oil barrels were poured into the Gulf. And then, of course, it affected aquatic agencies, aquatic lives. And then, of course, that affected also restaurants. It affected the cuisine industry. And the government of the United States was quick to move in there. And they made them to bring it back, normal, bring it back to the original state where you can look into the water and see the peoples on the coast. And they did it. When it happens in Nigeria, it's like, oh, we're not going to do it because our MD knows somebody in government or we know somebody in MPC and nothing happens. Because when you look at it, Oguni Oguni clean up is still staggering. Nobody, they're still not cleaning up till now. So he campaigned upon, he used the Oguni cleanup as part of his campaign. And it's incredible that you even remember that it's, I don't know if it's staggering. I think it's still asleep. But yet to deal with the surface. I know that some cleaners went in there and then they did some job. But that is taking too long. How long are you going to do that? It's staggering. That's why I said it's staggering. And then when you go to other areas in the Niger Delta, fishermen cannot fish anymore. The kinds of boats cannot go offshore to go and fish and come back because the local areas, the rivers, are all protected. So these are the things. And these people will continue to agitate as long as we play games with it. Now we are talking about $48 billion that I have contracted on Polo. I hope that Polo is going to take it more as a business venture. As a business venture, get all the people involved, the state, get them involved, and then of course. Because in that, I'm not saying you want to just take money and eat. Because there are people whose livelihood now depends on offering. Whose livelihood depends on running around inside the pipeline or whatever they like. So you are going to secure the pipeline. The first step is to make sure you involve all these people in such a way that they will forget, they will forget bursting the pipelines. And then of course, they will have a livelihood while they protect the pipeline. I think that is the best thing to do. I'm surprised, Mr. Maki, that you are hoping that Tom Polo would take it seriously. I'm sorry, but I find it very ridiculous that a wanted felon, a one-time militant, we would hope that automatically this person would be a man of honor. It's ridiculous. It's like the federal government saying, oh, the terrorist whose wife we flew to a great hospital to give birth and take care of their family didn't hold up his own side of the bargain. How do you expect a terrorist to be an honorable person? And I'm not in any way saying that Tom Polo is a terrorist, but I'm saying, why should we be hoping? In Nigeria Delta, they would tell you that. And I don't think Tom Polo sees himself as a terrorist. I think he sees himself as a terrorist. No, no, I didn't say he was a terrorist. I'm just trying to place it side by side. If this is a wanted felon, why would you hope that he would be honorable? Yes, I'm going to tell you, because that is what they fought for. And that's why you find another one. Other people outside the region will call them terrorists. Most of the time, the comment I've already understood that whereby they went ahead and give them amnesty. When they give somebody amnesty, that means I don't deal with all the former crime that was committed. And then, of course, theirs was committed because they were trying to look for a better life for their people. So no problem. If he's given the contract, I hope that we'll handle it like a business man. I use specialized ideas in handling it, and then successfully. His measure of success will come when you win no more pipe-like hostages because the oil is flowing freely. Well, Dennis Amakere is a security consultant and a former assistant director with the DSS. Thank you so much. It was a pleasure to speak with you, Mr. Amakere. Thank you for having me. All right. And thank you all for joining us. Thank you for being part of the conversation. That's the show tonight. But before we go, I will give you my take. Now, the art of a deal is an essential asset that we should all want in our leaders. The truth of our differing wants and needs as the citizenry means that our leaders, if truly representing our interests, must be capable and willing to compromise for our sake. Making the tough choices in leadership is a burden only an exceptional few are capable of carrying. Well, I hope that we have those types of leaders in Nigeria. I'm Mary Annacle. Have a great day.


Hi everyone, Sean with jaspyscasebrakes.com here doing 2020-2021 hip parade autograph basketball jersey series 19 four box break random team number two where 30 spots everyone gets a random team in the NBA high risk high reward these are some of the names that are in there Hall of Famers lots of them so I'm assuming obviously these are all NBA jerseys if for some reason there is like a team USA or something like that it would be just like the college rules where if they are not a current active player if it's if it's an active player would go to the team they currently play for if it's a retired player or no longer active player it would go to the team they played for for the longest so since there is no checklist for this here is the customer list from PJ down to William Hawkins and last-bought mojo and the teams from the Hawks down to the Wizards dice roll to randomize both lists and pair them up five and a three eight times I don't even know if they have USA team to the jerseys in here but just in case eighth and final time from Nick Farquhar down to William Hawkins eight times in the randomizer eight times on the dice and eight times on the teams eighth and final team Oklahoma City Thunder down to the Utah Jazz eight times eight times Nick Farquhar to the Thunder Gretchen Tierenin Mavericks Joseph Borgornia with the Bucks Gretchen Tierenin with the Bulls Celtics and the Kings Brenton Young with the Heat Gretchen with the Palakins Knicks and Nuggets PJ with the Blazers Gretchen with the Magic Brenton Young with the Suns Gretchen with the Wizards PJ with the 76ers Joseph Borgornia with the Hornets Gretchen Tierenin with the Lakers Timberwolves and Hawks Rockets Jose Rodriguez with the Spurs William Hawkins with the Nets Tony Barker with the Cavaliers PJ with the Pacers Gretchen with the Warriors Raptors Clippers Grizzlies and Pistons and William Hawkins with the Jazz there you go Gretchen's got a lot of good teams in there lots of good teams so trade window is open hard to trade on stuff like this because obviously there is no checklist but give you guys a chance I did see that Jeremy I did see that another MVP for the Nets Aaron Rogers to Brooklyn I like it it's a bold move looks like we've got boxes 39 68 86 and 50 put them in number order give it another 10 seconds yeah well at least you could laugh Jeremy not a lot of fun time for for Packers fans right now unfortunately okay going once going twice going three times here we go we're gonna play Joe's favorite game who am I it's pretty interesting did not print no paper I'll print it out first I can do without it for now so I got the list right here cool so we'll start with box number 39 we're starting with I am a current player I've played for one team my entire career I am a two-time All-Star NBA three-point contest champion all rookie team all rookie first team I was the SEC six-man in the year second team all SEC SEC all freshman Anna McDonald's All-American where's my stats career statistics career statistics I don't know if this is including current year I don't think it is I am averaging 22.5 points per for my career per game I am shooting 45% for my career in 2018 2019 and 2019 2020 I averaged almost 27 points I went to the University of Kentucky I was the 13th overall pick I'm a really good shooting guard nobody Devon Booker is that for 70 points did he have a 70-point game I'm assuming that's because he had a 70-point game is that right yes diner sports certificate authentication there Devon Booker on the back Devon Booker authenticated currently has his own certificate of authenticity so diner sports I'm wondering what the 70 is on the description anybody know did you have a 70-point game first All-Star season blah blah blah yeah finished with 70 points against the Boston Celtics on March 24th 2017 so there you go so he had a 70-point game March 24 2017 against the Boston Celtics so nice Devon Booker for the Phoenix Suns that is Brenton Young there you go Brenton congrats let me highlight you for a second this is box number 50 okay we're going another current player I am a current player that has played for one team my entire career I was NBA all rookie first team third team all American first team all Pac-12 and Pac-12 all freshman team I don't think this including current year averaging 16 points a game almost eight rebounds a game and I'm shooting 43% career high from 2017 or like in 2018 2019 of 19 points per game I went to the University of Arizona I also played for HBA Marski internationally from Finland first round pick seventh overall out of the University of Arizona played one year there Laurie marketing no current player Jonathan current player Sotomayor lots of letters Laurie marketing NBA Jersey nice with the Nike logo bowls right across the chest nice white bowls Jersey there Chicago bowls is Gretchen there you go Gretchen you've got a PSA DNA sticker there plus the card plus the sticker on the same numbering as the Jersey there you go nice Laurie marking in there having a good year okay box number 68 coming up next yeah this is him okay I am a retired player I played four and two three four five teams between the NBA and looks like ABA right yeah career points 12,000 33 points 2,752 career rebounds 2,979 career assists three-time ABA champion ABA playoff MVP four-time ABA all-star ABA all-star game MVP ABA all-time team and first team all-wack played at Eastern Arizona and Arizona State for College I was a 10th round pick 88th overall they don't even have drafting that far anymore by the Cincinnati Royals played from 1966 to 1977 I was a point guard I played for the Cincinnati Royals Indiana Pacers Memphis sound spirits of St. Louis and the Indiana Pacers in my entire career I am Freddie Lewis nice autograph there he says Frederick Lewis it's got a full-on inscription it looks like on the jersey here so Pacers this actually a Super Bowl jersey to Frederick Lewis three-time ABA champion 1972 ABA playoffs MVP it's got his full stats on here it's a really nice display piece there and it's got the old-school Pacers jersey with the nice sweeping line across the chest all the way down on the end very cool Pacers jersey there Indiana Pacers is Paul John PJ there you go PJ very cool jersey there I like that it has the stats and all the accolades stitched into it you've got the JSA authentication right there plus this card in the bag as well and we got one more to go and it's box 86 and we're going back to active player I am a current point guard I have played for one team my entire career I'm a three time NBA champion two-time NBA most valuable player seven-time NBA all-star three-time all NBA first team two-time all NBA second team all NBA third team once NBA scoring champion NBA steals leader part of the 50-40 90 club two time NBA three-point contest champion NBA all rookie first team consensus first team all-American consensus second team all-American NCAA season scoring leader I am a gold medal champion twice a played for I was actually the first round pick seventh overall where are my stats he's got a lot of accolades here for my career averaging 23.5 points shooting 48% from the field Steph Curry nice way to finish it Golden State Warriors Golden State Warriors Gretchen very nice Steph Curry awesome looking jersey it's the old-school Warriors as well the Michelin Ness old-school jersey for the Warriors super nice one there for you Gretchen congrats nice one to finish it on you got a fanatics authentication sticker there and there you go what better way than chef Curry to finish it off and there's the fanatics authentication as well and that'll do it guys I'll check and see if we have any more boxes of this that I can load in the store but if not that's a very nice four boxes that was 2020-2021 hip parade autograph basketball jersey series 19 four box break random team number two from Jasper's case breaks calm I'm Sean Jasper's case breaks calm thanks for hanging out we'll see you next time