Victory Entrepreneurship Consortium - Month 8
Human Resources, Culture & Team Development (with the use of Ai)
"From Hiring to Thriving: Building Your Kingdom Team"
"Do you see someone skilled in their work? They will serve before kings." – Proverbs 22:29
Monday, November 17, 2025
Presenters: Rick & Isabella Piña
SLIDE 2: OPENING PRAYER & WELCOME
Welcome & Opening
Opening Prayer
Welcome returning members and any new guests
Quick check-in: How is your business journey progressing?
SLIDE 3: OUR JOURNEY SO FAR
Our 10-Month Kingdom Business Journey
01
✅ Month 1: Biblical Foundations for Business
02
✅ Month 2: Business Formation & Strategic Planning
03
✅ Month 3: Legal, Compliance & Risk Management
04
✅ Month 4: Financial Management & Accounting
05
✅ Month 5: Marketing & Sales Strategies
06
✅ Month 6: Operations & Systems Development
07
✅ Month 7: Funding & Growth Strategies
08
👉 Month 8: Human Resources, Culture & Team Development (with Ai)← YOU ARE HERE
09
Month 9: Government Contracting & Partnerships
(we will skip this class)
10
Month 10: Business Plan Finalization & Implementation
SLIDE 4: TONIGHT'S AGENDA
Tonight's Agenda
Visual: Clock or agenda checklist graphic
SLIDE 5: MONTHLY CHECK-IN
Monthly Check-In: How Are You Doing?
"Let us consider how we may spur one another on toward love and good deeds." – Hebrews 10:24
1
Business Progress
  • What's ONE win you've had in your business since last month?
  • Any new customers, sales, or milestones?
2
Homework Review
  • Have you worked on your growth plan and financial projections from Month 7?
  • Any breakthroughs or challenges?
3
Current Challenge
  • What's the biggest obstacle you're facing right now?
  • How can this community support you?
Quick Poll:
👋 Raise your hand if you currently have employees or contractors
👋 Raise your hand if you plan to hire someone in the next 12 months
SLIDE 5: WHY THIS MATTERS
Your Team is Your Greatest Asset
"The greatest among you will be your servant." – Matthew 23:11
People First
Your team determines your success more than your product
Culture Matters
Culture isn't what you say—it's what you tolerate and celebrate
Growth Engine
You can't scale without great people
"Put the right people on the right seats on the bus and give them the space to thrive!" – Isabella Piña
REAL-WORLD PROOF
Why We Can Teach This: Inspired Solutions Results
2
Great Place to Work Certified
🏆 2 consecutive years
100%
Employee Satisfaction
📊 vs. 57% at typical U.S. companies
1100+
Technicians Trained
🎓 Through TAP Program with 100% success rate
Bottom Line: These principles work. We've tested them.
PART 1: DEFINING THE ROLE
DEFINING THE ROLE
PART 1: Before You Hire – Define the Role
"Suppose one of you wants to build a tower. Won't you first sit down and estimate the cost?" – Luke 14:28

Key Message: Clarity before recruitment saves time, money, and heartache.
Visual: Blueprint or architectural planning image
THE 5 QUESTIONS BEFORE HIRING
Answer These 5 Questions Before You Post a Job
01
What problem does this hire solve?
What tasks are you doing that someone else should do?
02
What does success look like in this role?
Define outcomes, not just activities
03
Full-time, part-time, or contractor?
Consider your budget and needs (reference Month 3 legal content)
04
What skills are required vs. trainable?
Hire for character, train for skill
05
What can you afford to pay?
Research market rates BEFORE posting
SLIDE 9: COMPONENTS OF A JOB DESCRIPTION
Anatomy of a Great Job Description
Job Title
Clear and searchable
Company Overview
Who you are and your mission
Role Summary
2-3 sentences on the purpose
Key Responsibilities
5-7 bullet points of main duties
Required Qualifications
Must-haves (education, experience, skills)
Preferred Qualifications
Nice-to-haves
Character Traits
Values alignment for Kingdom business
Compensation Range
Be transparent when possible
How to Apply
Clear next steps
Visual: Document template or form graphic
AI DEMO
🤖 AI Demo #1: Creating a Job Description
The Challenge
Writing a professional job description from scratch takes hours.
The Solution
AI can generate a complete, customized job description in under 2 minutes.
What We'll Show You
  • How to prompt AI with the right information
  • How to customize the output for your business
  • How to add Kingdom values to the description
Tools
Claude, ChatGPT, or Gemini
THE PROMPT
AI Demo #1: Job Description Generator
COPY THIS PROMPT:
I own a small [BUSINESS TYPE] business. I need to hire a [POSITION TITLE]. Help me create a complete job description that includes:

1. Job title and summary
2. Key responsibilities (5-7 bullet points)
3. Required qualifications
4. Preferred qualifications
5. Character traits that align with Christian business values
6. Compensation range placeholder
7. How to apply

My business does [BRIEF DESCRIPTION]. The person will be responsible for [MAIN DUTIES]. We are located in [CITY/STATE].
EXAMPLE PROMPT
AI Demo #1: Example in Action
LIVE EXAMPLE PROMPT:
I own a small cleaning service business. I need to hire an Operations Manager. Help me create a complete job description that includes:

1. Job title and summary
2. Key responsibilities (5-7 bullet points)
3. Required qualifications
4. Preferred qualifications
5. Character traits that align with Christian business values
6. Compensation range placeholder
7. How to apply

My business does commercial cleaning for churches, medical offices, and small businesses in Prince George's County, Maryland. The person will be responsible for scheduling crews, quality control, customer communication, and managing supplies inventory.
👉 LIVE DEMO: Watch AI generate this in real-time
AI DEMO #1 - KEY TEACHING POINTS
What to Learn from This Demo
✅ Be Specific
"Cleaning service in Prince George's County" beats "small business"
✅ Give Context
Tell AI your industry, location, and company values
✅ Request Structure
Ask for numbered sections to get organized output
✅ Include Values
Adding "Christian business values" shapes the character traits section
✅ Iterate
You can ask AI to "make it shorter" or "add more detail to section 3"

Pro Tip: "Always review and customize AI output. It's a starting point, not a finished product."
Visual: Lightbulb or tips icon
PART 2: COMPENSATION & SOURCING
COMPENSATION
PART 2: What Should You Pay?
"The worker deserves his wages." – Luke 10:7

Key Message: Fair compensation honors God and attracts quality candidates.
Visual: Balance scale with money and person icons
COMPENSATION FACTORS
What Determines Fair Pay?
01
Geographic Location
Cost of living varies dramatically
02
Industry Standards
What competitors pay matters
03
Experience Level
Entry vs. senior compensation
04
Role Complexity
Specialized skills command premium
05
Your Budget Reality
What can you actually afford?
06
Total Compensation
Salary + benefits + flexibility + culture
Kingdom Principle: "Do not take advantage of a hired worker who is poor and needy." – Deuteronomy 24:14
AI DEMO #2 - SALARY RESEARCH
🤖 AI Demo #2: Market Salary Research
COPY THIS PROMPT:
I'm hiring a [POSITION TITLE] for my small business in [CITY/REGION]. Help me understand:

1. What is the typical salary range for this position in my area?
2. What factors affect compensation (experience, certifications, etc.)?
3. Should I offer hourly or salary for this role?
4. What benefits do small businesses typically offer for this position?
5. How can I be competitive if I can't match large company salaries?

My business is a [BUSINESS TYPE] with [NUMBER] employees.
👉 LIVE DEMO: Research compensation in real-time
AI DEMO #2 - TEACHING POINTS
Validating AI Salary Research
AI gives you a starting point, but also verify with:
Indeed Salary Tool
📊 indeed.com/career/salaries
Glassdoor
📊 glassdoor.com/Salaries
Bureau of Labor Statistics
📊 bls.gov/oes
LinkedIn Salary Insights
📊 linkedin.com/salary
PayScale
📊 payscale.com

Pro Tip: "Ask other business owners: 'What do you pay for this role?' People are often willing to share if you ask respectfully."
SLIDE 18: WHERE TO FIND CANDIDATES
Where to Find Your Next Team Member
🥇 Best Sources (Start Here)
  • Your network (church, industry contacts, LinkedIn, etc.)
  • Referrals from current customers or team members
  • Industry associations and groups
🥈 Good Sources
  • Indeed, LinkedIn, ZipRecruiter
  • Local job boards and community boards
  • College career centers (for entry-level)
🥉 Other Options
  • Staffing agencies (for specialized or temporary needs)
  • Social media posts
  • Industry-specific job boards
Kingdom Insight: "Your best hires often come through relationships, not job boards."
PART 3: THE INTERVIEW PROCESS
INTERVIEWING
PART 3: The Interview Process
"The heart of the discerning acquires knowledge, for the ears of the wise seek it out." – Proverbs 18:15

Key Message: Great interviews reveal character, not just credentials.
SLIDE 20: THE HIRING FUNNEL
The 5-Step Hiring Process
📋 Application Review
Screen resumes for basic qualifications
📞 Phone Screen
15-20 minute initial conversation
🤝 In-Person Interview
Deep dive on skills and fit
📝 Reference Check
Verify what they've told you
✅ Offer & Onboard
Welcome them properly

Key Stat: "The average hire takes 3-4 weeks. Don't rush the process!"
INTERVIEW QUESTIONS (Types)
1. Competence Questions
(Can they do the job?)
  • "Walk me through how you would handle [specific task]..."
  • "Tell me about a time you [relevant skill]..."
2. Problem-Solving Questions
(Can they think?)
  • "What would you do if [scenario]..."
  • "How did you handle a situation where..."
3. Character Questions
(Who are they?)
  • "Tell me about a time you made a mistake at work..."
  • "How do you handle conflict with coworkers?"
4. Culture Fit Questions
(Will they thrive here?)
  • "What kind of work environment brings out your best?"
  • "How important is faith/values in your work?"
AI DEMO #3 - INTERVIEW QUESTIONS
🤖 AI Demo #3: Interview Questions Generator
COPY THIS PROMPT:
I'm interviewing candidates for a [POSITION TITLE] at my small business. Generate 10 interview questions that help me assess:

1. Technical competence for the role (3 questions)
2. Problem-solving ability (2 questions)
3. Character and integrity (3 questions)
4. Cultural fit for a faith-based business environment (2 questions)

For each question, tell me:
- The question to ask
- What a GOOD answer sounds like
- What a RED FLAG answer sounds like

The role involves [KEY RESPONSIBILITIES].
👉 LIVE DEMO: Generate custom interview questions
AI DEMO #3 - EXAMPLE
AI Demo #3: Example Prompt
I'm interviewing candidates for an Operations Manager at my commercial cleaning business. Generate 10 interview questions that help me assess:

1. Technical competence for the role (3 questions)
2. Problem-solving ability (2 questions)
3. Character and integrity (3 questions)
4. Cultural fit for a faith-based business environment (2 questions)

For each question, tell me:
- The question to ask
- What a GOOD answer sounds like
- What a RED FLAG answer sounds like

The role involves scheduling cleaning crews, quality control inspections, customer communication, inventory management, and handling complaints.
RED FLAGS IN INTERVIEWS
Interview Red Flags to Watch For 🚩
🚩 Talks negatively about past employers
Shows they may do the same about you
🚩 Can't give specific examples
"I'm a hard worker" without proof
🚩 Blames others for failures
Lack of accountability
🚩 Asks only about pay and time off
No interest in the work itself
🚩 Unprepared for the interview
Didn't research your company
🚩 Inconsistent answers
Story changes during conversation
Kingdom Principle: "When in doubt, don't hire. Wait for the right person."
GREEN LIGHTS IN INTERVIEWS
Interview Green Lights to Look For ✅
✅ Asks thoughtful questions about the role
Shows genuine interest
✅ Gives specific examples with results
"I increased efficiency by 20%..."
✅ Takes ownership of past mistakes
Shows growth mindset
✅ Speaks respectfully of past employers
Even if they had challenges
✅ Values align with your mission
They "get" what you're building
✅ Energy and enthusiasm
Excited about the opportunity
Kingdom Principle: "Hire for character, train for skill."
PART 4: ONBOARDING & FIRST 90 DAYS
THE COST OF BAD ONBOARDING
Why Onboarding Matters
The Problem
📉 20% of employee turnover happens in the first 45 days
📉 1 in 4 new hires leave within the first year
📉 Cost to replace an employee: 50-200% of their annual salary
The Solution
📈 A great onboarding experience increases retention by 82%
📈 Employees with structured onboarding are 58% more likely to stay 3+ years
📈 Good onboarding = faster productivity + higher engagement
Bottom Line: Invest time upfront or pay much more later.
DAY 1 CHECKLIST
Day 1: Set the Tone
1
☐ Workspace is ready
Desk, computer, supplies, email set up
2
☐ Welcome them personally
You greet them, not a random coworker
3
☐ Introduction to the team
Scheduled meet-and-greets
4
☐ Share the vision
Why the company exists, your mission
5
☐ Review expectations
What success looks like in first 30 days
6
☐ Assign a buddy/mentor
Someone they can ask "dumb questions"
7
☐ Take them to lunch
Build relationship from day one
8
☐ End with encouragement
"We're glad you're here!"
THE 30-60-90 DAY FRAMEWORK
The 30-60-90 Day Plan
Days 1-30: LEARN
  • Complete all paperwork and compliance training
  • Shadow team members and learn processes
  • Understand tools, systems, and workflows
  • Weekly check-ins with manager
  • Goal: Understand how things work
Days 31-60: CONTRIBUTE
  • Begin handling tasks independently
  • Identify areas for improvement
  • Build relationships with team and customers
  • Bi-weekly check-ins with manager
  • Goal: Add value with guidance
Days 61-90: OWN
  • Full ownership of responsibilities
  • Solve problems independently
  • Suggest improvements
  • 90-day formal review
  • Goal: Demonstrate they're the right hire
THE 90-DAY DECISION
The 90-Day Evaluation
At 90 days, ask yourself:
  1. Are they meeting expectations?
  1. Do they align with our culture and values?
  1. Are they improving week over week?
  1. Would I hire them again knowing what I know now?
Three Possible Outcomes:
✅ Confirm
They're a great fit, continue growing them
⚠️ Course Correct
Address specific issues with a clear improvement plan
❌ Part Ways
Better to end early than drag out a bad fit
Kingdom Principle: "Removing the wrong person is as important as hiring the right one."
Visual: Decision tree or evaluation graphic
PART 5: PERFORMANCE MANAGEMENT
PART 5: Performance Management & Development
"Iron sharpens iron, and one person sharpens another." – Proverbs 27:17

Key Message: Feedback is a gift. Give it often.
THE FEEDBACK PROBLEM
Why Most Feedback Fails
The Old Way (Annual Reviews)
  • Once a year conversation
  • Surprises and defensiveness
  • Too late to course correct
  • Feels like judgment, not development
The Better Way (Regular Check-ins)
  • Weekly or bi-weekly 1-on-1s (15-30 minutes)
  • Real-time feedback on specific situations
  • No surprises at review time
  • Feels like coaching, not criticism
"People don't quit companies. They quit managers who don't communicate."
THE 3-QUESTION CHECK-IN
The Simple 1-on-1 Framework
Every week or every other week, ask:
1. "What's working well?"
  • Celebrate wins
  • Reinforce good behavior
2. "What's not working or frustrating you?"
  • Surface problems early
  • Remove obstacles
3. "How can I help you this week?"
  • Serve your team
  • Model servant leadership
Time Required: 15-30 minutes
DEVELOPING YOUR PEOPLE
Growing Your Team
Ask Every Team Member:
  • "What do you want to learn?"
  • "Where do you want to be in 2 years?"
  • "What skills would make you more effective?"
Ways to Develop People:
  • Training courses and certifications
  • Stretch assignments (new responsibilities)
  • Mentorship (connect them with experts)
  • Books, podcasts, conferences
  • Cross-training with other team members
Kingdom Principle: "When you invest in people, they invest in your mission."
SLIDE 36: WHEN IT'S NOT WORKING
Addressing Performance Issues
01
Address Early
  • Don't wait for problems to pile up
  • Have the conversation within 48 hours of the issue
02
Be Specific
  • "On Tuesday, you missed the deadline for X..."
  • Not: "You're always late with things"
03
Focus on Behavior, Not Character
  • "The report was incomplete" (behavior)
  • Not: "You're careless" (character attack)
04
Create a Clear Improvement Plan
  • What needs to change?
  • By when?
  • How will we measure it?
05
Document Everything
  • Protect yourself and be fair
PART 6: EMPLOYEE HANDBOOK
PART 6: Your Employee Handbook
"Plans fail for lack of counsel, but with many advisers they succeed." – Proverbs 15:22

Key Message: Clear policies prevent confusion and protect everyone.
WHY YOU NEED A HANDBOOK
Do Small Businesses Need an Employee Handbook?
YES! Here's Why:
✅ Consistency
Everyone knows the rules
✅ Legal Protection
Documentation if issues arise
✅ Professionalism
Shows you're serious about your business
✅ Clarity
Reduces "I didn't know" excuses
✅ Culture
Communicates your values and expectations
When to Create One:
  • As soon as you hire your first employee
  • Update annually or when laws change
Important: Have an attorney or HR professional review before distributing
AI DEMO #4 - HANDBOOK OUTLINE
🤖 AI Demo #4: Employee Handbook Generator
COPY THIS PROMPT:
I'm creating an employee handbook for my small business. We are a faith-based company with [NUMBER] employees in [STATE]. Create an outline for an employee handbook that includes:

1. Welcome and company overview
2. Employment policies (at-will, equal opportunity, etc.)
3. Work schedules and attendance
4. Compensation and benefits
5. Conduct and behavior expectations
6. Safety and security
7. Technology and social media policies
8. Disciplinary procedures
9. Resignation and termination

For each section, give me 3-4 bullet points of what to include. Also note any [STATE]-specific requirements I should be aware of.
👉 LIVE DEMO: Generate your handbook framework
Visual: Document or AI assistant icon
AI DEMO #4 - TEACHING POINTS
Building Your Handbook with AI
Step 1
Generate the outline (Demo #4)
Step 2
Ask AI to expand each section:
"Write the full text for section 3 on work schedules and attendance for a small cleaning business in Maryland."
Step 3
Customize for your business
  • Add your specific policies
  • Include your company values
  • Reference your benefits and PTO
Step 4
Have it reviewed by a professional
  • HR consultant or employment attorney
  • $200-500 well spent

⚠️ Important Disclaimer: "AI gives you a framework. Always have a professional review your final handbook before distributing."
CLOSING SECTION
AI TIPS SUMMARY
AI Tips for HR Tasks
Pro Tips:
  1. Be specific about your business type and location
  1. Ask for examples and red flags
  1. Always review and customize the output
  1. Iterate: "Make it shorter" or "Add more detail"
Visual: Table or tips icons
KEY TAKEAWAYS
Tonight's Key Takeaways
01
Define Before You Search
Know exactly what you need before posting a job
02
Hire for Character, Train for Skill
Values alignment matters more than credentials
03
Onboarding Determines Success
Invest heavily in the first 90 days
04
Feedback is a Gift
Weekly check-ins beat annual surprises
05
Document Everything
Handbook, job descriptions, performance conversations
06
AI is Your Assistant
Use it for drafts, research, and frameworks
"Your team is your greatest asset. Invest accordingly."
Visual: Key or takeaway icons
BREAKOUT SESSION
Breakout Discussion (20-25 minutes)
In your small group, discuss:
1
What's one thing you learned tonight you can apply immediately?
2
Who is the first (or next) person you need to hire, and what role would they fill?
3
What's your biggest fear about hiring? How can you overcome it?
4
How will you use AI to help with your HR tasks?
SLIDE 44: HOMEWORK ASSIGNMENT
Homework Assignment
Before Month 9, complete these tasks:
☐ Write a job description
for your first (or next) hire using AI to help you draft it
☐ Research market salary
for that position in your area using AI + online tools
☐ Create 5 interview questions
that reveal both competence and character
☐ Draft a simple onboarding checklist
(Day 1, Week 1, 30 Days, 90 Days)
☐ Start your employee handbook outline
using AI to generate the framework
Bonus: Interview a business owner about their hiring process and lessons learned
MAY GOD BLESS YOUR BUSINESS!