The one of the biggest issues we’re hearing in the street right now is “I need people, but I don’t have time, and there’s this vicious cycle that starts where I don’t have the people. So I need to do more, take on more responsibility in my company. Because I have more responsibility to do, I have less time to find the people cuz they don’t have the people I have to take on more.”

When we talk to our business owners and start looking at their organizational charts and filling in spaces and we see their names and their key people’s names appearing in lots and lots and lots of time over and over again in these key roles.

We have few people doing a lot of roles. We’re breaking our people’s necks, meaning we have them working in a direction, and then we ask them to stop what they’re doing. We ask them to do accounting and then we ask them to do marketing. It takes a long time to get back in the groove. Plus it’s just hard. It’s exhausting. And then we’re burning our people out.

They’re having to work extra hours because these transitions are so hard for them. We need to realign our key people to have them do what they’re good at, what they love to do, what they’re passionate about, so we can keep that fire lit keep them productive, keep them happy, and not have them leave.

Because, and keep this in mind. It doesn’t matter how happy your people are, they’re getting calls – there is a people shortage out there. Your people are getting called and they’re not getting like a call every six months. They’re getting called monthly or weekly, and there comes a breaking point.

And as someone who does talent acquisition, that is the only opening I need to get their interests and start a dialogue and start engaging with them. So treat your people well and get staffed up. So how do we do that? We don’t have the time. The process by which you’re using the hiring process is really broken up into many, many different processes.

Most people think the hiring process is post a job, get a re get resume, do an interview, make a hire. My life is improved. People come in and everything is great. I call it the home run mentality. I make one hire and everything is solved. It doesn’t quite work that way,

We don’t try to hit a home run. We try to do four singles. If I go back to that original home run philosophy, people post the ad and there’s one of two things are happening. People are either being overwhelmed with applicants or people are getting no applicants. Let’s look at the overwhelm scenario.

The great thing about posting a job online is anyone can apply to it. The bad thing about posting a job online is anyone can apply to it.

Now, if we get a hundred people that apply, there’s a safe chance that more than 50% of those people don’t even live in the right area code or zip code. They don’t live in your area. They might not even live in your country. It might not even live in the US. So we eliminate a lot of people, but we gotta screen those resumes to find this out.

Then there’s a huge percentage of these people that might live in your zip code, but they don’t have any of the experience you want. We gotta screen those people out. I’ll post an ad, I’ll get applicants, I’ll review those resumes. We’ll get a good one.

I’ll call them, I’ll interview them. We’ll put ’em through the interviewing and hiring process. The problem with that is the majority of your input is wasted time. You spend 90% of your time eliminating candidates from the process. That’s wasted time. If you have any other pro, if your accounting process in your business was 90% wasted time, what would you do with that process?

At the bare minimum, you would have a look at it and try to improve it but you’d probably throw it out and just create a new process. But somehow with acquisition, talent, acquisition and engagement, wasting time is considered.

Then because you’re busy, you might not get back to those people right away. In our current situation, there are 0.6 people per open job in our job market. In the US it’s all about speed. So, if you like a person and you say, I’ll call ’em tomorrow, they’re hired tomorrow. So now wen wasted our time screening.

The days of having multiple candidates, we’d like to see four or five candidates and we’ll pick the people we under wanna interview. That is gone by the wayside. It does not exist today in this market.

Speed wins speed and money wins. I tell this to my clients all the time. Whoever gets there quickest and offers the best package wins. So how do we accomplish that? How do we get to the finish line first and put together the best package or at least a competitive package to land the people we need for our business?

Every part of your process has to mean something and you should be putting the work in upfront. So the key hire processes, we put all the work in at the front. We do all of our diligence at the front. We create all of our messaging, then we start doing outreach. We do inbound.

We don’t post and pray and waste time. We identify exactly who we need, what size company they need to come from, how many years of experience they need to have where they need to be. What specific exact experience do you need to have? What is the culture they need to come from? What are the core values they need to exemplify?

We build that out in what we call our avatar, and that’s where we spend most of our time, is getting ready to go to market. Once we have that and we all agree, we use that to build our unique marketing message or acquisition message for the candidate.

Once we build it we then go into the market and find the people that meet the criteria we’re looking for, and we engage with them. We send the messages, we start a conversation. Now they’ll go through a very detailed process, 15 minute pre-interview. 45 minute to 60 minute culture interview group and video interview.

Then we’ll bring ’em on site. But every step of the process is a go or no go. We don’t prescribe to surprise interviews.

So by the time you complete a video interview, you should know if it’s the person for you or not. So when you bring them on site, we shift from interview to sales, right? If there’s a couple questions we wanna get wrapped up or a few more things we just want to touch.

We can do that at the beginning of the onsite interview, but then the onsite interview becomes selling them on the idea of working for us.

If you are looking to hire in this competitive market, or don’t have the time to establish the process you’re business requires, speak with us! Schedule a consultation with core at

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