BNI & The Power of One Podcast Summary
Episode: BNI 819: Business Matters 121 - Motivated or Desperate?
Host: Tim Roberts
Co-Host: Michael Martin
Release Date: May 14, 2025
In this insightful episode of the BNI podcast series Business Matters, host Tim Roberts is joined by co-host Michael Martin to delve into a critical topic for business owners and entrepreneurs: distinguishing between motivated and desperate individuals in the context of hiring salespeople. Drawing inspiration from Patrick Bet-David's advice, the hosts explore strategies to ensure that businesses uphold their brand integrity by making informed hiring decisions.
Introduction: Setting the Stage
The episode begins with Tim Roberts and Michael Martin sharing a brief personal update about the weather in southern New Hampshire, setting a relaxed and conversational tone before transitioning into the main discussion.
The Dilemma: Motivated vs. Desperate
[02:00] Tim Roberts introduces the central theme by referencing a poignant comment from Patrick Bet-David about the pitfalls of hiring desperate individuals. He explains that while desperation might signify hunger and drive, it often leads to high-risk behaviors detrimental to business integrity.
"Desperate people will do desperate things. And they, they will often or can high risk anyways of misrepresenting you, misrepresenting the product just to get the sale."
— Tim Roberts [02:50]
Michael Martin concurs, emphasizing the broader impact on the brand's reputation. He underscores the importance of thorough hiring processes to safeguard the business's image.
"Everyone in your company that has any kind of contact or any kind of interaction with your processes is basically representing your brand."
— Michael Martin [03:14]
Strategies for Effective Hiring
The hosts discuss practical approaches to differentiate between motivated and desperate candidates:
-
In-Depth Conversations:
Michael highlights the necessity of conversational interviewing to uncover a candidate's true motivations and personal circumstances."Having a conversational style really kind of brings out a lot of these things because, let's face it, everybody's got stuff they're dealing with and they're going to bring that to the workplace."
— Michael Martin [04:22] -
Financial Stability:
Emphasizing Patrick Bet-David's advice, Michael shares an anecdote about a seasoned sales agent who insisted that candidates have six months' worth of living expenses before joining his team. This ensures that potential desperation due to financial strain doesn't drive unethical sales practices."He goes, and if you don't have that or have access to that, I cannot hire you because you're gonna fail and you're gonna do things that are gonna be detrimental to me."
— Michael Martin [07:24] -
Evaluating Sales History:
Michael advises assessing a candidate's current and past sales lines to gauge their stability and commitment. Consistency in representing reputable brands often indicates a motivated and reliable salesperson."If they were doing like too many, like a ton of lines or short periods of time, other, like, if they had three lines they had for 10 years and one line they picked up a month ago, I'm not going to discount that..."
— Michael Martin [09:56] -
Candidate Inquisitiveness:
Tim points out that candidates who ask thoughtful questions about the role and company are likely seeking a mutual fit rather than merely seeking any available position out of desperation."...if they ask Any questions themselves? Like, if everything's like, yep, yep. Like, yeah. Oh, yeah. That's like, that kind of answer. That's more of a desperation stance."
— Tim Roberts [11:40]
Real-World Experiences
Michael shares a compelling story illustrating the importance of not dismissing seemingly desperate candidates:
"She was desperate to get me her information so that I would at least have a conversation with her, right? And so if I had just discounted her, I might have been, I don't want to deal. But it ended up being one of the best hires I ever made..."
— Michael Martin [12:17]
Conversely, he also recounts a negative experience where a seemingly polished candidate masked their desperation, leading to eventual termination and brand damage.
"I've had people who were really smooth and had the right answers and stuff, and turns out they were pretty desperate, but really good at masking it... had to kind of cut loose a year later."
— Michael Martin [15:13]
Best Practices for Hiring
The conversation emphasizes the importance of patience and due diligence in the hiring process:
-
Hire Slowly, Fire Quickly:
Michael advocates for a deliberate hiring pace to ensure each candidate is thoroughly vetted, coupled with swift action if an employee isn't a good fit."Start with, you know, you hire slow. That's the goal. You'll hire better. And then when you do make a mistake, you fire fast."
— Michael Martin [17:54] -
Lead by Example:
Tim and Michael agree that demonstrating patience and thoroughness in hiring sets a standard within the organization, promoting a culture of careful decision-making."If you don't do things patiently, you can't expect anybody in your organization to do things patiently."
— Michael Martin [17:16]
Impact on Business and Brand
The hosts discuss the far-reaching consequences of hiring desperate individuals, including reputational harm and potential financial or legal repercussions. Michael stresses that a single bad hire can tarnish a brand's image, making recovery efforts arduous and resource-intensive.
"But I think the worst thing ultimately for most people listening is probably just a reputational harm because they're always going to associate the brand with the mistake or the brand with the lie..."
— Michael Martin [16:41]
Personal Reflections and Advice
Tim shares personal insights, relating the discussion to mentoring his daughter about discernment and the importance of trusting one’s instincts when evaluating others’ true intentions.
"You can't try to shake it. If they show you who they are, believe them. Find your people and you'll be fine."
— Tim Roberts [19:53]
Conclusion: Learning from Experiences
Michael concludes by encouraging listeners to view hiring challenges as learning opportunities, refining their processes to avoid past mistakes and enhance future hiring success.
"No matter what bad situation you find yourself in, if you let the fog clear, you can actually learn something. So the next time, don't make that mistake again because now it's not a mistake, it's ignorance."
— Michael Martin [19:30]
Final Thoughts
The episode wraps up with Tim encouraging listeners to engage with the podcast by leaving comments, questions, and feedback, reinforcing the community-driven spirit of BNI.
Key Takeaways:
- Differentiate Motivation from Desperation: Understand the nuanced differences to make informed hiring decisions.
- Thorough Hiring Processes: Implement detailed conversations and assessments to gauge candidate stability and fit.
- Protect Your Brand: Recognize that employees are brand ambassadors whose actions directly impact business reputation.
- Patience is Paramount: Take the necessary time to hire the right individuals, avoiding rushed decisions driven by immediate needs.
- Learn and Adapt: Use hiring experiences as opportunities to refine strategies and improve future outcomes.
This episode serves as a valuable resource for business leaders seeking to enhance their hiring practices, emphasizing the profound impact of employee selection on overall business success and brand integrity.