Episode 165: 3 Key Strategies to Hiring Employees You Can Trust

Summary

Episode Summary: 3 Key Strategies to Hiring Employees You Can Trust

Private Practice Startup Podcast — Episode 165
Hosts: Dr. Kate Campbell & Katie Lemieux
Guest: Sid Upadhyay, Co-founder and President of WiseHire
Release Date: December 7, 2019

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Episode Overview

This episode centers on a crucial stage in private practice growth: hiring reliable, trustworthy employees. Dr. Kate Campbell and Katie Lemieux sit down with Sid Upadhyay of WiseHire to discuss the biggest mistakes practice owners make during hiring, why traditional approaches cause burnout and disappointment, and—most importantly—Sid’s three key strategies for hiring team members that will help practices thrive. The conversation blends practical business strategies with psychological insight, focusing on empathy, systems, and aligning values through tools like the DISC profile.

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Main Discussion Points & Insights

1. Understanding DISC Profiles in Hiring

What is DISC and Why Use It?

• Sid explains DISC: “The D for decisive, I for interactive, S for stabilizing, and C for conscientious. We use this at work ... it's a super useful tool that helps us break down barriers, to really like, understand what's driving you, what motivates you.” (04:30)
• Personality-awareness helps assign candidates to roles where they will thrive.
• Sid notes: "You have your natural self ... you can adapt temporarily for certain tasks. But if you're doing that every single day... that's going to be an injury pretty soon." (12:02)

Hosts Discuss Personal DISC Styles:

• All three realize they're “high Ds,” leading to decisive, take-action behavior.
• Katie shares an anecdote about giving space to her co-host to avoid micromanaging, highlighting how self-awareness of work styles improves collaboration. (05:02)

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2. Traditional Hiring Pitfalls and the Need for a System

The Problem with Old-School Hiring:

• Sid: “Most of our customers don't come to us from the beginning. They've tried all the other tools. They've posted jobs, been inundated with candidates and overwhelmed... And then they're afraid that, hey, I'm about to bring someone on. If I make a mistake, what could happen?” (07:41)

Real-World Pain:

• Dr. Kate describes her own overwhelming hiring experience—thousands of resumes, too much time filtering, and not knowing about recruiting services until later. (08:35)
• The typical approach is reactive and inefficient, leading to burnout and often the wrong fit.

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3. Sid’s Three Key Strategies to Hiring Employees You Can Trust

Strategy 1: Know Your Hiring Landscape

Timestamp: 14:24

• Research Candidate Supply:
  “Go to a job site ... look at how many other [companies are] your competitors, what are they saying? [Then] go to the resume section and actually type in the job that you're about to hire ... The pool drives down dramatically.” (14:24)
• Be Realistic About Timelines:
  “Being cognizant that, you know, sometimes that right person might take a little bit longer and being okay with it.” (16:15)
• Don't expect to fill specialized roles quickly; understand the local job market and candidate availability.

Strategy 2: Write Job Ads That Attract the Right People

Timestamp: 16:15

• Distinguish Job Ad from Job Description:
  “The job description, it's legalese, it's internal ... But when you start taking that for the perspective of like writing it, I’m putting it on a job board ... it's all about selling the job.” (16:15)
• Language Matters:
  "It's better to instead say we're seeking someone that can speak calmly and help our patients and overemphasize the details to make sure the day is going to run smoothly." (17:18)
• Empathy in Communication:
  Use empathy to write to your ideal candidate, using their language and motivators, especially for personality types like S/C who “are going to spend the time actually reading the ad.” (17:53)
• Twice as many quality results come from well-written, targeted ads.

Strategy 3: Take a Holistic, Thorough Approach to Interviews

Timestamp: 19:29

• Well-Rounded Interview Process:
  “You're about to make ... probably the biggest decision in your business to make the extended offer to that first hire ... So it's important you spend time and have a really effective interview process.” (19:29)
• Go Beyond Assessments — Seek Character & Grit:
  "The personality assessment is telling us behavior motivators, but it's not going to tell us character ... That's where we encourage employers to ... really dig in." (20:07)
• Favorite Interview Technique:
  Sid likes to ask: “Talk about a time when you've been so motivated to get something done ...” leading to stories that reveal a candidate's actual drive and character (21:03).
• Practical Exercises:
  Ask candidates to perform sample tasks relevant to their responsibilities and use follow-up interviews to discuss the thinking behind their work (23:50).

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Notable Quotes & Memorable Moments

• On empathy and candidate experience:
  “Throughout the process, just really, really be courteous to job seekers ... We all work in a small market. The courteousness you show to a job seeker is going to pay dividends when they refer you to their friend or whatever is the case.” — Sid (24:23)
• On retention:
  “When a job seeker finally gets into that right role, if you've taken all these steps ... we're seeing retention on jobs that's double the average.” — Sid (26:09)
• On the power of alignment:
  “When you take care of your team, they’re going to take care of your clients, and your clients will take care of your business ... It's this beautiful reciprocal process.” — Katie (25:23)
• On non-monetary benefits:
  “People really don't leave jobs because of money ... our VA told us that we are her ideal bosses ... even though we don’t pay her as much as she was being paid because she got so much more.” — Katie (27:13)

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Timestamps for Important Segments

• 03:14 — What is the DISC profile? Why it matters in your practice.
• 07:36 — Problems with traditional hiring in private practice.
• 14:24 — Strategy 1: Understanding your job market.
• 16:15 — Strategy 2: Crafting effective job ads.
• 19:29 — Strategy 3: Improving your interview process.
• 21:03 — Sid’s favorite interview questions.
• 23:50 — Practical ways to test candidate fit with the job.
• 24:23 — The role of empathy in hiring and employer reputation.
• 26:09 — Real-world results: Double the retention rate.

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Conclusion & Takeaways

Sid’s three strategies highlight that hiring trustworthy employees means going beyond résumé keywords, and instead:

• Allying empathy with clear systems,
• Writing job ads as you would a marketing campaign—with your ideal hire in mind,
• Using practical and behavioral interview methods to focus on fit, not just technical skill,
• And always remembering the human side of the equation, for both better retention and a healthier practice.

Resources and a listener exclusive discount from WiseHire are available at wisehire.com/privatepracticestartup.

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For mental health professionals starting or growing a team, these tips from Sid and your Startup Nation hosts will help you hire wisely, humanely, and for the long term.

Transcript

[Katie Lemieux]

Welcome to the Private Practice Startup podcast where we help ambitious private practitioners across the globe to brand themselves and grow their dream practices. We chat with successful private practitioners, business coaches and marketing experts, bringing you tons of practice building Ninja tips. Visit privatepracticestartup.com for awesome resources, attorney approved private practice paperwork, and our signature marketing E course. Here are your co hosts, Dr. Kate Campbell and Katie Lemieux.

Hey there Start Nation. Welcome back to another episode of the Private Practice Startup podcast. Man, I am energized about our guest today, so I'm really excited and I'll tell you who he is in just a second. But I hope that you guys joined us last week as we talked to Brandon Santan all about how to utilize Google Maps to bring more clients into your business. So you're going to want to hear little ninja tips that we talk about on that podcast. I actually got some good information myself, so make sure you listen to that if you haven't already. So today's guest and I actually had to write his name phonetically. Let's see how well I do. Sid Apadai.

[Sid Apadai]

Ten points. Thank you.

[Katie Lemieux]

Did I say it right?

[Sid Apadai]

Yes.

[Katie Lemieux]

All right, so I really had to put it right phonetically. So Sid is actually the co founder and president of Wisehire, a bootstrap recruiting technology startup with over 30 employees and over 4000 customers. He loves to travel as well as I. He and his wife just got back from Maine where they toured the beautiful Acadia National Park. Sid's a big proponent of more empathy in the workplace, which is awesome. His disc profile is a high DC with a midline eye, and if you don't know what disc is, you're going to learn all about it on this episode. And before we hit record, I had shared that I am also a high dc, so birds of a feather flock together. So I'm already loving Sid and his exciting energy and you guys will too. But before we jump into today's podcast, we wanted to say welcome if this is your first time listening and what a great episode to decide to tune into. We hope you enjoy it as much as we do. But we do have a gift for you. Our gift is our A to Z cheat sheet. The essentials for building and growing your dream practice. Just head over to privatepracticestartup.com find the resources tab, it's right there on that page. And look for the A to Z cheat sheet. This is your roadmap to really help you build your private practice and we want to continue to support you. So that comes with five days of practice building emails to really help you get started. But without further ado, let's dive in. So today's topic is three key strategies to hiring employees you can trust. Welcome, Sid.

[Sid Apadai]

Hey, y'. All. Thanks for having me.

[Dr. Kate Campbell]

Welcome.

[Katie Lemieux]

Yeah, thanks for being here. And so people heard you say y', all. They're probably wondering, where exactly is Sid from?

[Sid Apadai]

Houston, Texas.

[Katie Lemieux]

Nice. My good friend lives in Houston. I need to go see her.

[Sid Apadai]

Come later in the year. It's still a little too hot, I think.

[Katie Lemieux]

Yeah, well, South Florida, we're used to the heat. Actually. I was able to kind of sit outside today and read, like, the heat kind of finally broke. So I'm excited for a little bit. Whatever cooler means over here.

[Sid Apadai]

Exactly.

[Dr. Kate Campbell]

It is a little bit cooler. It was like, 75 this morning. And that's a big deal for us South Floridians.

[Sid Apadai]

Take it when you get it.

[Dr. Kate Campbell]

Yeah, totally.

[Katie Lemieux]

Exactly. So I wanted to start off with what is disc profile for people who are wondering.

[Sid Apadai]

Oh, man, Great. Great question. So first off, the disc profile has been popularized for the last few decades. It's available. There's so many awesome tools online. I actually fell into it as a skeptic. It comes from a lot of research that's actually quite old. It's, I think, from, like, the 1920s, from, like, the Harvard Department of Psychology. It's really talking about four behavioral patterns that we all express to some extent. The D for decisive, I for interactive, S for stabilizing, and C for conscientious. And so, you know, we use this at work. We use it for helping employees find the right place to. It's just a super useful tool that really helps us break down barriers to really, like, understand what's driving you, what motivates you. And one thing I always want to mention is that most of the disc tools that people use online are actually bundled with other assessments. So there's actually the most popular one has a disc and a values, which is all about motivators. So it's amazing. It's all marketing at the end of the day. But it's out there. People are getting a lot of value from it. We are big believers in it.

[Katie Lemieux]

Nice. Nice. And, Kate, I think you're a D. I don't know what your other. If I remember correctly.

[Dr. Kate Campbell]

Yeah, I can't remember. It's funny. You read my mind because I'm like, what is my other letter? Because I really don't remember.

[Sid Apadai]

Well, then we're all high. We're high Ds, we're great at making decisions. We're quick to it. We sometimes have to be conscientious of that so we can slow things down. But, hey, that's all about knowing yourself.

[Dr. Kate Campbell]

Yes, we tend to be doers. We catch ourselves being decisive and doing really. And we have to pull back and be like, wait a minute, think it through.

[Katie Lemieux]

We were going through that yesterday, and I'm like, we went micro again. We went micro. And it was funny. Kate was. Because, you know, we're always in action. So if one of us is doing something and there's too much time, another one starts doing something. So, like, literally yesterday she was doing something and I just sat back and I, like, literally put my hands behind my head, and then she kind of caught in. She's like, what are you doing? I was like, I decided not to touch the computer because I knew if I touched the computer, I was going to get into something else.

[Sid Apadai]

I love it. And so you're seeing it right there, right? You know, you guys have your patterns. They complement each other. You know, your other team members may not be as high. Visa, it's perfectly fine. Because as a group, everything works out.

[Katie Lemieux]

So share with us, how did you decide to kind of found this company and what mission does it serve?

[Sid Apadai]

Oh, man. Okay. So I said that I came into this, you know, a while back. I was actually a skeptic. Read the research. I was working with my co founder, actually, at the time, for his assessments company, which was just making the assessments, making them publicly available with consultants. And we were working with. And this is a tangent, but we were working with Fortune 500, the people that would pay lots of money for these assessments and expensive coaches to help them understand it and get the most value out of it, to shape their workforce. And again, coming to it as a skeptic, I would do the analysis. And I was constantly amazed because these large companies would find these consultants, they would turn around like this business in the Netherlands in six months time. And I would just say, okay, first time, fluke, second time, oh, my God, something's happening here. And so in realizing the power of the assessments in the workplace, we realized there's a big gap because small businesses cannot get access to these tools that could really change their futures. And that's kind of how we went down this track. Much as y' all talk about, we were a bootstrap startup. We were very lean, just focused on the customer, you know, the small business. How can we help them grow, solve their problems? So we actually started out as an assessment provider that would do the next step of analyzing it for you, kind of giving you the shortcuts to really understand the people you're about to hire. And then in just listening to what customers are asking for. We've thus gone into recruiting so, you know, customers would say, hey, okay, I don't have enough candidates. Okay. We started working with job boards. I'm not getting the best candidates. We started helping them write better ads, and today we're a much larger organization. We're helping thousands of companies first ideate who do they actually want to hire, strategize how they can get that person, and then think about how they fit in the organization in general. So it's a. It's been quite an arc. I've had so much fun thus far, though.

[Katie Lemieux]

Sid, share with us how people traditionally hire and what the solution is that you guys provide.

[Sid Apadai]

Okay, so again, so focused on small businesses. And if you think about the entrepreneurs that are listening to the show, your first hire, it's scary. You're hearing about all these tools. Wisehire. Again, we are a more premium product. We focus on really taking care of the busy work. But most of our customers don't come to us from the beginning. They've actually tried all the other tools. They've been out there. They've posted jobs on job sites. They've been inundated with thousands of candidates and overwhelmed. They're going through resumes. They might be focusing on something that might not be as critical to success. They might not know what the best strategy for an interview is. They might not discern who the right person is. And then they're afraid that, hey, I'm about to bring someone on. That's a big responsibility for me. It took me forever to get to this point, and now if I make a mistake, what could happen? So there's just so many pitfalls along the way that we're really just trying to resolve and help out with.

[Dr. Kate Campbell]

Yeah, it makes me think about my own process of hiring for my group practice. And originally I would hire master's level students because they were mental health counselors in training. And that worked well. But every two years, I'd have to find a new assistant, and that was getting old really quickly. And so about two years ago, I hired my last assistant and client care coordinator, and I went through a whole. I can't remember what platforms I used, but I remember getting thousands of applications that I had to go through. And I even set all these parameters and requirements for the job. And it was so time consuming, so overwhelming, and it was Just such a crazy process. I ended up finding my dream team member and she's amazing, I love her, but had I known that you guys existed, then I definitely would have been jumping all over that because it was way too time consuming.

[Sid Apadai]

And of course, it's the thing that you're doing at 11 o' clock at night, right. Because you're the busy entrepreneur. You've got all these other responsibilities. You know, there's my biggest takeaway, honestly, in the last few years is that like, we just need to get out of the way and let you know, the small business owner, the manager, just focus on what is their one thing. You know, we often will have conversations with them and we'll be getting into the nitty gritty and they appreciate it. But it's like it's eye opening that, hey, in order to be successful in this amazing market that we have right now where everyone is out there getting a job and it's getting really difficult for employers just to keep up with the trends and know what's going on, that's like another job in itself. So that's really one of the big problems that we're trying to solve here.

[Dr. Kate Campbell]

I love how you mentioned earlier that you guys use the disc profile and you really try to match the personalities. Because most skills can be taught, they can be learned in business. We've had to, as a business owner, we've had to do all the skills ourselves, you know, the bootstrapping phase. So we've had to systemize that. We understand that and we can teach that to someone that we hire. But you can't teach the shared values and the personality and the fit. And it's almost like Katie and I talk so much about finding your ideal client and making sure that you're clear on your brand and your values and that that's in alignment with your ideal clients. This is the flip side of doing that with your team members that you're bringing on.

[Sid Apadai]

And yeah, I would love that direction. Right. Because you've got the clients that are aligned with you. You just need the rest of the team to be aligned as well in that same shared goal. So true.

[Katie Lemieux]

Well, and it's so important too, to really find the right people for the right spots. I know that, you know, when Kate and I look at our current team members for the private practice startup, you know, they do certain things really well. And I remember when we gave our assistant Ruth a task like she wasn't getting it done, we kept asking, what was that about? And so every meeting we have, we Always ask what's working and what's not working. Right. And we know that she is. She's probably an s. She's really great with details. Probably sc. She's probably really great. She is really great with details. But we're having her do some like copywriting to fill in for our other person and it just wasn't her thing. And the beauty of I think being an entrepreneur that's really self aware and willing to do their own work is we just see that as a feedback loop, right? It's kind of like, well, what did we miss? Right? What's not working here? And then when we can continue to give her things and tasks that really support what is her natural talent, she thrives. And then our business thrives and it's easier for her and it's easier for everyone. So really hiring the right person for the right job is so essential.

[Sid Apadai]

And you know, you say that she was trying to do this one thing and it wasn't working out. We see this again and again because again, if you go back to the disc, you have your natural self as you just described and you can adapt temporarily for certain tasks. But if you're doing that every single day, we have this analogy. You know, imagine you're like working at a grocery store and you're a stocker and you know, the shelf is just a little bit too tall. If you have to do that every day, that's going to be an injury pretty soon. So it's all about finding that right balance for that exact same job. That's just the right fit and I love it. This is the right way to build a business.

[Katie Lemieux]

Totally. So let's. Before we. I know we're already talking, but I really want to get to your talking points. But before we do that, let's just take a quick break.

[Dr. Kate Campbell]

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[Katie Lemieux]

I know we could talk about this all day, right? But let's focus on the three key strategies to hiring employees you can trust.

[Sid Apadai]

Okay, so first off, and this is the one that's been the biggest aha moment for me, and it really gets down to the empathy that you have for the person you're bringing in. Take a look at the landscape out there. You know, just as we talk about SEO and marketing for our businesses, similarly for the jobs. So one of the first things we actually recommend is go to a job site. Take a quick second. You know, at wise how we do all this research for the employers, but if you're doing this yourself, you can do this. Just spend some time, research the job on the job site, look at how many other who are your competitors, what are they saying? And then go on to the same job sites and go to the resume section and actually type in the job that you're about to hire. So like, you know your example of like an assistant, right? The VA and administrative assistant and executive assistant. At the surface, they might all be the same. But if you did a quick search, and I actually did this earlier today for the Davie Fort Lauderdale area. So if you did an administrative assistant search, there are like I think 2000 candidates right now. They're like looking for a job. But then if you threw in another factor of like, I want someone that can maybe manage an EHR or help with collections, that pool drives down dramatically. And so one of the things that we find is that entrepreneurs, you know, you're all talking, we all know how our friend made the hire, how long it took him, but where we are geographically could be totally different. And so just really taking a step back for the SEO Searching on the job sites, understanding, okay, hey, this hire might take a little bit longer because again, in Davie Fort Lauderdale, for that administrative assistant hire with the EHR experience, there's only 100 of them versus thousands that could do any other job. So it's really just being cognizant of one the pipeline that's been the biggest aha moment for me personally.

[Katie Lemieux]

Gotcha. So really understanding what your own need is and really whittling that down and not just looking at the, like you said, the 2000 app resumes of executive assistants.

[Sid Apadai]

And yeah, just being cognizant that, you know, sometimes that right person might take a little bit longer and being okay with it. You know, the second big thing that we talk about is really then once you have that understanding of like, who's out there, who's available, writing a job description and a job ad, that really speaks to it. One of the things that we talk a lot about is this. And this is like us taking from the best in like the corporate world, this concept of a job description versus a job ad, where the job description, it's legalese, it's internal, it's, hey, what is this person going to be doing? Are they checking all the boxes? But when you start taking that for the perspective of like writing it, I'm putting it on a job board. You know, we really emphasize that it's all about selling the job. So we talk a lot about writing things from the perspective like, okay, what is the task and what is the purpose? You know, a really good example of this might be like, okay, I want to hire an administrative assistant to like, take all the phone calls. That's a description. That's like an internal need that I need solved. But you're not going to write that on your job ad. That's not engaging to anyone. It's better to instead say we're seeking someone that can speak calmly and help our patients and overemphasize the details to make sure the day is going to run smoothly. So we really like to focus on when you're writing things publicly. Sell the business, sell the opportunity, especially in this day and age.

[Katie Lemieux]

Nice. I like that.

[Dr. Kate Campbell]

And language is so powerful. So it's really interesting to hear how you're applying that to the application process for new prospects. I have never really thought about that.

[Sid Apadai]

Think about the disc, right? We were just earlier describing roots disc of being a SC for those that are not familiar with the disc. That's someone that's more patient, more cautious. They're going to spend the Time actually reading the ad. So while US IDs might be like, all right, this is the thing that needs to be done. Let's just. Next bullet point, next bullet point, check. This is where the empathy comes in that, hey, this is the person that's best for the job, but speak to them in their own language. It's one of these things that if you spend that little extra time on writing a great job ad, being upfront about the opportunity, twice as many results, sure. In volume, but also in quality of the people that are actually the best fit for this opportunity.

[Katie Lemieux]

Very cool. One of the things that Kate and I do, I mean, this is, you know, we practice what we preach, and when we talk about business, we really talk about creating a vision, mission and culture as well as a brand. Right. And one of the ways that we look to hire and we suggest that people do is that when you have a brand and a vision and mission, that also becomes the guiding force. Right. And so, you know, the disc is a great complement to that in regards to the vision, mission and brand, because you really want people, no matter where they are and kind of what personality type and behaviors they have, that are really in alignment with what you do and are really excited about what you do and want to be part of the team.

[Sid Apadai]

You want them to wake up and just be like, yes, I'm aligned with this mission.

[Katie Lemieux]

Yes, yes, it's so essential. And I really love. Then you're kind of talking about with you guys utilizing the disc is finding that perfect person for that perfect the job. Right. And it just. It's a nice little marriage here.

[Sid Apadai]

The last big piece of advice that we always provide is, you know, to really take a look at your interview process and make sure that it's well rounded. You know, you get. Let's take a step back. This person is about to make a decision to join your team. You're about to make a big, probably the biggest decision in your business to make the extended offer to that first hire. Right. You know, think about, like, you know, the responsibility you're taking up. So it's really, really important that you spend time and have a really effective interview process. You know, oftentimes I'll meet, like, small business employers and they're talking about, like, what questions they ask. And, you know, it's great to have make small talk, but you want to use this time to really dig into something, you know, we really talk about. If you think about the assessments, that's sharing one aspect of a person. You know, as I'm sure Your listeners know, you know, there's so many assessments out there, they have their pros and cons. So we as practitioners just need to be aware of them and use our interview time to get a little bit deeper. A great example of this would be the personality assessment is telling us behavior motivators, but it's not going to tell us character. It's not going to really teach us about the grit that this person has. That's where we really, really encourage employers to find a way to have a smooth one on one conversation where they can really dig into these things. One of my favorite questions is really just to push someone to talk about a time when they've been so motivated to get something done when they found that one thing. And it's just when you hear someone describing that one thing as we talked about motivations and goals and they're just going on about it, you can immediately tell whether this person has the grit for the job.

[Katie Lemieux]

I like that. So do people share personal stories or is it more work?

[Sid Apadai]

Oh, yeah, no, I mean, you know, when you ask that question, you really want to just keep prodding and just see where the story goes. You know, we had a great example of, I think we recently had a copywriter join the team and she was talking about her challenge and she said, okay, this is a little bit out there. You know, she was in Asia at the time and she was trying to get into teaching. And, you know, it was just the arduous task of learning another language so that you could connect with the people on the ground. And it's like, you know, when you hear this story, it's like, wait, okay, so you've studied all of this and all this time that you did not have, like, those are the things that, like, really are better indicators versus a story of like, you know. Yes. At my last job, I collaborated with my colleagues on this project.

[Katie Lemieux]

Sid, what are some of your favorite interview questions to ask besides the motivator one?

[Sid Apadai]

Okay. Okay. So I actually really find that, you know, going back to, like, the holistic interview process, I'm all about small tasks and like, small, like, tests that obviously have to be like, work practices. So, like, I actually. One of my favorite jobs that we interview for is our hiring coach, who's the person on the team that actually works with employers, coaches them, gives them advice. And this person is actually wearing so many hats. One of them that's really unique is to be a product manager because they're on the ground, they're meeting people, they're learning about what Works in our product, doesn't work. And so there's a skill that they learn on the job, which is how to distill information. And so I actually do a question, and it might not be as applicable to your employer, to your listeners, but there's probably an analogy. And so this one is, think about a product that you use every day and let's find, like, the one thing that sucks and let's fix that. And so, you know, we're empowering this person on a conversation to describe something. So they'll pick something like Amazon or like Instagram or Facebook, and they'll find like, the one pet peeve they have. And we'll say, okay, let's say, like, you and I are actually on the team that fixes this. How do we do it? And we just have a really fluid conversation. It's really interesting to see people throwing out their ideas, talking about experiments, and really exercising in what they're going to do in the job. Versus, again, in my last job, I collaborated considerably with my colleagues.

[Katie Lemieux]

Boring.

[Dr. Kate Campbell]

Yeah. So dry.

[Katie Lemieux]

That's cool. I would love to sit in your own interview process and hear all the questions you asked. They sound really exciting. We actually have done like, actual, like, tests. Right. Like, in the sense of, like, when I hired my assistant for my private practice, one of the things that she was going to be doing was blog writing. So I asked her to send some samples of blogs and things like that because I just really wanted to see, you know, anyone can say anything and put anything on their resume. Yeah. And you get some cute cues in the interview process, but it's not always exactly what's going to show up. Right. And I know I've.

[Sid Apadai]

That's where you want to dig in, right? Because you get the sample work and you want to. I mean, and of course, you want to be courteous to these, you know, job seekers. They've spent the time on it, so you owe them the feedback. And that's where, like, turning that into, like, the jumping off point for the secondary interview where you talk about what they wrote about and why they went in this direction versus that. That's what's going to elicit this incredibly candid and, like, you know, truly natural kind of experience. That's hoping that's what you're really looking for at the end of the day.

[Katie Lemieux]

Yeah, Very cool. So what do you hope our listeners take away from your message today?

[Sid Apadai]

You know, if there's anything else that you take away from this, think about the empathy of the person joining your team. You Know, we as small business entrepreneurs have stretched ourselves, right? We've been the box boy that's, you know, trying to do something for a little while, so we know how uncomfortable it can be. And so as you think about the job, think about the core tasks, what they're going to achieve, but again, speak to that audience, inspire them. And then throughout the process, just really, really be courteous to job seekers. Because one thing is that we're in this incredibly hot market right now. People have a lot of options. They can go elsewhere. And here's the real, honest truth. While someone might not be the best fit for you, we all work in a small market. You know, the courteousness that you show to a job seeker is going to pay dividends when they refer you to their friend or whatever is the case. So we're always on the job, and we just have to always, you know, imagine that, hey, this person could be the customer or whatever the case. That's the best way to really go through business, I think.

[Katie Lemieux]

Agreed. You know, I had, I really say, the privilege of being in management and leadership since 26 years old. And so I was able to develop my leadership skills at that time for 11 years when I worked at this agency. And, you know, I went from the micromanager to really someone who trusted my staff. And, you know, like Kate had said, is I believe in hiring people for attitude, right, Because I could teach the skill. But I also believe that, you know, when you take care of your team, they're going to take care of your clients, and your clients will take care of your business, and you take care of your team. And it's this beautiful reciprocal process. And I'm just wondering, like, what are some of, kind of maybe some of the statistics or results that you guys have seen from people who hire the kind of traditional way, just trying to fill a job, to really finding that right person and really honoring your team member. What some. What are some of the results you see?

[Sid Apadai]

No, no. So true. So when. When a job seeker finally gets into that right role, if you've taken all these steps, and I think we'll include a bunch of, like, resources in the show, notes that, you know, people should read and kind of help you build this process, we're seeing retention on jobs that's double the average. One of the amazing things, and I'm like a big labor geek right now. We are in this amazing market. I think in the last three months, 12% of Americans have gotten into a new job. So people are jumping from job to job, which is great because they're finally getting this opportunity to find better opportunities. And so you just have to be conscious of if you do all this right and you find the right place for someone, they're going to stick with you, even when there's maybe an opportunity for a little bit more pay elsewhere or whatever is the case, because you're making big bets in people. This is a career. This is not transactional. And so at the end of the day, if you just go into it with that mindset that I think all your listeners are investing in their businesses accordingly, they're going to be successful at the end of the day.

[Katie Lemieux]

And one thing that you said is people really don't leave jobs because of money. Right. And our actual VA told us that she let. Let rid of the other people that she was working for because we are her ideal, like, bosses. And that was really cool. And we don't pay her as much as she was being paid because she got so much more. So.

[Dr. Kate Campbell]

But we also give. We also give bonuses and we make up for that in other ways. Yeah.

[Katie Lemieux]

Yes, yes. And we, you know, it was really cool to listen to her because she edits some of our podcasts, getting it ready for our editor, and she's learned to create her own business through that. So that's the invaluable stuff and that's the giving back to the team that they're not just someone to fill a position. So I love what you guys do. I think it's awesome and great. We really enjoyed our conversation with you today, Sid. I know that you have a giveaway for our audience.

[Dr. Kate Campbell]

What is that?

[Sid Apadai]

Yeah, so of course I mentioned there's a bunch of free resources, but we're also providing a 10% off our service. And that'[e-mail] private practicestartup. That's W I Z E H I R E.com privatepracticestartup and we'll of course.

[Katie Lemieux]

Put that on the show notes page where you guys can get all the information and resources that we had chatted about today. So we hope you guys join us next week for Chris Swenson as we talk about being a private practice warrior. Awesome.

[Dr. Kate Campbell]

And let's take a moment for our Startup Nation superhero shout out. This comes from Michael Null. We actually had the privilege of meeting him at the not so typical psychotherapist conference back earlier this year. And we also had him on our podcast, which was a lot of fun. And Michael says, I can't get enough praise to Kate and Katie. They are genuine warm, incredibly generous with their time, energy, knowledge about all things private practice. They keep giving of themselves while learning and growing as they help others work through the difficulty of owning a private practice with branding, marketing and paperwork. And he says they make it simple for those just starting out and for those who have been working in the field for years. Michael, that was so sweet of you. Thank you for the positive feedback. We love it and we hope that we are continuing to inspire you along your private practice journey and we would.

[Katie Lemieux]

Love to give you a Startup Nation superhero shout out. Feel free to drop us an email, a Google review on itunes wherever. We want to acknowledge your success and all of the goodness that you guys are doing out there in the world. And Michael, yes, Kate was right. He was just on our podcast talking about how to start a private practice on a shoe string. I would tongue tie that and say some other things by accident. Budget and I think I'm trying to look it up his podcast really quick. I can't find it but I think it's around the 150s so check that out. You will definitely want to see that. I know that was a big help for many of you and you guys had voted for that.

[Dr. Kate Campbell]

Episode 154 thank you Kate.

[Katie Lemieux]

I'm scrolling, scrolling, scrolling and I couldn't find it. So Startup Nation, as we always say, thank you for allowing us to inspire you from startup to mastery and we will see you later. Have an awesome, inspired day everybody. Take care.

[Dr. Kate Campbell]

Bye everybody. Thanks Ellen, thanks for joining us on the Private practice startup. Visit theprivatepracticestartup.com for awesome resources, free trainings, attorney approved private practice paperwork and so much more.

[Katie Lemieux]

SA.