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- [00:00]
Candy Valentino
This episode is brought to you by Progressive Insurance. Do you ever think about switching insurance companies to see if you could save some cash? Progressive makes it easy to see if you could save when you bundle your home and auto policies. Try it@progressive.com Progressive Casualty Insurance Company and affiliates. Potential savings will vary. Not available in all states.
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Welcome to the Candy Valentino show, the podcast for founders, investors and entrepreneurs where we have honest conversations about what it takes to grow your business, build more wealth, and create financial freedom.
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Hey guys, welcome back to another episode of the Candy Valentino Show. Thanks for tuning in with me today. And today I've got a topic that I feel I just keep hearing over and over again in so many different avenues from the entrepreneurs that I work with, from peer groups that I'm involved in, and just even in the media. Because with the unemployment rate up and so many millions of Americans not wanting to take another job, knowing that it's kind of like a sideways market, not really seeing a lot of growth, and the rise of fake job listings where jobs are just too good to be true, promising remote work and multiple six figures with minimal effort and great benefits. There's so many scams going on right now. And so I wanted to talk a little bit about how entrepreneurs can find great talent. Because when I talk with people that are building regardless where they are in their revenue benchmarks, so many of them say that they struggle with the same two things. Things they struggle with understanding their numbers, not having enough money at the end of the month, and they struggle finding quality talent. And like I always say, there's so many different avenues of how you build a business, but there's seven fundamentals that will really help you grow. 1. I talk about this in my book the Nine Percent Edge, which is profit persuasion, people, which is what we're going to talk about today, Performance, which is the KPIs and metrics of your business. Process, which is how to create systems so that you're not always repeating the same things. Planning, how to actually plan out what you're going to build. Principle, which is you, the founder, the entrepreneur, making sure that you are not the lid on the business. You're creating a glass ceiling. Because obviously all things boil back to profit. If we have more profit, more money that we can bring to our bottom line, we can hire better people, we can create better processes, we can plan to grow our business bigger. We can deploy sales and marketing strategies to increase persuasion so that customers become buyers and not just browsers. So I want to talk a little bit about the people aspect, because so often I hear people really struggle to att, attract and hire high level talent. I actually think that right now is the best time to really look for quality talent because there's a lot of people sitting in positions and in companies that they really don't want to be in. They're just there because there aren't any other great opportunities. And now that more and more companies are going back to in office, you no longer have to compete with this remote work. We know so many studies have now been done that there's a lot of downfalls with remote work. Being in office not only makes you more connected to the people that you're with, you can collaborate more efficiently and overall your productivity not just of your own, but of the entire team source. And anytime we want to kind of understand what's going on in this world of hiring great talent, we can look to the biggest corporations and businesses. And Amazon's return to the office mandate is really a warning. It's kind of setting us up to see how the future of work is going to be. Because just a few weeks ago, the Amazon CEO called all of the company's employees back to the office five days a week really as part of an effort to preserve the company's culture and return to the pre Covid productivity by clawing back to the pre pandemic era. We're reminded that companies officially have regained the upper hand, that hiring, firing, changing the rules at will is all at play. And Amazon certainly flexed that power when they laid off more than 27,000 workers since 2022 and is now rescinding the flexibility for everyone else. It is like you return to the office five days a week or you're and whether you necessarily agree with their decision or not is really not part of what this podcast is all about today. We really just want to talk about that. That new normal that people really thought was going to be around forever is not the case with talent. It's the same as services, supplies. It's really supply and demand. When we look back just a few years ago, the demand for talent was really high and it was a really tight labor market. Employers had to offer flexible or hybrid work options, wellness benefits, rising wages. But as the economy became more uncer certain employers regained control and really leveraged an extraordinary number of layoffs that destabilized and defranchised employees. Flexible work had become common and even expected. However, as we're seeing now, like companies like Amazon, just to name one, they are bringing employees back into the office and they are not extending so many graces as they did because the labor market has drastically shifted. So what does this mean to you? Well first, when employees are back in the office, it increases foot traffic at other small businesses. It boosts local commerce as more employees frequent nearby restaurants and cafe and shops during their workday. This provides a steady stream of revenue for all of those local businesses. This increased foot traffic in all of these other areas will actually stimulate local economies and it fosters more community engagement. Employees are far more likely to interact with local businesses nonprofits if they can foster this sense of community to the area. And obviously Amazon was not the first company that did this back in 2023. It was done at Disney, it was done at JP Morgan, Goldman Sachs and obviously famously X, previously known as Twitter did this in 2022 and was one of the first to really ruffle feathers. And a whole list of companies has been making massive layoffs and they're going to continue to come if this economy does not turn around. So what that means to the small business owner is you actually have a larger pool of talent to hire from. But how Attract talent? How can you attract better talent and make your job listing stand out? So here's five quick tips of how you can improve your job listing. How you can make it sound better, look better and be better so that you can attract top level talent. What makes a leader? It's a tough question, but one thing's for sure, a true leader leads by example. And a true leader takes risks too. They plunge into life with determination. For those who lead by example and who approach life with a palpable passion, there's the Range Rover Sport. 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Episode is brought to you by Progressive Insurance. Do you ever think about switching insurance companies to see if you could save some cash? Progressive makes it easy to see if you could save when you bundle your home and auto policies. Try it@progressive.com Progressive Casualty Insurance Company and affiliates potential savings will vary. Not available in all states.
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Number one, your job title that you post is the first impression. It's kind of like the marketing hook on your social media post or the email subject line. You want your job title to be good, you don't want it to be vague or confusing. And, and you also don't want to use something so creative that it's not going to appear in a search results that candidates are looking for. If you want to hire the chief client happiness officer or something crazy like that, you're probably not going to find many candidates that are serious that are trying to find that job title. So something better and more customary might be Director of Customer Service. Make sure that you're really clear with that job title because that's what candidates are going to be searching for. The next is your job description. And I know that sometimes for a lot of entrepreneurs this is painful. Sitting down and writing a job description, laying out the skills, the talents that are required. It's painful. But what I would suggest is that you do it in a batch. Don't try to jam this in into other types of work that you're doing. Sit down and actually do three or four job descriptions at a time so that once you have them, you have them on Google Drive and you can always go back to them should you ever need it. But you actually take some time and do a well detailed, thought out job description that outlines this role's responsibility, the purpose and how it fits into the company. This would go hand in hand with obviously your job title. This would also answer any questions that the applicant might have about the position because this will help you save time later. So that's the job description and later in the episode I'm gonna share a few tools that I use and things that you can leverage so you don't have to come up with all of this yourself. Step three would be requiring the skills. So listing the qualifications and skills is gonna help you filter candidates based on core competencies. Distinguishing between required qualifications and preferred. Right. So you may be h someone for social media and there are certain things that's going to be required. Five years of experience with strategy, content creation, but preferred, maybe certain platforms or have certain experience in your industry. That's something that I do often because obviously if somebody has experience creating social media for a gym, it's probably not going to be the same strategy as creating social media for an author or a fractional CFO firm. Right. So sometimes the preferred skills is just kind of like, hey, this would be nice. But it helps you ensure that you're not going to miss out on promising talent. Also, lay out your non, non negotiables, how many years of experience that you require, if you require a degree, if there are certain platforms or software that they have to understand, if there is anything else that may put them over the top, like personality skills, language skills, maybe a certification. And I know a lot of this detail is painful for a lot of entrepreneurs, but I promise, if you do it once, if you get really clear, not only will it help you interview, it will help you find better candidates. And once you do it once, now you have it, you can work off of it. And you don't always have to go back in from scratch. The fourth part that you want to do is make sure that you talk about your company. You know, many candidates want to know more about just the job or the roles. They really want to understand the company, the mission, the vision, the values, what your culture is like. And so especially now where there's so many fake job listings, you really want to talk about your company. If a candidate, a really great talent, is working for another company, maybe they really like what they do, but maybe they don't like the company that they do it for. So really being clear on your company, your values, your work environment can really set you apart from these larger corporations. Not all employees are looking just for an increase in pay. Sometimes they want an increase in alignment, in purpose, in something that just feels better with their own personal values. So make sure to give a little insight into your company's values, your beliefs, because it could really set you apart and attract top level talent. And last but not least, number five, salaries. Make sure to go go into salary benefit, highlight benefits if you can, salaries if you can, that can really differentiate your company from competitors, especially if you have any unique perks, any options, any personal development opportunities, healthcare benefits. You know, obviously too, the opportunity here is with a lot of corporations bringing people back into office five days a week and doing massive amounts of layoffs. One way that you can stand out is if you are structured in a way that you could offer, even if it's a day, remote or a hybrid schedule in some way, sometimes just that little bit will really make the difference. You can be offering the same amount of money or even less for someone, but the benefits that you offer, or maybe the salary structure that you have, or performance bonuses, or perhaps you have a one day a month work from home or a one day a week because you're able to do that, some of those little things if you're able to offer them, can really set you apart and can help you attract talent from these larger corporations.
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Now I want to get into some tools because when I started doing job descriptions back in the late 90s, it was a lot harder than it is now. There are so many great, great things that you can leverage like Chat GPT to help you write it. You could also google the specific type of role that you're looking to hire, the job position to see what specifics are already out there. You can see templates on Google you can obviously leverage. Like I said, chat GPT and now job boards like ZipRecruiter and indeed can even help you write the job description. And another great tool, if you're using Indeed or a company like that to post, you may be using LinkedIn, but if you're using something like Indeed or ZipRecruiter, they have a great way that you can ask clarifying questions because it's really simple for a candidate to come along one second, respond to your job posting and upload their resume. But it takes you endless hours to sift and sort and go through them. And then my goodness, if you do all of that and you pick someone that isn't in alignment or can't keep up with the workload, then all of a sudden you're back to square one and you've just wasted all of that time. I understand how frustrating that is. So it's really important to have clarifying questions. Indeed can do this for you. So if you are using Indeed, that's something that you can leverage where you actually ask specific things. And if you ever have a creative person that you're looking to hire, always try to get a portfolio link or examples of their work. And then to make your life a lot easier, if you haven't already put together a new hire checklist, this is just having your new hire paperwork together, your contracts, how you complete a background check, your orientation, anything that you need to get them, their emails, like all of those little things, creating a process for them that has all the necessary documentation, employee handbooks you name it, all in one place will make your life so much easier so that you can duplicate this. And if you don't use anything to do this and you're trying to keep it all over the place in the cloud or on Google Drive, one thing is if you have at least five employees or more, I highly recommend that you use a platform that I use called traineel and we actually have a great working relationship with them for any of our listeners. You can get 250 off your package by going to traineel.com candy and that's train t r a I n u a l.com candy but it's a great platform that really helps you store all this information. You can create new orientation videos, trainings, you can introduce your other employees right there in the platform. I wish I would have created this software myself because I absolutely love it and it really saves business owners a lot of time. The other thing I would suggest making sure that you do is putting together a must have. You know, sometimes it's not just about the talent that the person has has or the experience that they have, but it's also how their personality is, who they are as a person. Can you envision working with this person every day? You know, I've had hundreds of employees and there have been a few times where on paper the person definitely had the experience, they had the talent, but I genuinely didn't like them as a person. I genuinely didn't like being around them. And oftentimes you're around the people in your office and that you work with more than your family. I mean, think about it. If you're working with someone even 6, 8, 10 hours a day, you're with them more than than pretty much most people, I would say, in your life, your family, your friends. So you want to make sure that your values are aligned and that you just genuinely like being around this person because that's going to make your working relationship that much better. And last but not least, one thing you also want to do is develop your red flag list so that when you're conducting job interviews that you're looking for a few things that throw a red flag. And like I say, this applies in relationships, which is where this quote comes from that I use all the time. But it still applies in businesses in employees and business partnerships, that you don't want to rationalize any red flags. You don't want to fantasize about somebody's potential. You want to see them for who they are. And if you somehow get an instinct about a person listen to it. Here's a few red flags that I always look for in a job interview. First one being unpreparedness. If the candidate does not seem to understand about you, your company, they have not done their research. To me, that's a big red flag. If they ask any inappropriate questions, that's second, making sure that they're not asking personal questions, they're not asking any off topic questions. As a female interviewing a lot of people and hiring a lot of people over a lot of years I have had inappropriate questions, I've had illegal questions, you name it. So obviously those are just big red flags. Do not hire, do not pass go, do not collect $200 also another big one is lack of clarity. They seem like they just are not able to answer questions and they're not able to articulate their position or unclear about their role or their experience. They typically don't have the confidence in order to drive the initiatives forward and to lead big projects. So that's typically a big one too. Fourth would be high turnover. Obviously turnover rates can be a variety of things, but high turnover rates that they're not at a job for a really long time and you see a pattern that's probably going to continue. And another one is any of the negative talk. People can talk about a bad position that they had or perhaps even an unalignment that they had with a prior company, but if they start bashing somebody in my presence, most of the time they're going to bash you when you're not in their presence. So I don't tolerate any of that either. But last but not least, always, always, always trust your gut. If it doesn't feel right, it probably isn't. All right guys, thanks so much for tuning in with me today. And if you didn't sign up for our brand new free newsletter called the Edge, go to candy valentino.com newsletter where we will send business and finance topics that apply to you and your money and your business business every single week, absolutely free. Candivalentino.com Newsletter thanks so much for tuning in with me today. We'll see you next time. Hey guys, thanks for tuning in to this episode and if there was something that you loved or you had a specific takeaway, share it and tag me at Candy Valentino. And if you haven't already, grab a copy of my latest book, the 9% Edge Life Changing Secrets to create more revenue revenue for your business and more freedom for yourself. You can pick it up anywhere books are sold, Amazon, Barnes and Noble, or your local independent store. And once you do, head over to 9% edge.com and claim $1500 in pre order bonuses, including a chance to join me on this very show. Thanks so much for tuning in and spending this time with me today, guys. We'll see you next time.
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Former Navy seal Sean Ryan shares real stories from real people from all walks of life on the Sean Ryan show. Former U. S. Navy admiral Tim Gallaudet. How did you get involved in this whole UFO thing?
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Sean Ryan
One day I get this email on the Navy Secret network. If any of you know what these are, tell me ASAP. F18 pilots captured video of this UAP zorching over the water. Just a little round sphere. And so I knew right there that was something thing not ours.
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Candy Valentino
The Sean ryan Show on YouTube or wherever you listen.