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Hiring the Best

you know, offline. Debbie actually write with every rap. Debbie came up on stage and we were going over the numbers that we prepared. And I asked her permission if I could share the story of what she shared with May. She broke down in tears and of course I did too. But it's and she said, I've been wasting my time, this shit, a revelation in about her business. And she's like this we need to do. I waste my time and I won't tell you w you've not wasted your time. You've definitely don't waste your time. The path you have taken it has been necessary to get here. The Onley waste of time is if you continue the path, that's the waste. But for all of us, it can take months. It could take years. It can take a lifetime to find the answer Once we get the answer and it resonate with you on this stage, Miss, before we went to break Now you have the responsiblity. Grasp it if you continue the way you were. That's a waste time. But you have not wasted time at this point. OK? Garrett Boone. I promise...

d I would share the story of Garrett Boone with you. So Garrett Boone is ah, co founder of the Container store. He found it with, I think is brother or cousin or something, and I don't recall that of Germans name, but I go to an event every year up a m I. T. In Boston, there's an entrepreneurial event and about 100 entrepreneurs gather there. And just a funny little back story. We've been getting together for about 15 years. Basically, we were a group that came around the concept that we want to have an impact on the world in different ways. Well, 15 years ago, tons of bravado and we walk into this room and I might come. This computer guy got this booming business. Time changed the world my way. Sitting next to me is a guy who sells Are you remove junk from from houses and stuff like I got a junk business and I'm saying to myself, This guy's an idiot. You can't make any money doing it in the guy next to me. The other guy next to me, His name is Robert Skies with his name was Brian. Rob says, you know my business. We sell a chapstick that's made of bees wax. I'm like That is even more ridiculous, like you guys are gonna fail. He owns Brian Scudamore owns 1 800 Got Junk, a $250 million company, which I'm sure you heard of. And my other side was robbed French, the third guy onboard with Burt's Bees that sold for about $6 billion. So that's the kind of people that were in this group, all authentically living into a vision. Brian Scudamore Remember a couple years after I met him, he went front of the entire class of 100 us and said, I found my painted picture the prosperity plan. And he explained how he was going to save junk from just being thrown into landfills. And how he has mission is to recycle and save the environment, and 100 got junks. Mission and the company took off. Rob French, one of the original partners in the Burt's Bees franchisor business, explained of how you can use natural products to treat yourself, and they had clear visions, and the businesses took off well. In this this this group of 100 entrepreneurs, we invite in other entrepreneurs to share their stories. And Garrett Boone was one of them and he sold, Sold, told his amazing story about the Container store and how they recruit employees and all that stuff. I was fascinated with the end. We went to a lunch break just like we did now and you sit wherever I sat down. And Garrett Boone sits right next to me and I have the opportunity of a lifetime now to talk to this guy. And I said, You know what's what's the formula for great employees like, How do you find amazing employees there is devoted and committed me. How do you find all these people to work at a retail store that air? So not about containers and so into it because, you know there's a formula. It's real simple. He pulled out a napkin and he drew what I'm about to drop for you. He wrote one a equals three b. Then he goes one b equals three c and one d equals. I'm sorry. One. See, he didn't make that mistake. He would really knew it. Three d. He drew a line under it. And then he said, If you run the math one a equals three B, which equals nine C, which equals 27 d right. You just multiply these out, and that's how the numbers work. And, he says, one a player employees one top shelf employees that just understands the purpose of your business that's committed to the mission of business that will do anything to make it happen that's full of energy and intelligence. Has the right attitude can perform at the level of three B players. People that got the job. They don't really care about the company mission. You know they have the right attitude, but but the energy is not always there. And he goes. One of those be players performs Level three C players, people that have the job because it's just a job. I need money, but a better opportunity comes my way. I'll take it and one C player, he said. It's better than equals about three D players. People like I hate my job. I hate here. I'm just doing this to take money from the business and screaming business, he says. Therefore, with this realization, I hire people and pay them more than any of my competitors. The average person working a retail outlet at that time, I think, was making $22,000. He I pay the average person $27,000 my employees $27,000 but they have to be in a player, and he has something that these techniques to find them that Donna will share with us, the B players, he said. Those people get $22,000. That's a $22,000. Therefore, one a player is equivalent to $66,000 that you'd be spending to get the three B players, and you couldn't run the bad math. Now, when it comes to D Player, you might be talking about $1,000,000. Here you have when you want to get the best employees in the world, the best contractors. There's no question about paying a premium because they deserve it. But the return you get is the best value in the world because they perform. It's such a great level. The key, of course, is identifying a players. So the rest of this presentation we're and talk about how to get employees that every players get contractors that are a players, how to get part timers airplay players how to get the most out when they're on board. And with that, I'd like to invite up my colleague here who's taking down notes she's seen before like I Oh my God, this is great. Dying. Feel good? You take it from here. I'll take it from here. Okay. Thank you. Like a recent study shows that Onley 29% of all U. S employees are fully engaged in their work. OMG. That means that more than 70% off all employees are less than fully engaged and the actual number of employees those those d employees that are completely disengaged more than 1/ those air really mind blowing numbers for me. If engagement equals productivity, just think about how much productivity is being left on the table. So as business owners, when you hire, you want those a player's right, you don't you don't want the BC, and certainly you don't want the D players. They're costing you money because they're not engaged and they're not being productive and they're not working towards your mission. So the question we ask is, how do you hire a players? Can you Can you hire a company full of a player's Well, clearly, the container store knows how to do it. And we are going to talk to you now about how you can do it too. But let's back up a minute. How many of you here today and I'm sure also out in cyberspace are actually solo business owners? You currently have no employees at all. Okay, almost everybody here in the studio. And I'm sure ah, large number of you out in cyberspace as well. So before we talk about how high rate players, I'd like to spend a few minutes talking about why you should hire at all and how you know when it's time to hire. So first of all, imagine what we talked about earlier when we talked about system ization. At some point, you're going to grow to a size where you need help if you're going to grow any bigger. Um, and so what you need to do is bring on somebody to do as Mike said the right jobs. So somebody once said something. A very successful business owner once said something that really, really resonated with me and stuck with me, and this was years ago. When I still think about it, she said, I only do my genius work everything else I hire somebody else to dio. So think about that. Every one of you started your business is because you have genius work that you want to share with the world. But where do you spending most of your time doing a lot of stuff That's not your genius work. And I recently heard another very successful business. Owners say something else that I thought was really smart, she said. I never do anything myself as a business owner that I can pay someone else $10 an hour to Dio, and I'd like to do a little math similar to what might did before. So let's say that you have work that needs to get done, that you could pay someone 10 or $15 an hour, depending on what part of the country livin. It could be filing an administrative work. So let's say you're doing $10 an hour work. Does anyone here actually charged by the hour having hourly rate? Yes, what? Someone throw out an hourly rate that you charge 125 okay, $125. Okay, so if you subtract $125 from 10 Okay, I'm a little math challenged. I think it's 100. I'm pretty sure it's 115. All right, now, you know. Okay, $115 is what you're losing per hour Every hour that you spend doing $ an hour. Work is what you're losing now. How many of you it said? Oh, but this is really easy. I don't need to pay someone else to do this because I can do it myself. Anybody just just show me. Have you said it okay or thought it? The truth is that if it's really easy, that's exactly why you should be paying somebody else to do it. Because that's the work that you can easily show somebody else how to dio. And then you can go on to your genius work the work that has to be you, the work that you were born to do. So almost everybody here is a solo business owner and hasn't hired anybody. There are a number of reasons why business owners don't hire, and I also recognize that at a certain stage. If you're a startup, you're not ready to hire yet, But I love it. If if the audience here and the audience online would give me some reasons why you're not hiring it can't afford it. Number one, OK, one can't afford. You have to manage them. Yes. So it's kind of a control thing. Like maybe you lose control. Takes a long time to get people on. I have speed. Great time. So you don't have space? Physical space. Okay. Okay. Does that come with lose control? Or is that under lose control? OK, lose control. Trust. How about no one else can do it the same as me? Does anyone have that one saying that online? Okay. Their name isn't attached to it. It's my name. Right? Okay. No one else can do it. I hope there are no more because I've run out of space. Is there anything else coming in online or is that pretty much it? It isn't but one that's slightly interesting. The same the time it takes to actually hire. By the time I got to the hiring process, I could have done it. Yes. So that falls under time. I think because the hiring process and then the training process, right? It takes time. Okay, so I can't afford it. I think we have actually shown here that you can't afford not to, but okay, I understand this is not actually physical money in your pocket, right? It's not. It's not like, Oh, if I do this suddenly, this $115 is going to show up in my pocket. But what will happen is you're going to free up your time to do the work that grows your business. You have to use your extra time to grow your business. So if having somebody else 10 hours a week take busy work off of your plate means that you can have 10 more hours where you're getting paid $125 an hour. And I know that's not entirely realistic. You may be doing work that doesn't necessarily bring in direct money, but maybe it's marketing work or it's work that is serving your top clients. Yes, Mike, that many entrepreneurs get stuck in this gap of transition, they say, Okay, I gotta hire someone. But what I do with my own time. Yeah, and they don't you know it takes a period of time for them as the entrepreneur myself to figure out what's the next level stuff I'm gonna play is that gap? That's very scary. It's is easier just to keep doing the work because I need some busy. Yes, yeah, and it's true. There could be a fear factor like, but if I don't have the work to dio from paying someone else and I'm not doing anything, however, what will happen is the same as what you just talked about filling up the plate, filling up your time. You will absolutely say, Wait a minute. Now I have time to do that project that I didn't have time to take on before or now. I have time to pursue these clients that I have been on my list, but I haven't had time to pursue those prospects, and you want to be very deliberate about it. You want to make sure that when you're when you've got somebody doing the work that you've been doing, that you don't take the time to go out to lunch and, you know, go shopping or something like that, you know? And I think as business owners. We all understand that. So and I'm not saying the other thing about can't afford it. I'm not saying that it's solo business owners. You should run out right now in higher five full time employees. Start small, start small, start with something that you can't wait to get off your plate. So, for example, I'm just wondering, like how many of you do the shoebox accounting? OK, do you understand what I'm saying? Like you throw your receipts in a shoe box and kind of similar to what Mike was saying. You kind of peek at your bank account every week or every other week. Start with a part time bookkeeper. Chances are they're not going to need on a lot of hours a week or start with a virtual assistant the time you're taking up trying to schedule appointments. If you add all of that up, that could be many hours in your week. Um, so there are a lot of ways where you can start small and build up, lose control. That's very riel. What happens if I hand over functions to somebody else that I've had complete control over? Am I going to lose control of my business. You could if that's what you did. If you just hand it over to somebody, we're going to talk about this a little later today. But lieut. Keeping control of how things were done in your business. It all has to do with systems how you develop systems and you want to make sure that no one person in your business is the only person that knows how to do something. I've heard this from a lot of business businesses. Oh, Joe ever leaves. We're in big trouble because he's the only one who knows how to do this jury rigged computer system that he's done and we don't Nobody else knows how to do it. That's very bad. If Joe leaves and inevitably he he will. You don't you're gonna have to have someone come in and figure out his system. So we're going to talk in a little while a little more about how you can set up the kind of systems that number one. Make sure that you can always know what's going on in your business, and that the person that you hired to do that job isn't the only one that knows how to do it, so I'm not. Yes, um, having added a partner who had to learn how to do shipping, shipping mean, um, they would make the mistakes. I said that we're gonna happen. You're gonna ship the wrong thing and we have that happen. And then you're gonna not, you know, all these kind of things. So just as I was coming in here, there was something that was shipped wrong. So now I have to put out the fires of the mistakes. So how do you deal with their honest mistakes? And the customer understands. But that's the losing control. And yes, I would have made mistakes, too. But you can accept your own mistakes sometimes better than you can someone helping it. What we really recommend is a standard operating procedure document, and this is it's time consuming. I am not going to pretend that it's not time consuming, and it's not even that thoroughly that much fun. And we'll dive into this a little more. However, if you get in the habit, it becomes a routine. And what I mean by that is in the beginning, if you don't have any of your systems documented. You're going have to spend some time documenting those systems. But then, as you go along, anything that you're going to do again in your business, whether it's you or somebody else doing it, you make sure that somebody is writing down, step by step, how to do it. And I'm presuming that in your head somewhere you figured out how not to make those mistakes. You've got a system that's all up here that allows you to do this correctly. You get that down, I say on paper, but more likely, maybe it's someplace central online where everybody in your company can access it and then you have a system that somebody else can follow. Specific strategy with Hedgehog Weather Works, a company reference. Yesterday we took a technique because they ship a lot also from the supermarket industry with self check out. And we figured out is that if a price if there's a certain price amount, it typically represents a certain number of items. Therefore there's a certain weight, so what we do is we match the pricing of the shipping to the weight of the product. And if there's an anomaly, if it's way off it raises a red flag, huh? There's not enough stuff in here or is too much. And we look and inevitably, that catches about 70% of the errors just by weighing matching to price. So there's little tricks like that. And another thing I would recommend is if there's certain errors that happen over and over again. You haven't figured out how to avoid them. Have a standard operating procedure on how to correct them. So that doesn't necessarily have to be you correcting it either. Okay, Thank you. Okay, So that's that's losing control time. It is time consuming. What I would have you think about is when we talked about the 10 10 10 rule two modules ago and we talked about Okay, When you're looking at a situation, what's going to be the impact in the next 10 minutes the next 10 months? The next 10 years, if you spend the time up front to create the systems needed toe, hire somebody and you spend the time up front looking for interviewing, hiring, training the right person, how many hours down the road is this going to save you? And that's really what you want to look at Is that time consuming today? Absolutely 10 months from now. What difference will that make in your business and in your personal life, how you spend your time in your business? OK, physical space. That's that's a great point. There is so much technology out there that there is there a lot of things you can do virtually. If you're thinking I need to have a physical space to hire people, I would say you don't necessarily want to start there. At some point you may get there, but if you're working from home and you have no room to bring somebody into your into your home office, then think about what you can give someone else that can be done virtually their virtual. I know people who use virtual assistance from all over the world. They're not even necessarily in this country, but they're the right assistant for them, and they and they do the job. I've never actually met our bookkeeper in person. I mean, Mike has, but I'm the one that deals with the bookkeeper on a regular basis for our business, and we do almost everything via email, so there are lots of jobs that can be done virtually now if it's something physical, like all the merchandise is in your one location and you're hiring someone to pack the merchandise. Obviously, you have to have space to bring somebody in. But at some point, if your business is growing, you will get and you need, ah, physical space to have more than just you, then that the business is going to have to support that. No one else can do it like I do it. That is also something that we are going to talk more about when we talk about system ization. But again, it goes back to what your genius work and what's not your genius work. And then you have to think about the things that are not your genius work. But you have your kind of way that you like it done. Sometimes it's really just about showing somebody the system, how how it gets done. But sometimes it's also about letting go a little bit and saying, If this is my ultimate goal, this is This is the result that I want you give and it takes a lot of self control. You give someone else the space to do it at their way, and you can say to your employees, Here's how I do it here so I'd like you to do it. But if, as you are performing this function, you find a better way to do it. By all means tell me this. By all means. We want you to do that. We would love you to be constantly improving on our processes, and every time they change something and they improve on something, it goes into your standard operating procedures. And this is how you begin to systematize your business. Because what happens is if you've got everything in a standard operating procedure, let's say let's say you have to assistance and you've got a big launch of a new product coming up and everybody's got their assignments and everybody's working along. And then something happens to one of your assistance. She gets horribly ill and she can't work. Or she decides I'm done with, you know, the modern world, and I'm moving to the Congo, you know, whatever it is you have to be able to pick, have somebody else be able to pick that up and keep going. So this is it it's really important to be ableto to see the necessity for bringing other people into your business. OK, any questions about about Joe here is just This is a thought that maybe solution saying the dollars, talking about hiring employees. But why not hire temporary contractors to do the odd jobs? Maybe for just once a month? Yeah, exactly. So that's what I meant when I said start small higher. So our bookkeeper doesn't work for us full time. She works a couple hours a month. Virtual assistants, some. Some may want a monthly retainer, but it's actually pretty easy to find virtual assistance that will work on an as needed basis. So maybe you start out two hours a week or something like that. It's a fabulous way to start. And I would say most solo business owners would do that absolutely before they would jump to a full time employee. Okay, Anything else? OK, great. So that's why you Why you want to hire So how do you know when you're ready to hire? Um, you know what? I'd like to ask you guys. What do you think is a good time to hire? When do you know when it's time to hire. You can't do it all anymore, right? When you can't do it all yourself Here, I'm gonna write these down. OK, so what are the symptoms of that? Are you working 23 out of 24 hours a day? So okay, working too much. Anything else working on the wrong things to right? So, in other words, we're spending your time doing the little things and not focusing on the big things. Anything else? Maybe. Are you turning down good opportunities? Because you don't have time to take them on missing anything coming in from online or very similar to that. Chris is saying when you have projects that you simply can't get? Yes. Yes, exactly. You know, you've already got the project, but you can. You can't get Teoh projects not getting done. Not done. Okay. Anything else? All right. I think this is a pretty good list. These air these air those symptoms. When your business has grown to the point where these things are happening, it's time to consider bringing on some help. Okay, so now, now we've decided it's time to hire help. How do you find those eight players Well, the first thing you have to do is you have to You have to know where to look, right? You have to know where to look. Um, and they're actually, I think there's really a three step process to hiring a player's number one find and hire the right people number two. What was number two? Well, number three was Oh, I'm sorry. Number two has put the right people in the right job because the right person in the wrong job is just as bad as the wrong person in the wrong job. And number three is create an environment that supports their success. Sounds simple rate. No, no problem. Actually, we have some tools that will help you do that. I'm sure at this point you're not surprised. And in a just a couple minutes, we're going to show you some of those, um, my colleague, Dr Sabrina's Schleicher, who has actually been in the chat room. Doctor Sabrina. She is a hiring an employee specialist, and she actually has shared with me. She is a list of about 20 great places to find a player, employees, and actually, I'd like to hear from you all and people online if you have any great secrets about where to find great employees, and I'm going to share a few with you, if you want Dr Sabrina's entire list, you can go to her website, which is tap the potential dot com. But if you go to her website and email her from her Web site, there's a contact me form and say, I'd love your list of top 20 places to find a player. Employees, she said. She will be more than happy to send it to you. But what I learned from her is that there's some really cool places that you can find really great employees. Did you have something you wanted to add? My body? I feel your thing. I placed refinery employees. I find that wait staff could be amazing, because when I'm looking for a sales person, customer service project management use a lot of interface with customers and often wait staff is the best. People make great sales people. Great waiter could be a great that's really interesting. Another place to look is linked in groups, so I know a lot of people use linked in to make contacts, but if you If you go into the groups that are appropriate for for the job that you're looking to fill, you get a sense of who's in there who may be looking for work. Or maybe they're not looking for work, but you you could hire them away. But you can get a sense of who these people are before you actually speak to them. Another, which I think is a really great resource, is network with other business owners in your area, because think about it when you're interviewing for a job. In other words, when you're interviewing people for a job, you might meet with several great candidates, but you only hire one if you stay in contact and network with other business owners, you can always go to them when you want to fill a position and say, I'm looking to fill this position. Have you recently interviewed anybody who you thought was really great, but they weren't quite right for your business and you didn't hire them? It's a great resource. Another place to look is mergers and acquisitions happen all the time. Companies merge, and when companies merge, people get displaced. The one part the reason for the merger is they have these economies of scale, which basically means that if you this person here in this person here do the same job, one of them has to go. So a lot of people get displaced in mergers and acquisitions. And then sometimes people just leave because the corporate culture changes and it's not the right fit for them. So if you see that any mergers and acquisitions have happened in your area, it's also a great place toe content. Start contacting people and see if you can find some people there. Everyone in the chat room, they're just getting excited and they're all helping saying exactly the same thing. You know, right after you there saying the same thing. That's terrific. That's another place. That that is really a great opportunity is to go to local colleges, universities and trade schools and consider offering an internship. It's a little bit of work for you, however. You basically get to test drive this person before you decide to hire them and they get to test drive you, yes, going on that I also I have people ask me quite frequently how I get such great interns because I get usually business competition type of students like the really overachieving universities. It is to be my interns, and the way that I find them is whenever I have a speaking opportunity that is at a conference that's being placed out of university. Usually, all of the volunteers for the conference are students at the university. So I talked to them when I'm there at the conference, and I say I'm always looking for interns and they always usually come up to me because they're the real overachievers There, there at a conference on the Saturday so that they can meet business people and potentially get a job. Yeah, exactly. They're looking for a job. They're looking for good experience. If you can give them good experience that they can put on their resume even if you don't hire them, it's really a win win situation. Anything. Anything else that anybody has thought of. Suggestion here. I actually agree with this, but I know a lot of people in business don't and it's actually from our friend Putin. I'm on what interview, interview and Mawr interviews, find those applicants and funnel them, and I I agree with that. But I know off a lot of business owners just say no, I don't have time to interview people. You know, I've got to focus on building the business. I'd love to hear your opinion. Well, actually, in a couple of minutes, we've actually got an interviewing tool that we think is helps you to really weed out the people who don't belong in your company and very well. I'm not going to say quickly, but it's a system that allows you to easily figure out who's a good fit and who's not. But it is a process. It's true. It is time consuming. But think about the time that it takes. If you hire the wrong person, they're they're wasting your time and your money because they're not doing a good job. Eventually, you'll you may let them go. And if you don't, you're not getting the productivity out of them that you really should be. And if you do let them go, then you've got to go through the process again. Turnover is expensive, so hiring, taking the time to hire the right person the first time is actually, um, time wealth pent up front. So eso now this actually brings me to the next topic, which is how do you know who's the right person for the job? A lot of business owners make the mistake of looking for the person with the best experience who's got the most experience at this. Do not do not do not make it all about experience. Does experience count towards something? Absolutely. But as you recall yesterday, we spent a lot of time talking about your business mission and your you know, your sweet spot and your unique offering. You need employees in your business who can get behind your mission who share your immutable laws. This is so important. This is where immutable laws come back into play. If you're hiring somebody who you wouldn't want to sit down like at a dinner table with, you're going to have a problem later. You know, if you're saying well, how they're really good at what they do. So I'll put up with you know, all the things that bother me. There's going to be friction down the road, so you want somebody who shares your values and shares your mission. Mike and I have a client that actually we love going there because the owner of this company has a really strong mission. And when we started working with them, we actually interviewed all their top key employees. And I was blown away that every single key employees that we spoke to shared the same purpose and mission. And this is a company full of engaged employees because they are all 100% behind the mission of the company. Um, so So that's a mistake I wanted to avoid. From there. We have interview tools, obviously toe help you hire the right person. But what do you do once they come in? What happens if maybe you hired the right person for your company? They have the right enthusiasm. They're engaged. They're behind your mission. But maybe they're not quite in the right position. Well, we have a tool called the rule chart, which is a little different than a traditional organizational chart, which will help you make sure that all of the great people in your company are doing the jobs that they should be doing. So, a to this point, I'd like to ask if there any questions, and if they're not any questions, then I'm going to call might back up, and he's going to show you some of these tools coming in from online from Tory, Doe says. On your task lists, interviewing would get a little infinity symbol. Yes, kind of wanting some confirmation of that. Yeah, I think so. Because it's a system coming up. Yeah, it's a system that is ongoing for your business, and it's something that's going to be supporting your business to systems. There is the system of interviewing, which will share a base premise for technique for that. And then this employees represents something that is perpetual. You don't have to do anymore, so it's totally an infinity symbol could take it from here if you want. Okay, so what if your what if your immutable law was started? The smile, You know, in the photography business, like you want your employees to show up and just show that energy so conveys your customers. You can't teach that to people. That's why I love this quote so much he can't teach employees a smile. They have to smile before you hire them there. Certain intangibles that we cannot train, and in fact that's what we should be hiring for its The skills that Donna was talking about is the only thing we can give to people. Experience is the only thing we can train our employees on. We cannot give him attitude. Energy intelligence are immutable laws, our values, our mission. Therefore, the key premise to interviewing is seeking those intangible elements, identifying them the skills. If someone's intelligent has the right attitude and they want the same mission, is you giving them the skills relatively easy. Probably pick it up very quickly. Ironically, sometimes it's the most experienced employees of the most challenging in my own company might have my computer systems integrating company. We would set up servers. He's big wells back them called Novell. But nowadays would be Windows and T systems or tooth Windows 2000 servers. These big boxes very complex stuff. And we said, Well, we gotta hire people that know how to do this and when they come on board would say, Well, just set up to make sure you do X, y and Z and they'd say, Well, that's That's not how you do it. I already know how to do it. I have experience and we'd have unwind all the things they did to fit with our sister. Our company operates, and then the re butting heads. It's too bad most employers. Most entrepreneurs hire people just because they want experience. They want people with experience just to take care of it. No, that's what we can give them so real quick. Before get to the interview process, how do you get people in the door that are the right fit? There's a real quote cool method called the Inoculation method, and this is what you dio, um, when you run your ad, if it's on Craigslist or when you're telling people in to share the word and spread the word around, tell them the real dirty side of the job. Like, you know, say, you're looking for a guy. If you're gonna be a rock stacker, that's like your prison. But you need someone to get all the boulders and stuff there for you. That'd be a great task toe. Hire an outsource initially to get someone to collect the materials that you need to produce this art. Well, the typical ad says fantastic job outdoors. Sunshine all the time will be high fiving, making beautiful or the reality is going to cutting up your hands or price smash your thumb a few times and scream the biggest curses you ever screamed. You may throw out your back. It's gonna be painful, grueling work, and you will at moments have fun. We're gonna have laughing out loud moments. We have crazy moments from admit magic together at times, but it's tough, tough work. That's the inoculation. If you tell people in the advertisement the reality of the job, the tough side, a couple things happen. Interestingly, studies show about the same number of people who apply. But the real magic happens that the people that are applying have a better sense for the job. So you get better qualified candidate from the get go. But the most amazing part is the people that you do ultimate higher have been inoculated that got their flu shot. So when they get their thumb crushed, they're not like where's the magic clouds and stuff you promised? They're like you said. I crashed my thumb, and I did. That's called the Inoculation Method. Tell people the brutal, honest reality upfront. Um, what is one thing I want? So that was it. That was the main one I wanted to share. Um, that is what is one more. And then I'm going into the role chart. Zappos came up with a cool method to when they bring people on board. They hire someone on board, they interview the person, they only share the interview process a minute. And then they say, Um, we really like you and we really want to bring you on board. But before you decide if you want to come on board, we like to offer you $2000 toe leave right now because if you don't think this job is the right fit for you, we don't want you either. And we want to make sure we leave on good terms. They offer people on the first day of official employment money to leave. Some people leave. And Zappos is thrilled that it only cost him $2000 then six months of employment in severance packages. And someone didn't work out from the get go. Zappos is really thrilled when someone says I'm gonna pass up on $2000. I'm gonna take this job and their seed is planted in that employees or contractors, mind that I've passed up money because I'm committed to this. It affirms their commitment. Inoculate employees during the ad you run and make him an offer toe walk away. Right now, it doesn't have to be $2000. It could just be some kind of demonstration. Maybe it could be something else besides money that hedgehog. We started doing this to its $500. If you work in our factory or of a little shop, it's $500. If you decide to leave right now and not take the job and no one's ever done that every state, it makes a big impact.