Ep #123: Hiring in the Post-Pandemic World

 In Podcast

In this post-pandemic world, if you’re having a hard time finding good talent, and nobody’s coming to the interviews, or those who do come aren’t the people you’d hire – listen in folks. Don’t come at this from a place of scarcity. Regroup and rethink the way you hire. This is about making your work environment the one that everybody wants to work for, and I can help you do that.

What you’ll find in this episode:

  1. Vital lesson – you can do anything.
  2. 2020 was the “what if” year.
  3. There are really talented, ethical, honest, good people who want to work. You just have to attract them.
  4. How you hired people 16 months ago probably needs to change.
  5. Do you have an appealing, exciting, interesting, worth it place to work for the people you want to hire?
  6. Be careful about slipping into certain belief systems; then you don’t invest in opportunity.
  7. How to be more competitive as an employer? Employee niche, vision and values, job description, compensation – this is all work I do in How to CEO with my clients.

Featured on the Show and Other Notes:

  • If you write a review of my show on your favorite podcast service, I’m going to send you a beautiful, white, embossed How to CEO journal as a thank you (sorry, we can only mail them in the U.S.). Take a screenshot of that review and then you can share it on Instagram (tag me @krisplachycoach) or you can email it to us at hello@krisplachy.com.
  • How to CEO – register during the month of June and you’ll receive the Empathic CEO course for free. Go to howtoCEOregister.com. All the information is there, and you can schedule an appointment to chat with my client engagement director, Amy.
  • Come connect with me on Instagram here or on Facebook here.
  • Let me know what questions you have or what you think at hello@krisplachy.com
  • I’d be honored, if you find this podcast of value, if you would write a review. Then DM me on Instagram or Facebook or email me at hello@krisplachy.com and let me know it was you. Then we’ll send you my favorite books list!

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Podcast Transcript

Hey, I’m Kris Plachy, host of the Lead Your Team podcast. Running a million dollar business is not easy, and whether you’re just getting started with building your team or you’ve been at this for a while, I’m going to bring you honest, specific, and clear practices you can use right now today to improve how well you lead your team. Let’s go ahead and get started.

Hello. How are you? Welcome. I’m so happy you’re here. I hope your life is good. How is your life? It’s been such a beautiful summer. I’m just so happy, I feel like I’m emanating it just to be able to function in the world in another way. I’m an extrovert if you couldn’t tell, so I’m a little bit of an energy vampire. I suck it from y’all, and when I can’t be with people, it’s rough and I know that’s rough on millions of us. And then there’s other people like my daughter, just loves to be home and so she’s been fine.

Anyway, welcome today. I want to talk to you about something I think is pretty important to talk about, and we’re going to talk about hiring, post pandemic hiring. I also want to remind you that I am giving away beautiful How to CEO journals for anyone who writes a review on this podcast, and you just have to write the review, share it with us, take a screenshot of the review. You can email hello@krisplachy or you can post it on Instagram and tag @krisplachycoach. Either way, we need to know who you are, we need to know what your name is, and we need to know your address so we can send you this journal.

We have a limited supply so we’re only going to be doing this for a few weeks. So if this was something that you would love, I would love to get it to you, and we’re only going to be able to send them to the US, so I do apologize to my Canadian and Australian and European listeners. I think you understand that, but nonetheless, I do apologize. Someday. When you join How to CEO we send you the things and we have lots of fun merch that we give our clients so that’s fun.

Anyway, so yeah, please write a review, send us a screenshot, hello@krisplachy, or post it on Instagram. Your reviews really do matter. One of the things that I consistently hear from my clients and listeners is they didn’t know someone like me existed. They didn’t know that the work that I do was work. So many leaders, people running companies, are out there really struggling with the very thing that I know you tune in to get help with every week, and that does, it kind of breaks my heart to hear that. Like, how do you not know? And yet most people don’t know. So I just want to help more people know, I guess it’s what I’m trying to get at with that, a sloppy introduction. So if we can help more women know that there is a place to come and there are resources available to them if they’re struggling with the team and making these tough decisions, I know the world will be a better place, right?

My vision is to prove the power of one thriving woman. When you thrive, the world thrives, everybody who touches you is better off when you are thriving. So let’s help more people know about it by writing those reviews. And I would like to thank you for doing so.

Okay. So let’s talk about hiring post pandemic. I want to take you back. I had this conversation with my clients in an office-hours call this past week, and I just think it was a powerful enough conversation that I wanted to bring it here to this podcast. So I know a year and two, three months ago, March 13th, was the day the world stood still, at least it was for me. That was a Friday. It was Friday the 13th. I was supposed to be going to a business conference that was led by Brooke Castillo. She had to cancel it. She had, I don’t know how many hundreds of people coming to Dallas. People are on the tarmac; people were in the air. It was just one of those mayhemic days, and we felt it everywhere. That wasn’t just an isolated. That’s when the NBA closed, that’s when there were girls in the hotel lobby that I was in or the elevator, and they were all there for a basketball tournament and a national competition and it got canceled.

Anyway, it was just that kind of a day, the world stood still. And then we just sort of went to work. And I remember that was the conversation I had with Brooke that day. I went to her house instead of her having this conference, and we just spent the day together talking about what this meant and who we wanted to be and how we wanted to take care of our clients and that we were made for this moment. So we stepped in and in our own different ways, we all did the work.

And I’m really proud of how I showed up and how my clients showed up for themselves over the past 16 months. I don’t have any other word for it other than magic-work, hyphenated, magic-work. Because it was a hell of a lot of work, but there was some magic in there. Because 98% of my clients actually were more successful last year than they were the year before. And there’s a reason for that, and so I want to make sure we don’t forget a vital lesson that we learned over the last 16 months, and that vital lesson is that you can do anything.

The pandemic, as far as a business, and listen, there are so many implications and ramifications of this pandemic, and I would love to address them all. I can’t. I’m going to address the one that’s related to you as a business owner. Just this finite little space right here. But here’s what I know for sure. That pandemic was the what if year. You know how we all have that kind of oh god, what if the supply chain breaks? What if the banks close? What if the… what if none of my customers can leave their house? What if I can’t prepare my business? What if I have to shut down for six months, 12 weeks, whatever? What if? We had our what if year, y’all. We had it. And you rallied.

And if you haven’t taken a moment to just be proud of yourself, then can you do it right now? Take a minute. I know that you worked your you know what off. You know how I know that more than anything is I’ve decided to do two Hawaii retreats. I did one in March, and I just planned another one for September. You have to be a client to be invited to these by the way, but they both sold out. The second one sold out faster than the first one in like five days. You know why? Because y’all need a break. You’ve worked so hard. I get it. So do I.

But listen to me. So now we’re post pandemic, theoretically, in the US anyway. We’re getting out of… We’re starting to wake up., It’s like I’ve said before, I feel like we’re the little munchkins in the Wizard of Oz movie and they’re all come out, come out, wherever you are. They’re starting to come out of their houses. That’s kind of how I feel like we are right now. Some people are running and skipping and dancing and other people are a little leery, like, wait, is there still a wicked witch out here? I’m not sure.

But we have other problems now. We have a workforce. Some people have had… I would venture to say, millions of people have had epiphanous moments where they’re like, “Yeah, I’m not doing that job anymore. I’m not interested.” And they’re not. They’re not coming back to your business. We have other people who are getting paid more money to not work, to stay on unemployment. Okay. We have other people who have chosen to go back to school, have decided to move. Have you tried to buy a house lately? It’s ridiculous in the US. I wish I could just sell mine, but then I’d have to go buy one somewhere. We are in transition.

So I’ve had a lot of clients who are really frustrated because they can’t seem to find good talent. Nobody’s coming to the interviews. The people who do come to the interviews aren’t the people they’d hire. The people who they do book interviews with don’t show up, and this tends to be the people at the lower wage rate. So let’s call it like under 25 bucks an hour, hard to find manual hourly people. For some people that’s the issue. Not everybody’s having this problem. Just like not everybody in the pandemic went belly up. In fact, most people didn’t go belly up. Why? When we were faced with a pandemic, we had a choice. We had to make a choice. We’re either to just decide, okay, that’s it, throwing our hands up in the air, I’m out. And some people did and that’s fine. Or other people said, “No, no, I’m going to make this. I’m going to figure it out.” And they did and that’s fine too.

You have to make the same decision. So if you are sitting there right now and you’re telling yourself, it’s really hard to hire people right now, it’s really hard to find good people right now, nobody’s showing up, it’s really… I can hear you because I hear it from my clients. I want to invite you to notice, first of all, that that way of thinking will not generate quality candidates. You are in scarcity. You are in fear which makes you feel helpless and desperate. I want you to be asking different questions.

So the workforce has changed, the needs of the work of the people you used to hire have changed, because here’s what I know to be true. There are really talented, ethical, honest, good people who want to work. You just have to attract them. But your story that there’s no good people and the only people who show up are flakes, guess who you’re getting? And you’ll keep getting it.

So the first thing is you have to make a decision. If you rallied during the COVID, then I know you can rally during this. Don’t play at that low vibration. Don’t fall into the trap of believing that you’re a victim of a bad labor market. Be careful. That’s very insidious, and you guys can all agree with each other and kvetch about it and then before you know it, we’re making it be true. Most people want to do good work in the world. Most people, not all. Let’s stay away from those people. Let’s focus on the other ones.

I have some clients who have the opposite perspective. I cannot… I get so many good quality candidates, I don’t know how to turn them all away. I’m never short on finding great people. Why? What’s the difference? The market? No. The type of job they’re hiring for? No. The state they live in? No. No. It’s your decision. Now, how you hired people 16 months ago probably needs to change. What you do to attract people that you want to have in your business probably needs to change. How you post jobs, what you call jobs, what you pay people, how you interview, how you incentivize people, how you focus on driving referrals for people, how you bonus people, do you have a retention strategy? This challenge right now is forcing you to look at your own processes.

This isn’t about the labor market; this is about is your place of employment a place people want to come? Is your place of employment interesting and more fun and more opportunity than sitting on their couch? Have you just become kind of the place where people can say they applied for a job and then they submit it for their weekly unemployment check? You have to up your game here, my gorgeous mama. That’s the invite. This isn’t about waiting for unemployment checks to run out or for some other system to be different. This is you deciding do I have an appealing, exciting, interesting, worth it place to work for the people I want to hire?

And this is why I do all the work I do with my clients. What is your vision? What are your values? What do you expect of people? What do you want this culture to be? A lot of us have a passive culture. Culture is created all the time. Most of us are completely oblivious to the culture we have created. Maybe it’s time for some re-evaluation, but playing victim to a circumstance is a no. Do not fall in that trap because you already rallied through the toughest part. You kept this business alive during the pandemic. Do not fall victim to this story that there’s no good talent. There is lots of talent, plenty.

I was talking to a business owner the other day. She is opening up another location. And I was like, “Oh, I’ll go take a look at it over the weekend.” And she said, “Oh, we’re not open yet on the weekend. We don’t have anybody to run it. It’s really hard to find people right now.” And I said, “Oh my gosh, I have two 16-year-old kids who would love to work. They’re trying to find a job. They can’t get a job.” And her reply was so interesting, and I understand her reply, but I still found it interesting. She said, “Oh, but they’re just looking for summer work, right?” I’m like, “Yeah. But they’re strong and they’re smart and they’re lovely, friendly people, and your store’s closed. You’re not making money and you could.” So that kind of thing is shutting down potential for her. Do you see that?

You’ve got to watch yourself here. You slip into these belief systems and then you don’t invest in opportunity. Be careful. Just because kids are summer workers. Listen, I can only imagine what it’s like to manage a bunch of high school students, so I have a lot of sensitivity to that, but I also like to make money. And if that was the way that I could get it, maybe that’s the way I do it right now. What are you willing to do? You’ve got to up your game. This is on you. This is not on the government, this is not on the pandemic, this is not on whatever. This is you doing the work, making your work environment the one that everybody wants to go work for.

How do you do that? How do you get more competitive as an employer? You have to know your employee niche, you have to know the kind of person you want to work there. You have to know what your vision and your values are. You have to have a really great job description. You have to think through your compensation. How you paid people before may not be how you pay people now. These are very important things to think about, and this is all work I do in How to CEO with my clients.

So if you’re not in How to CEO and you are ready to be, this is a good month to do it. If you join right now, I’m also going to give you the Empathic CEO course, which is such a labor of love. I love this course because it’s so validating. If you are an empath, trying to navigate the pandemic and post pandemic world has been a rip-roaring blast. So I have some tools and support for you in that course. But mostly we’ll work together every week live. Let’s do this. Come on. Either way, whether you start with me or not, listen, you’ve got a little work to do. Don’t blame the circumstance. Step up, get some new eyes on your business. Create a new plan. You’re in control here. Hire from abundance, not scarcity. It’s a game changer.

Okay. Thank you. If you’re ready to join How to CEO, you can go to howtoceoregister.com and you can either register right away or you can book an appointment with Amy who is our amazing client engagement director, and she will answer all of your questions. And don’t forget to write that review and we’ll get you an awesome How to CEO journal. Have a wonderful day.

One more thing before you go, in a world of digital courses and online content, I like to work with my clients live because I know that when you have someone you can work with, ask questions of, and meet with, you’re so much more likely to get the success that you want. So head on over to howtoceolive.com to learn more about our very exciting, very exclusive program just for female entrepreneurs. We’ll see you there.

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