THE THOUGHTFUL ENTREPRENEUR PODCAST

1751 – A Guide to Hiring the Best People with Ryan Englin

In this episode of the Thoughtful Entrepreneur, your host Josh Elledge speaks with CEO & Founder of Core Matters, Ryan Englin.

Englin wide

Ryan emphasized the importance of having the right people on your team for business growth and success. He pointed out that the hiring environment has drastically changed due to the pandemic, with job seekers now having more options and seeking workplaces where they feel valued and belong.

According to Ryan, entrepreneurs can attract and excite potential employees by offering them what they want. This includes a sense of belonging, meaningful work, and positive relationships with colleagues.

Ryan advised entrepreneurs to focus on being attractive to the people they want to hire rather than solely relying on higher pay to attract employees.

Understanding who the right fit is for your company and creating a supportive and enjoyable work environment are key factors in attracting and retaining top talent.

Ryan cautioned against using the term “family” to describe the work environment but encouraged employers to adopt a supportive and caring approach towards their employees, just like a family would.

Ryan emphasized the need to create a process that removes these biases, such as using job ads and interview questions that promote diversity. He cautioned against promoting diversity without addressing biases, as it can backfire.

Key Points from the Episode:

  • Challenges of hiring and attracting great employees in the current hiring environment
  • Importance of having the right people on your team for business growth and success
  • Changes in the hiring environment due to the pandemic
  • Attracting and exciting potential employees by offering what they truly want
  • Focusing on being attractive to the people you want to hire rather than relying solely on higher pay
  • Understanding the right fit for your company and creating a supportive and enjoyable work environment
  • Value of diversity in the workplace and addressing biases
  • Economic argument for diversity and its benefits to a company
  • Ryan's book “Hire Better People Faster” and its intended audience

About Ryan Englin:

Ryan Englin is a dedicated advocate for the success of growing businesses, particularly in blue-collar sectors. Motivated by his father's experiences as a tireless owner/operator, Ryan witnessed the challenges these industries face in recruiting quality frontline employees.

Committed to finding a solution, he founded Core Matters, a company specializing in coaching and training to help businesses attract, hire, and retain top-tier employees.

Through his renowned Core Fit Hiring System, Ryan empowers small and midsize businesses to streamline hiring processes and swiftly bring in exceptional talent.

With nearly a decade of expertise, he has been instrumental in enabling business owners to achieve their goals by ensuring they assemble the right team.

Ryan Englin's passion lies in transforming companies by connecting them with the best-fit employees for sustained success.

About Core Matters:

Core Matters specializes in assisting field service companies in attracting, recruiting, and retaining frontline talent, utilizing their tried-and-true methodology, the Core Fit Hiring System.

The company is dedicated to enhancing the effectiveness of clients' recruiting endeavors, offering innovative and unconventional strategies to foster consistent growth for their businesses.

Whether you're seeking to optimize your recruitment processes or develop unique approaches to talent acquisition, Core Matters is a reliable partner.

With a focus on helping field service businesses thrive, Core Matters stands out as a valuable resource, providing tailored solutions to ensure sustained success in building and maintaining high-performing teams.

Tweetable Moments:

4:01 – “You have to go where you know the fish are or the people, and you have to attract them to your business with the things that they are attracted by.”

4:05 – “If you're not attracting good people. Just consider that you may not be attractive to good people.”

4:58 – “If you want to be able to hire people and compete and still be profitable and not overpay, you've got to give them the things that people want.”

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Links Mentioned in this Episode:

Want to learn more? Check out Core Matters website at

https://corematters.com/

Check out  Core Matters on LinkedIn at

https://www.linkedin.com/company/corematters/

Check out Core Matters on Twitter at

https://twitter.com/corematters

Check out Core Matters on Facebook at

https://www.facebook.com/thecorematters

Check out Ryan Englin on LinkedIn at

https://www.linkedin.com/in/ryanenglin/

Check out Rayan Englin’s New book “Hire Better People Faster” at

https://www.amazon.com/Hire-Better-People-Faster-Attracting/dp/B0CHD4LZJZ/

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Transcript

Josh (00:00:05) - Hey there, thoughtful listener. Would you like consistent and predictable sales activity with no spam and no ads? I'll teach you step by step how to do this, particularly if you're an agency owner, consultant, coach, or B2B service provider. What I teach has worked for me for more than 15 years and has helped me create more than $10 million in revenue. Just head to up my influence and watch my free class on how to create endless high ticket sales appointments. You can even chat with me live and I'll see and reply to your messages. Also, don't forget the thoughtful entrepreneur is always looking for guests. Go to up my influence and click on podcast. We'd love to have you. With us right now, it's Ryan Englin. Ryan. You are the CEO of Core Matters and you're the author of the brand new book. Hire better People faster. Ryan, it's so great to have you.

Ryan (00:01:10) - Josh, thank you for inviting me on the show today.

Josh (00:01:12) - Absolutely. Well, listen, this is a the reason I want you on this show is because you're talking about something that I think plagues a lot of business leaders.

Josh (00:01:22) - And certainly, I would say some of those earlier stage business leaders at the SMB level, because, you know, who we have on our team, I mean, truly, truly is the accelerant for growth in every aspect of what we do. We need great people.

Ryan (00:01:40) - Absolutely, absolutely. And so many companies, they put an emphasis on the key people or the leadership teams, but they forget that it's the people out there in the trenches doing the work, servicing the customer face to face with a customer. They're equally important, you know.

Josh (00:01:58) - So we're recording this toward the end of 2023, and I know there's been turbulence over the past several years in terms of things are a little.

Ryan (00:02:05) - Different now, finding.

Josh (00:02:06) - Great people. And I think we're absolutely hitting on a pain point. And you serve in an area where it has been a little bit challenging over the past few years. Can you give us maybe just a lay of the land of what the hiring environment is like today as of when we're recording this?

Ryan (00:02:23) - Absolutely.

Ryan (00:02:24) - So we're talking about the pandemic change the world for us entrepreneurs, especially when it came to to recruiting and hiring. Here's what happened. It exposed the fact that job seekers have options. They don't have to be stuck in a job they don't like. They don't have to be stuck working for an employer they don't like. They don't have to be stuck in something that doesn't pay well. They have options and it's open that up. The gig economy got super exposed during the pandemic, and these people that were in these frontline jobs, which is a lot of the work we do, that frontline hourly worker, the one dealing with your customer or making your product or delivering your service, those people are the ones that said, wait a minute. I can go somewhere, work someplace where I'm valued. I can go work someplace where I feel like I belong. I can go work for someplace that's more fun. And these options were exposed to them. And what happened is so many entrepreneurs now feel like no one wants to work and everyone's entitled.

Ryan (00:03:18) - They want all this work from home and all this other stuff, and it's like, no, they don't, but that's the only way they know how to solve for what they do want, which is they want to feel like they belong. They want to feel like they're doing something of meaning. They want to feel like they get along with the people they work with. All of those things are what they want. And so what they say is, well, the best way to solve that problem is work from home. Give me freedom. Give me all this because they don't know any better. And what we do is we teach entrepreneurs that there is another way. There is another way to attract people and get them excited about coming to work for your team. And and you can make it happen today.

Josh (00:03:52) - Wow. Okay, Ryan, I'm all ears. Tell me, how do we do that?

Ryan (00:03:56) - You know, one of the principles that we talk about in the book, and it's actually on the cover of the book, is this idea that we're fishing.

Ryan (00:04:01) - And when we think about fishing for people, what do we have to do when we're out fishing? We have to identify the fish we want. We have to bring the right gear. We have to bring the right bait. And ultimately what we have to do is attract them. We can't go out and look for people. We can't look for fish. We can't go look in the water there. I see some fish. It doesn't work like that. You have to go where you know the fish are or the people, and you have to attract them to your business with the things that they are attracted by. I say this a lot. I share some hard truths in our training and my keynotes. If you're not attracting good people. Just consider that you may not be attractive to good people. And so we have to really flip that on its head and think, how can I be more attractive to the people I want?

Josh (00:04:45) - So what is and I've heard I've had this conversation before, right where we think that the only thing that an employee wants is the most money that they can get.

Josh (00:04:56) - Sure. And how would you address that?

Ryan (00:04:58) - Enough money numbs a lot of pain. And that's really what's happening, is you almost have to look at higher pay as a way to bribe people to take the jobs that nobody wants. And that's really what's happening. If people don't want to work for you as an employer, if they found that your culture is a little toxic or that you're not a good communicator, or you don't have an effective training program, or you don't make people feel like they belong inside your company, they'll take the jobs, but you got to pay them for it. That numbs the pain of it not being the job that I want. I promise you, there are people who go home and go, I hate my boss. I hate my job. I hate the stuff that we do. But boy, I get paid good money. Those people aren't going to leave. But that's the reality. If you want to be able to hire people and compete and still be profitable and not overpay, you've got to give them the things that people want.

Ryan (00:05:50) - And so when you take an employee first approach to recruiting and you think about what the employee wants before you think about what I want as the entrepreneur, as the owner, you can give them so much for so little. Like you don't have to invest a lot of money in some of the things that people really want in a job today.

Josh (00:06:09) - And so what would be? And again, I'm sure that you talk about this in great detail in your new book. It's on Amazon. It's everywhere. Again, it's called Hire Better People Faster. But what would be some of those other things aside from just pain? If let's say we say listen, budget wise, I don't know that I can afford to pay an additional $8 an hour if I'm looking for service based employees, that would crush us from a cash flow perspective, what are other things that I can do to either improve culture or how we communicate or just, you know, again, provide a much better environment for the best quality team members?

Ryan (00:06:55) - Well, this is going to sound probably counterintuitive, but the first thing that you need to do is figure out who's the right person for me, who's the person that's going to most likely belong.

Ryan (00:07:05) - You can have what I would call a toxic culture, and you're going to find someone that thrives in toxicity. I mean, there are animals on this planet that are found living in some of the most hostile environment, and they love it. They thrive there. There are people that are going to thrive in any company culture, but you've got to find them. And what happens is you often put out one message when you really need to be targeting someone else. So really getting clear on who it is that is the right employee for you is the first step. And there's a process. We talk about the core fit profile in the book that walks you through the seven factors that are important to people, but when you think about what job seekers want in a job and an employer, what they really want is things that help them feel like they belong. They want a friend at work. They want opportunities to enjoy the work that they do. If you think about the typical job seeker, they are giving up time with their family, their friends, and the things they do for fun to come work for you.

Ryan (00:08:02) - And at some point in time you can pay them enough to say, hey, it's a good trade off. Or you can create a family environment, a friendly environment and make it fun and then go, wow, the same things I'm giving up to come work here. I get you don't need to pay me more for that. And they'll stick around. They'll produce more, they'll make you more profitable. Everybody wins.

Josh (00:08:24) - Are there a couple of things that you hear that make you cringe? You know, one that I've heard that really feels I've heard a lot of criticism of the statement of like, we're like a family here when they talk about their work environment. And it's like, it's like, you know, you get what they're saying, but maybe not say it like that.

Ryan (00:08:47) - We don't let anybody put out that we're a family. Like, that's not part of the messaging, because I know a lot of people that don't like their family. And so when they hear family, they think of their family, and that just doesn't resonate.

Ryan (00:08:57) - But what are the things that happen within a family unit? Caring for each other, investing in each other, supporting each other, understanding that when I hire somebody, I didn't just hire a worker. I got the whole package. Their drama, their hopes, their goals, their dreams, their health issues got everything. Well, that's what a family does. A family supports you no matter what. And if you can think about that from an employee employer perspective, hey, you've got some stuff you got to deal with a kid that's got maybe some problems in school. And so you need to get them to tutoring at 2:00 if you can create that flexibility for them so they can go pick up their kid. And you can't do this for everybody. I get it. We've all got business to run. But if you can find ways to help support them and the things that are important to them, the things that they live for, you'll have a much better job attracting people. So I don't use the word family.

Ryan (00:09:46) - But think about that. What the family unit's really about. It's really about supporting each other through thick and thin.

Josh (00:09:52) - First off, I'd love for you to address the value of diversity in the workplace. And then what can employers and leaders do to attract a diverse workforce? So yeah, value. And what should we be doing to attract more.

Ryan (00:10:05) - Yeah. So the reality is that we all have biases. Like we all have stereotypes. We all have this stuff running in our head. One of the first questions I ask people is say, hey, do you picture this role being filled by a man or a woman? And they're like, that's a weird question. Like, we can't ask that. I'm like, but I understand, but you have a bias. And almost always they answer me real quickly, oh, this is going to be a woman filling this role. Well, now that I know that I can create a process that removes that intrinsic bias, I can create job ads. I can create interview questions that removes that, knowing that they already have that bias, if that makes sense.

Ryan (00:10:40) - So recognizing that we have a bias and then building a system and communication around it to remove that or to make that bias less appealing to that, that leader is one of the first things that we do. So instead of just saying we need a diverse workforce and we promote diversity, well, if we're focused on promoting diversity, what happens? Our biases become stronger and we focus more on the things that we believe. And so as much as we say we want to be diverse, it ends up almost backfiring on us versus saying, let's acknowledge that we have biases, and that's what's creating a less diverse workforce. And then let's work those things out in the system, if that makes sense.

Josh (00:11:20) - That's interesting. The reason I bring this up is because we just did kind of an audit, you know, what I want and the value that I perceive, I mean, there's so many values, but even just strictly from, you know, you could talk about kind of doing good versus historic and systemic and remnant, you know, maybe unfavorable conditions.

Josh (00:11:39) - Right. And so there's justification there. But I think that there's an economic argument for that as well. You know, it matches your customer base. And so therefore you should have those variety of different backgrounds and ideas kind of coming into, I believe personally, I think that that makes it better. Anyway, the reason I ask that is kind of working on our diversity and I won't say statement, but I feel like it's one of those things. It's like if you're living it and it's just part of your culture, then you don't need to flaunt it a whole lot. I guess it will be easy to perceive that this is a place that is welcoming, that sort of thing. Yeah, I would love to talk more about that topic. Yeah, listen, I want to make sure that people pick up your book. It's called Hire Better People Faster. Could you share just a bit about that? Again, it's on all the booksellers, even including Walmart, Amazon and so forth. But who needs to read this book and what's the transformation that will take place?

Ryan (00:12:32) - I wrote this book for people like my dad, so my dad was an owner operator, grew up in the blue collar space, and he worked crazy hours all the time because his business owned him.

Ryan (00:12:42) - He was the one. Like, if he didn't show up when the plant went down, the plant didn't get back up. Like if if there was a problem, he was the one that had to solve it. If there was an issue, he was the one that had to be involved. And so he got pulled in all the time. And we all know entrepreneurs like this that have really struggled to trust people, to build effective teams, to let. Go of some of these things so that they can actually sit in that owner's seat. So I wrote this book for those people that are constantly drug back in, some of them would probably say, oh, I feel like I created my job for myself, right? Or I'm the only one that can fix it. Or if I want it done right, I have to do it myself. Like these are the beliefs that they have. This book is going to open up their eyes to say, wait a minute, you can hire people that are going to care more than you do that are going to be more effective at it.

Ryan (00:13:27) - They're going to be faster at it. The customers are going to like working with them more than they like working with you. This book is for those people. And when I wrote the book, I wanted to make sure it was very tactical. There are a ton of strategy books out there and culture books out there, and all these books helping you with the mindset and how to think about this. But there's not a lot of books that are telling you how to do it. And that was something that was really important to me. I'm very much a how to guys. So this is a how to manual. You can open up to chapter six and start focusing on the tools in chapter six and get those implemented. And then tomorrow you can say, you know what I want to do? Chapter three and you can move around to where you need the support the most inside of this book.

Josh (00:14:08) - Yeah. Awesome. Ryan Anglin, again, your website is Core matters. Your new book is called Hire Better People Faster.

Josh (00:14:18) - It's available everywhere. Aside from that, is there anything that maybe someone saying, Ryan, I'm going to read the book. I need your help. How do you work with folks?

Josh (00:14:27) - Yeah. So there's two ways we work with people.

Ryan (00:14:29) - We have everything from just training. If they just want to get access to our deep dive training to being coached, we even have some opportunities to do the work for them, to help them with building the entire system, implementing it, screening applicants, doing the things that are just time consuming. Because a lot of this stuff with recruiting and a lot of it is just hard work and you just got to grind sometimes. And so I'm building a team to help support these entrepreneurs that want to get out of that and really build effective teams. So everything from more training to we'll coach you through it, we'll guide you through it to we can even do it for you.

Josh (00:15:04) - Wow. Ryan Englin, again, founder of Core Matters, your new book, Hire Better People Faster, Ryan, it's been great having you.

Josh (00:15:11) - Thanks for joining.

Ryan (00:15:11) - Us. Thank you. Josh.

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