Hello, everybody, and welcome back to Easy SEO and More the podcast that is going to help you not just with SEO, but with business tips. And today I have the honor of introducing you to Mitch Gray, the host of the Mitch Gray Show, and his brand-new book, which, depending upon whether this comes out end of August or beginning of September, either will come out in just a week or just has come out the book How to Hire and Keep Great People. Mitch, welcome to the show.
Hi, thanks brother. It’s great to see you again. You were on my show, by guessing close proximity to the release of this one. And that was fun. So let’s do it, again.
That was awesome, I had a great time on your show. And yeah, for everybody that’s listening, look up The Mitch Gray Show on your favorite podcast player. And like you said, my episode should be out just about the same time that this one’s out. And I’m looking forward to hearing it myself.
Mitch, I love the title of your book, How to Hire and Keep Great People. Let me ask because we didn’t talk about this before we started the show. We had a great conversation, but we didn’t talk about this. Is that in line with what you want to tell us about today?
Yeah, let’s focus on that: How to keep great people hired. The book goes through how to design great culture, how to recruit people, how to make sure that the people that you’re wanting to hire actually align with not just your business, but your culture and your purpose and your vision. I think one of the biggest mistakes that people make when it comes to hiring is that they don’t hire based on what I like to identify as alignment.
Why are you hiring this person? How do they fit your culture? What really matters about that person outside of their skill set?
So many skill sets can be taught and trained. And far too often, we’re over-valuing education, experience and skill set; and undervaluing alignment through personality, energy, positivity, aptitude, and attitude.
Those are the reasons you should be hiring people. Everything else works itself out and the book goes through that. But then toward the end of the book, I talk about how in the world you keep people, how do you keep people around for longer than six months?
My focus is mostly on small business leaders. The turnover rate is incredibly high in small business, even for businesses that only have 30 employees or less. It’s almost like every six months they are having to turn over their team. And if you have that small of a team, to be honest, you should rarely be turning people over. So we answer a lot of that in the book.
I like that a lot. I know when I first started my business, I must have gone through at least… I’ll say 10 to 15 people just in the first couple of years, all because I didn’t know how to hire.
And I did exactly what you said: I would look at their resume and if the resume looked good so I would hire the person. I barely would even talk to them. And I don’t know if your book goes through this too, but now I don’t even look at a resume until I’ve talked with a person maybe even two or three times.
We do touch on that a little bit. But I also do consulting. For example, might say: “Hey, loved the book, having a hard time hiring employees I’d love to hire you to come in and coach me on that.” So, I do a lot of coaching and a lot of leadership development.
Because people get put in these positions, either by choice, they become an entrepreneur and start a business, or by promotion.
But they’re never trained to interview or hire. No one ever goes through that training, which makes zero sense that we’re just hiring by attrition. We’re just hiring based on luck. We’re just rolling the dice and hoping we hit the bonus. And that’s how most people hire.
Then the point I really want to reiterate from the book, and from what I teach, is that hiring should be a strategic approach.
And that starts with knowing your culture, knowing who you want. The example I use is; if you hire a marketing company to consult you on your new marketing strategy, the first thing they’re going to walk through with you is who is your perfect client or customer? What do they look like? Where do they shop? Where do they hang out? What is their friend group? What car do they drive? They want you to identify as much as possible about your ideal client.
And what I tell leaders all the time is that you should be taking the same strategy with people you want to hire. Before you ever recruit you should know who are they where do they hang out? What books do they read? What coffee shops do they drink at? Etc, etc. And once you identify those people, that actually gives you a heads up on where to find those people.
You bring up a really good point too, because, and forgive me, I don’t remember where I read this, but I read this in a book that your number one ideal client is your employees, because if they love your company, they’re going to be telling everybody about it. And if they don’t like your company, you don’t even want to know what they’re saying about you.
Yeah, that’s almost a whole chapter in the book, actually. And if you follow me on social media, I talk about this a lot. The greatest recruiting assets you have are your highest performers. And if your highest performers are not recruiting, then you have a real issue. Because what you just said is what they’re doing; they’re either reflecting the lack of recruiting within leadership or be telling you a story about how much they don’t like working for you.
Far too often what happens is a leader might say, “Well, I have my highest performer Ty, he must enjoy what he’s doing, because it’s a high performer.”
But that’s not telling you the real story, the real story is going to tell you, how many new customers is he bringing in? How much service is he offering? And who is he recruiting?
If Ty loves working for me, he’s going to bring me more high performers. And if he’s not, that’s telling me a story.
But that’s really about self-awareness. And that’s about reflection. And that’s about being so connected to your team that you know what story they’re telling. The numbers are simply a result, they’re not the story. And so that’s huge.
And you know, we started this about how do you keep great people, and that ties directly into that. To me, the greatest key to keeping people is appreciation. When you can show appreciation daily, a simple Thank you, maybe writing a handwritten note, maybe buying coffee on Fridays, when you can show those small tokens of appreciation consistently.
Now, all of a sudden, you’re going to start seeing a team and employees that reflect that appreciative culture, and they’re going to become your greatest performers and your greatest recruiters, both recruiting new customers, recruiting new business, and recruiting new employees.
I like to have one big actionable step that people can take away on every episode of Easy SEO and More. And you talked about appreciation. Would you say that would be your biggest actionable step, or would it be something else?
I’m going to give it to you even more simple; something people can go do right now. Say “thank you.” Be intentional. Look people in the eye or through the video screen, if it’s a remote worker, and don’t call them with any other agenda. Don’t walk into their office with any other agenda other than to say, “thank you for working so hard. I really appreciate you have a great day.” Start there. And that will change everything.
I love that. One of the biggest things that I learned was when people give you compliments, I used to act embarrassed (whether or not I was embarrassed) because it seemed like the proper thing to do. And one of the first people that I worked for said: “Don’t do that. Don’t act embarrassed. Don’t get all puffed up, don’t do all this other stuff. Just say thank you.” And so that’s what I do now. And it’s weird because people appreciate that more than anything else. I love that you said to say that, even your employees.
I want to share a quick story about that. I used to be a pastor. That’s a portion of my past life, I worked in ministry full time and preached at churches. And I will never forget, this was like 18 years ago or so.
Same thing: People would compliment me after a sermon or after I did something for them and I would deflect, whether it’s through humility or whatever.
And I’ll never forget one Sunday afternoon. It was after the morning service. We were having an old school church potluck where everyone brought something to eat. And we gathered and an older couple that I was very close to came up to me and the lady said Mitch, that was one of the greatest sermons you’ve ever preached. That was amazing. It really inspired me. Good job.
And I deflected all the while, trying to be humble. She grabs my cheeks. And she gets in my face and says Mitch, stop. You have to learn to say thank you. When you don’t say thank you, you’re robbing the person complimenting you. Have the joy in knowing they encouraged you.
That changed my life, and so I am 100% with you.
How to find Mitch:
Book is How to Hire and Keep Great People.
Podcast is The Mitch Gray Show.
Web site: www.mitchgraymedia.com
Or look for Mitch Gray on Twitter and Instagram.
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