Finding employees in today's market can be a challenge. You may end up paying more for an employee so it's important to make sure it's the right fit. Ask current employees if they have friends that would be a good fit for your organization.

Dr. deb shares tips to hiring in an employee's marketplace. You want to be clear and keep your culture true.

Do not miss these highlights:

02:23 Have your core values, ideas, and where you want your company to go, be dialed in to bring on people that can help you grow and expand your business.

04:13 Enthusiasm and positivity attracts not only employees but also attracts clients.

05:46 You've got to stand out from the crowd, especially as we're in a competitive market - Have a competitive resume.

07:14 The best place to start spreading the word that you’re hiring - Referrals from your team.

08:55 Filter out people that you don't want to work for your company - Before you do that first interview, do some pre-work for yourself.

11:27 Creating a clear job posting is important to find the right person - Be clear - Know your marketplace.

14:25  Protect your culture -  Be clear on what your hiring process is and follow it. Don't be afraid to fire quickly.

16:01 Don't play that game of where you're going to match their salary and hope it comes on the back end.

19:57 Retaining process is all about your onboarding process - Successful onboarding process ideas.

22:12 Don't be afraid to give your employees honest and constructive feedback.

22:55 Compensation - How to pay them competitively

Resources Mentioned

Join Us in the FMBI Mastermind Group on Facebook.  You can find the Group at https://www.facebook.com/groups/5461914567153276/

<figure class="wp-block-image size-large"></figure>

Transcript of #27:

0:00
Welcome to FMBI podcast. I'm your host, Dr. Deb and today we're going to talk about all things hiring and firing. Yes, it's a challenging topic I know but it's so desperately needed right now. And I'm here to help you navigate through the weeds of exactly how to do this.

0:44
At FMBI we understand how it feels created by medical professionals for medical professionals, are you racing from one patient to the next, skipping lunch and not sure how you're going to show up to your kids events? Not quite sure what that p&l sheet really means to your practice? And are you struggling to find the right partners in your business? Our program is based on the values of efficiency organization and prioritization. The FM bi 15k a day program will help you discover how to run an efficient operation and introduce health generating therapies for more income. Our business roadmap will help you scale your functional medicine practice using proven business approaches. We would like to invite you today to book a free discovery call with our founder Dr. Deb, simply go to our website at functional mba.com/book-free-call and schedule your time today.

1:48
So welcome back, we're going to talk about how difficult is it to really find great employees these days, it is a challenge for sure. Half of this problem is solved by being a fantastic company. You want to live and breathe every day about your business. This will help you attract and retain team members. Now we're all aware of the employee shortage that's in our country today. We hear it on the news all day long. And it gets a little frustrating, I have to say. But when we're talking about recruiting and retaining, it's important now than ever before, to really have our process dialed in, to have our core values dialed in to have our idea of where we want our company to go and what we're doing to be dialed in so that we can bring on people that can help us grow and expand our business, not just bring on an employee that's going to be deadweight for you. Now, there are certainly different issues when we're dealing with a team of 50 versus a team of 1000. It isn't any easier when you're dealing with 50 or 1000 people to be a company that someone wants to work for means that you have a great company. When I meet with business owners who are not excited about their practice or their business, this already tells me we're in trouble with their core values, we're in trouble with their culture in their business. And if they have the potential for a new recruit, that person isn't going to be excited about working for them any more than this employer is excited to bring on a new employee. It really runs over into the potential recruit and creates a lot of turmoil and a lot of frustration for that recruit, they're going to feel like they wasted their time, they're going to feel like this isn't a business they can grow within. And they're going to be frustrated. You know, back in the day when I first started interviewing people. And now this was 20 plus years ago, I would explain so much about the practice and really focus on our struggles in the practice and not our threat, our strengths. I was so negative it was a wonder that anyone would want to work for me.

4:13
And you've got to you've got to recognize where you're spending that attention. You've got to wake up every morning enthusiastic to get to work excited about growing and learning new things. This is how we attract not only employees, but this is how we attract clients as well. And if everyday we're waking up to the negativity of our practice the negativity of not having enough clients not bringing in enough money having employees that don't show up or don't care. That's the message that we're gonna send off to other people, other team members, other clients, other colleagues, and they are not going to want to be around us because if all we're doing is focusing on the negative, we're never focusing on the good things that are happening to us. The people We're getting to heal the people we're getting to help, and all the positivity that happens within our business. And that can leave us in a pretty ugly state of affairs. And it can be very difficult for us to get out of that. Not only if that's what you're projecting out into the environment out into your work culture, that's what you're going to get back from your employees as well. They're going to feel like they don't need to be there that nobody cares, they're going to give poor quality care, they're going to answer your phone in a negative fashion. And they're going to totally think it's okay. And it's acceptable, because that's how you show up every day. And getting out of that mess is huge to turn your business around. Now, especially when we're in a competitive market, like we are right now, we've got to stand out from the crowd. We as employers, and we as employees. So if you're listening to this and you're looking for a job, you want to make sure that what you're putting out there is going to stand out when I'm perusing resumes, I want that first thing to really grab me. And if you don't have something that grabs me on to the next resume already. Also, if you have misspelled words, in your first couple of sentences, that's a turn off. The other thing to me that's a turn off is when people don't even take the time to write their cover letter to my business specifically. When you send me a resume that's already tailored to someone else's business, because you were too lazy to change it, it immediately goes in the garbage for me. So if you're out there looking for a position, these are just a couple of tips that will help you get your resume past that first look and review. And you can change it for each employer. And I would encourage you to change your resume for every single employer, find the things go to their website, look at their website, learn a little bit about the company before you apply. Don't just apply because you have to apply apply, because you might actually get hired, you might actually get offered that position. Now the second thing that I want to talk about finding employees is where do we start spreading the word that we're looking for a hire. I'm not talking about LinkedIn and face Facebook, or indeed I'm talking about within our own team, letting your own team know that you're growing, and say we're going to hire two to three providers. This year, we're going we need to have support staff, we need two or three support staff. And this is what that position is going to look like. Go to your tribe of people go to your clients reach out to them, let them know you're looking tired. It's okay to let your clients know that you're looking for fantastic people to come and serve them better. And there's nothing they'd rather do than refer friends or family to a place where they've had a fantastic quality experience that have treated them like VIP clients, they want to be part of that they will share your information. And they know a lot of people trust me more than probably what we know, and better quality clients than we can find on indeed or Facebook or LinkedIn even. Now the third thing I want to say for referrals from the team is