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I'm Kelly Roach, former NFL cheerleader and Fortune 500 executive turned 8 figure entrepreneur.

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Okay, Natalie, so excited to have you back and to chat a little bit today about how business owners can get out of this desperation cycle when hiring and eliminate mishires by really identifying the true need in their business and establishing a process for success.

So before we get into all of that, why don't you take the clock back and really help us to understand how did you get into this world and build the incredible, you know,

hiring agency that you have today and realize that this was such a great need for business owners.

I love it. Well, thank you so much for having me here, Kelly.

I, you know, turning back that clock is always a fun one because it's so easy to or it's enjoyable to connect that that's looking backwards, but as you're building them and as many of your listeners are today, it seems like you'll never get to where you want to be.

But so when I turn it back, I worked in corporate for 15 years and a lot actually a decade of my time in corporate was in human resources and while I was in the human resources area, I did a lot of hiring, a lot of recruiting put together recruiting programs and diversity trainings and worked in learning and development.

So spent, like I said, a decade in the HR space and from there, I moved into more of a general operational space, which I also have a company in the operation space as well.

And those two companies really work hand in hand many times because operations and HR fall right under one another or hand in hand. So my, my background is is really always been deeply invested in people finding really good talent and always up leveling the people who come into those roles and finding the best spots inside of organizations.

I love it. So let's talk a little bit. I think one of the biggest misconceptions or issues that small business owners have is that they start searching for someone to add to their team once they need someone for their team.

So let's start not only at the very beginning and let's talk about setting realistic expectations of when this process should start in relationship to when you actually want someone to join your team, because I think that is bar none, what leads to desperate urgent hires, which then leads to miss hires, which then leads to just this cycle of constant replacement, you know, in businesses.

Yes. So we all talk as business owners, we talk about the fear and the overwhelm and the frustration with turnover and, you know, we spend so much time there, but we don't spend enough time turning back that clock to see why we got into that situation. And so when you're at the place, you know, we all hopefully all of us have gotten to the place where it's like, oh, I want to start delegating. I want a few things to come off of my desk and as an entrepreneur and as a small business owner.

At the beginning, we kind of pull things off slowly, slowly, slowly, so we're working with independent contractors and on a fractional capacity, fractional meaning a fraction of their work time is spent with you, but it's also spent with other people and those are typically independent contractors and you're going to, you know, that that is that situation is going to change for you over time, you may get to the place where you're only hiring employees and it, you know, there's a lot of of legality and, you know, whatever structures work best

for you, but we're going to, you have the opportunity to look at hiring from many different angles, the hard part is when you get into that momental momentum, excuse me, when you get into that space of momentum and you're ready to just bring somebody in and you're, you're in one breath, you're done with doing some of the things that you can't wait to get rid of and on the other hand, you're so excited to have the resources to work alongside you the energy, the same things, you know, both of us have come from corporate and there are lots of great.

Things about corporate and having that community there was one of the funnest things about going into the office and so as we work more remote and digitally, you know, there's still that create that they're still a craving there, but we get those feelings both overwhelm and ready to delegate at the same time excitement to bring somebody into your fold that I just so many times we just run out to the market and say hey i'm ready anybody ready come with me like I don't care who you are I don't care what your past is I don't care.

I don't care anything I just need a beating heart and a beating heart will well the wrong beating heart will never help you out long term yeah i'm getting you into some really sticky situations so at the hiring authority our company we help people to slow down and to from the very beginning identify who who it is you know we even get people who are like hey Natalie I want to hire a director of operations or a virtual assistant or a copywriter or whatever and are we help them to slow down and say you know what that that may be

it's the top of my but let's like go down to the way deeper the surface level is not going to work here so yeah what are the true skills and attributes that you need what how can you get a return on investment from this person and that's a key step that we skip a lot of times and then what does success look like for this person then we start talking about what the title of the role could be what kind of hours this is going to take it's just it's amazing and it makes so much sense as we talk about this today but it's amazing how many times people come to me and say I want

this title this many hours and you know those are not even the most important things those are things that are that we can determine once we have a really clear understanding of the scope of what's needed for you yeah yeah no for sure and I mean I think a three to four month window really before you're ready to have that person in the seat to be able to go through the planning and the strategy and and

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