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Unlock the secrets to hiring top talent with Ryan Englin on "The Profit Toolbelt Podcast." Ryan, author of the #1 Amazon bestseller "Hire Better People Faster," shares trade-rooted expertise to tackle the biggest hiring challenge in 2024: the belief that a paycheck is enough to hire top-tier talent. Learn strategies for cult-like employee loyalty, inspired by successful companies such as Starbucks. Discover how to move beyond outdated job platforms and turn your employees into recruiters for your business, attracting A-players effortlessly. Tune in for practical tips and reshape your hiring game.
Hiring solid workers is tough, and making sure they stick around is even tougher.
It's not just about going through a line of “warm bodies” — it's about having a smart plan to find and keep A-players.
So, let's dive into the art of hiring with Ryan Englin.
Ryan is a seasoned expert deeply rooted in the trades, who shifted from the corporate world to entrepreneurship. His goal? To help contractors, just like his father. Growing up in the family business, he saw firsthand the struggles and the importance of keeping a steady flow of customers.
Eventually, Ryan realised that it’s not just about more leads and sales…
Success requires HIRING and RETAINING people who will get the job done right - so he leveraged his marketing & leadership expertise to develop Core Fit Hiring ™ process that attracts employees even while you sleep.
The Biggest Mistake Holding Back Contractors From Hiring A-Players
Want to hear the biggest mistake that holds back most contractors from finding solid hires?
It’s thinking that just a paycheck should be enough for the employee to be happy to work for you.
Well, it isn’t…
MANY business owners are looking to exchange dollars for skills and experience…
… but not many can offer anything more than money.
It's not about treating employees like they're replaceable cogs on a conveyor belt.
It's about appreciating a job well done while encouraging constant improvement.
So, in this article you’ll find out how to be the employer everyone wants to work for…
Caring Creates Loyalty To Your Company
Every contractor wishes for an employee that would care about the business as much as they do.
But the real question they should ask is:
“When was the last time I genuinely cared about my employees as people, not just workers? “
Because if you show you care, your employees are more likely to commit to your success in return.
The biggest roadblock in hiring the best might not be the shortage of skilled individuals…
But the failure to build a balanced, respectful, and caring workplace.
When thinking about retention struggles, it's difficult to accept that when someone quits, it's not the job they're leaving—it's you as their leader.
Because it's not about a couple more bucks in hourly pay or better benefits—people crave effective leadership.
However common hiring strategies often ignore leadership qualities.
Brian Scudamore, the founder of “1-800-GOT-JUNK”, “Wow One Day Paint”, “Shack Shine”, and “You Move Me” knew the power of forging a unique culture that ties a team together.
In fact, he believed that you should create a company culture that is just below a cult. Not a religion, but close.
And Starbucks seems to follow the same strategy…
If you just go there, have a coffee, and watch for 10 minutes you’ll see:
Starbucks invests in their people, making an environment where employees genuinely believe in the brand.
And just like Starbucks, where a barista's morning smile is as crucial as the coffee they serve, successful contracting businesses weave company culture in day-to-day ops to create a loyal, enthusiastic workforce.
Because the truth is - without building CULTURE operations will fail.
And to build a thriving culture you need values…
Not wishy-washy “we value integrity” values - but ones that actually mean something to you and your team.
Show me integrity. You can't. Teamwork. Show me teamwork. You can't.
So you need to give meaning to your values by converting them into actions you want to see more off.
You could say something like put employees first.
You could put customers first.
You could say something like people over profits.
These are values that you could start defining as behaviors.
To check the effectiveness of your values here’s a simple test:
Can the leadership team name all the core values without hesitation?
If not, the values lack resonance and fail to penetrate daily operations.
Each value should also have a core story—a narrative that breathes life into values.
A story makes it easy to remember AND highlights what it means.
For example, I was working with a woodworking company and one of their values was being on time.
The story they used to demonstrate was about a time when the owner was driving to the shop and saw somebody running down the road.
Turns out it was a new hire whose vehicle had broken down.
He didn’t want to be late, so he got out of his truck and started running to get to work on time.
It was a true story, and the legend of it still lives on.
That’s the power of tying a value to a story.
In the quest for quality hires, job platforms like Indeed are slowly on their way out.
For trade and construction contractors, Indeed is getting close to throwing money down the drain.
The more effective alternative is employee referrals…
Now the problem is - most employees are not that keen on recruiting for your company.
And only 6% of employees refer for monetary or recognition-based incentives.
So how can you bridge the incentive gap?
Money is nice and all… but there are ways you can boost the perceived value of the incentive.
Instead of giving away $1000 bucks, you can spend the same amount on a family weekend getaway for the referring employee…
This creates an emotional experience that’s way more memorable than $1000 bucks…
You can also offer paid time off.
And you get even more ‘’brownie points’’ if you can align the referral rewards with your values.
So - if one of your company values is time spent with family - this is the perfect chance to demonstrate that you mean it.
Another issue is the lack of tools for the referring employee…
You want to make it easy for your employees to refer you to their friends and family…
Share a script or do a roleplay about how they should make referrals…
Equip them with testimonials, and incentives to make a convincing pitch.
That way they know what to say, so chances are they will actually go ahead and do it.
Now all of this might seem like too much work…
But consider the cost of your current recruitment efforts…
Add up the time and money you’ve spent on job boards…
And look at the results you’re getting…
Chances are you’d be better off dealing with vetted hires that come from referrals.
And while setting up these systems might take effort - once you’ve dialed them in you’ll attract qualified workers like clockwork.
If you’d like to hear a more in-depth breakdown of Ryan Englin’s recruitment strategies I highly recommend listening to the full episode on How to Hire Better People Faster on The Profit Toolbelt Podcast.
Tune in for a wealth of knowledge that can reshape the trajectory of your business.
Show Notes:
Links and Resource
Hiring the right people is one of the most challenging aspects of running a business, especially in the construction and trades industry. We've all heard the horror stories—or worse, experienced them ourselves—when a hiring decision goes wrong. Whether it’s a new hire who doesn't fit the company culture or one who claims to have all the right skills but can’t deliver, these mistakes can cost your business time, money, and reputation.
In this episode of the PTB Podcast, hiring expert Ryan Englin joins us to share some of the worst hiring mistake horror stories he’s encountered while working with contractors. Not only does Ryan shed light on these nightmare scenarios, but he also offers practical advice to help you avoid making similar mistakes in your own business.
Here’s a breakdown of Ryan's key insights, shared in a conversational and supportive tone to guide contractors and small business owners toward smarter hiring decisions.
One of the most common hiring nightmares contractors face is bringing on the "idea guy." You know the type—the person who walks in on day one, claiming to know exactly how to fix all your problems, without even understanding your business yet. Ryan shares a story about a contractor who hired someone based solely on a polished resume, only to find out later that this "fixer" had no real grasp of the company’s challenges.
Lesson learned:
Don’t rush to hire someone who appears to be a hero on paper. It’s important to evaluate how a candidate behaves, their problem-solving approach, and whether they align with your company’s values. A great resume might get someone in the door, but it doesn’t guarantee they’ll be a great fit for your team.
Ryan explains that there are three types of resumes: those written by professional resume writers (which are often embellished), those written by people with little resume-writing experience, and now, thanks to AI, even resumes written by machines. These resumes can be misleading, giving you the wrong impression about a candidate’s qualifications and experience.
The fix:
While resumes can be helpful, don’t rely on them too heavily. For roles in the trades, like field technicians or installers, practical skills and cultural fit are far more important. If you need a resume for certain office roles, make sure you evaluate beyond the document—look at how the person thinks, behaves, and solves problems.
Hiring someone who doesn’t align with your company’s culture is another recipe for disaster. Ryan emphasizes how hiring for convenience—such as bringing on an old friend or family member—can backfire if they don’t share your business values or customer service standards. Misalignment in how people behave and approach work can lead to constant frustration for you and your team.
How to avoid this:
Take the time to define your company’s culture and values. Know what you’re looking for in terms of behavior and attitude before you start interviewing. Then, evaluate candidates not just on their technical skills but on how well they align with your culture. Ask yourself, "Will this person represent my company the way I would?"
One of the more extreme hiring mistake horror stories Ryan shares is about an operations manager who, after being hired based on a great resume and a personal referral, turned out to be drinking on the job—straight vodka from a Yeti cup. The owner, blinded by the candidate’s appearance and credentials, overlooked red flags in her work history. This hiring decision led to major disruptions in the business and a costly lawsuit when she was finally let go.
The takeaway:
It’s easy to get distracted by surface-level traits like appearance or a shiny resume, but it’s critical to look deeper. Pay attention to potential red flags during the hiring process, such as frequent job-hopping or inconsistent performance. Trust your gut and do your due diligence when vetting candidates.
Ryan’s biggest piece of advice for avoiding hiring mistakes? Start by defining what you’re looking for in an ideal employee. Think about the traits and values that matter most in your company. Once you’ve done that, evaluate candidates based on those standards, not just technical skills or past job titles. And remember, great employees are often already employed elsewhere, so it’s important to build an attractive employer brand that makes people want to work for you.
Pro tip:
Get creative with your recruiting. Share employee testimonials, highlight your company culture, and make sure your business is a place where people want to be. When you do this, you’ll attract better candidates—and you’ll avoid the hiring horror stories that plague so many contractors.
Guest: Ryan Englin, CEO of Core Matters
Key Takeaways:
YouTube:
You can also watch the full episode to learn more about avoiding hiring mistakes and improving your recruitment process! https://youtu.be/kWpElCo0msM
Resources:
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