AI Summary
5 min readAndrea, a salon owner in St. Louis who runs her business remotely from Boone, North Carolina, is stuck on a familiar problem. She has 12 employees, $400,000 in annual revenue, and a clear need to hire nine more people over the next year. But she can’t find enough qualified applicants, and the ones she does hire often don’t stick around. In this coaching episode, host John Delony treats hiring not as a human resources puzzle but as a marketing problem with a psychological core: you have to attract enough eyeballs to get quantity, then filter ruthlessly for character and mission alignment to get quality.
Treat Hiring as a Marketing Funnel
Delony’s first move is to reframe Andrea’s frustration. “You have to look at it like a marketing issue,” he says. “You've got to get so many eyeballs on the listings. You got to convert so many people to an actual interview and then in the interview you've got to get them to take the next step.” This separates the problem into two distinct buckets: quantity and quality. Andrea has been active—visiting nail schools, attending career fairs, posting on social media, and starting an internship program. But she admits her dedicated Instagram hiring channel “isn't as active as I'd like it to be.” Delony’s implicit advice is to turn up the volume on every channel and measure conversion at each stage, just as a marketer would. The quantity problem
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What you'll learn
- 1 (00:05) **Andrea's Hiring Problem** - Salon owner Andrea introduces her challenge: attracting qualified people and getting them to stay.
- 2 (02:04) **Framing Hiring as a Marketing Problem** - Host John reframes the issue: hiring is a marketing funnel problem, not just a recruiting problem.
- 3 (03:02) **Fixing the Quality Issue First** - John advises Andrea to turn up the heat on upfront value screening and do the skills test after the interview.
- 4 (04:33) **Andrea's Current Recruiting Channels** - Andrea details what she's already doing to expand her pipeline, including an internship program and Instagram.
- 5 (05:46) **Why People Are Leaving** - Andrea shares exit reasons: boredom with the niche service and Gen Z employees quitting without communicating dissatisfaction.
- 6 (07:57) **Communicating the Mission** - Andrea explains her salon's purpose: transforming lives, not just doing nails.
- 7 (09:28) **The Remote Leadership Challenge** - Andrea reveals she runs the business remotely from Boone, North Carolina, and has just hired a salon director to be boots on the ground.
+ Full timestamped outline available in the app
Guests on this episode
Show Notes
Finding qualified employees is difficult. Finding the right employees who stick around is even harder.
In this episode, head coach John Felkins coaches a business owner on improving her recruiting pipeline, using core values to evaluate candidates, and building a workplace where employees are connected to the mission.
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· 📝 Stop guessing. Get a plan built for your business and someone who holds you to it. Find out which coaching option is right for you.
· 📈 Bad hires. Strategies that never get off the ground. 60-hour workweeks. Sleepless nights. EntreLeadership Master Series is where you trade all that for the exact systems our Executive Team used to scale to $300 million. Don’t wait until seats are sold out.
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