Why Does Hiring Feel So Hard?
Every business owner has been there. You hire someone with high hopes, only to be let down a few months later. They don’t take ownership, they don’t think ahead, and they don’t work like you do.
At some point, you start to wonder:
- “Are there any good employees out there?”
- “No one cares about this business like I do.”
- “Maybe I’m just meant to do it all myself.”
It’s exhausting. You’re already running at full speed, and now you have to babysit employees who were supposed to make things easier.
The truth? Great employees exist. But they don’t just appear. They have to be found, developed, and led in the right way.
The business owners who build high-performing teams aren’t just “lucky.” They’ve learned how to attract, hire, and retain people who thrive in their company’s culture.
This guide will walk you through exactly how to do that—how to hire the right people, set them up for success, and create a team you actually enjoy working with.
Step 1: Get Clear on Who You’re Actually Looking For
Most business owners don’t struggle to find great employees—they struggle because they don’t know exactly who they’re looking for.
The mistake? Hiring for tasks, not for fit.
The typical hiring process:
- You need help, so you write a job description with a list of duties.
- You post it online and hope someone with the right experience applies.
- You pick the most “qualified” person.
- A few months later, they’re underperforming, disengaged, or already looking for another job.
A better hiring process starts with defining the right person, not just the job.
The Ideal Employee Profile
Before you post a job, answer these questions:
- What mindset does this person need to succeed in your company?
- Are they proactive or do they wait for instructions?
- Do they thrive in a fast-paced environment?
- How do they handle responsibility and decision-making?
- What values do they need to align with?
- If your company is built on honesty and integrity, you can’t afford someone who cuts corners.
- If customer service is your top priority, you need people who naturally care about clients.
- What skills are non-negotiable, and what can be taught?
- Some things can be trained—character and work ethic can’t.
- A high-performing team isn’t made of the most “experienced” people. It’s made of the right people.
“Hire character. Train skill.” — Peter Schutz, Former CEO of Porsche
Step 2: The Hiring Process That Attracts the Right People
Once you know exactly who you’re looking for, the next step is getting the right people in the door.
Why Your Job Posting Might Be Repelling the Best Candidates
Most job descriptions are boring, generic, and only list demands:
- “Must have X years of experience”
- “Must be proficient in [insert software]”
- “Must be a team player”
The best employees don’t get excited about a laundry list of requirements. They get excited about a mission.
How to Write a Job Posting That Attracts the Right People
- Lead with your company’s vision and mission. Why does your business exist? What impact does it have?
- Talk about the culture and expectations. What kind of person thrives in your company?
- Describe what success looks like in the role. Instead of just listing “responsibilities,” show them what winning looks like.
- Make it clear who should NOT apply. Example: “If you need constant direction and don’t take ownership of your work, this isn’t the job for you.”
Great employees don’t just want a paycheck—they want to be part of something meaningful. Make your job post inspiring, not just transactional.
Step 3: The Interview Process That Filters Out Mediocre Candidates
The interview process isn’t just about finding the most qualified person. It’s about finding the right person for your company.
Here’s how to run an interview that actually works:
Ask Questions That Reveal Character, Not Just Experience
Instead of, “Tell me about your past job,” ask:
- “Tell me about a time you went above and beyond at work.”
- “What do you do when you don’t know how to solve a problem?”
- “What kind of work environment helps you perform at your best?”
You’re looking for mindset, problem-solving ability, and cultural fit.
Give Them a Small Real-World Test
Most bad hires look great in an interview. The best way to see how they actually work is to give them a task.
Examples:
- If hiring a client service rep, have them draft a sample email response.
- If hiring a financial analyst, give them a basic scenario to break down.
- If hiring an admin, have them organize a set of documents and explain their process.
It’s better to spend an extra hour testing now than months fixing a bad hire.
Step 4: Setting New Employees Up for Success
A great employee can turn into a disengaged one if they aren’t set up for success.
Give Them a Clear Definition of Success
Your new hire should know:
- What success looks like in their first 30, 60, and 90 days.
- Who they report to and how their performance is measured.
- The exact steps they should follow for key tasks.
Without clarity, even great employees will struggle.
Give Them Ownership, Not Just Tasks
Most employees don’t take ownership because they’ve never been given it.
Try this:
- Instead of saying, “Here’s what you need to do,” say, “Here’s the outcome we need. How would you approach it?”
- Instead of just assigning tasks, give them responsibility for a result.
“People support what they help create.” — Tony Robbins
Ownership creates engagement. And engaged employees perform better.
Step 5: Keeping A-Players and Letting Go of the Wrong Ones
Once you have the right people, the goal is to keep them engaged and growing.
Recognize and Reward the Right Behavior
Great employees don’t just work for a paycheck. They work for growth, recognition, and impact.
- Catch them doing things right. Tell them. Publicly recognize them.
- Give them challenges. A-players don’t like boring, repetitive work. Give them opportunities to grow.
- Invest in their development. The best teams don’t just hire talent—they build it.
Fire Fast When Someone Isn’t a Fit
Holding onto an underperformer hurts your entire team.
If someone isn’t meeting expectations despite coaching, let them go quickly. It’s better for them and the company. I love how John Maxwell thinks concerning this topic. He says, “It’s not kind or humane to allow someone to continue in a role where they are not performing, and it can negatively impact the team as a whole.”
“Slow to hire, quick to fire.”
Conclusion: Your Team is Your Freedom
A business isn’t just about making money—it’s about creating freedom.
Freedom only happens when you have a team you trust.
If you’re constantly frustrated by employees, it’s time to fix the process:
- Get clear on who you need.
- Hire for culture, not just experience.
- Give new hires ownership and a path to success.
- Keep A-players engaged and remove the wrong fits fast.
Because when you have a team of employees you love working with, your business—and your life—completely changes.
