Are you still climbing ladders to clean gutters at 6 p.m. because your "reliable" hire ghosted you? Or maybe you’re the dog walker getting called in for a shift because someone bailed an hour before it started. I know you’re exhausted, and I know you feel like you’ve tried everything even praying about it or putting it out into the universe. But the truth is, you’re likely hiring on a hope and a prayer because you’re desperate for help, not work. In this episode, I’m pulling you off the hamster wheel. We’re moving from chaos to a proven system: the 10-Step Jump Hiring Method. I’m breaking down how to stop hiring "anyone with a pulse" and start building a team that actually values the opportunity. We’ll talk about why your gut feeling is lying to you, how to write job ads that read like love letters, and why investing in your people from day one changes everything. Stop guessing. Start building. In This Episode You'll Discover How to stop looking for "hard workers" and start defining your dream team member. Why your boring job ads are attracting people who don't care and how to write ads that hit emotional buttons. Using "anti-questions" to make the wrong people self-select out before they waste your time. Why hiring off a "gut feeling" is like getting married on the first date (and how to fix it). The simple math equation to know exactly when you can afford to hire without the late-night anxiety. A simple trick to ensure you talk only 20% of the time during interviews. How to make a new hire feel like a human, not a cog in a machine, from day one. Timestamps 02:29 – The reality of ghosting and why "hiring on a prayer" fails. 04:54 – Why hiring based on a "gut feeling" is like getting married on the first date. 07:17 – The math of hiring: How to know if you can actually afford to grow. 09:38 – Phase One: Defining your ideal candidate avatar beyond just a "pulse". 12:01 – Using knockout questions to make the wrong people self-select out. 14:24 – Building a phased process and using an Applicant Tracking System (ATS). 18:49 – The "Drink Test": How to master the 80/20 rule in interviews. Notable Quotes: "Your hiring process should make people work for the opportunity to work for you." "When you hire based off of a gut feeling, you're hiring someone you liked, not someone who's competent." "Hiring is not a panic decision. It's a math equation." Resources and Links Get organized and stop the resume chaos. Click here to try my favorite applicant tracking system: Breezy HR (ATS): bellavasta.com/breezy Want to stop losing your best people? Grab the book that changed how I look at retention: Never Lose an Employee by Joey Coleman Take the guesswork out of personality and honesty. Use these assessments to vet your next hire: Assessments: Orion Test or Predictive Index Ready for a personalized audit of your system? Book a session and let’s fix your business together: Strategy Call with Bella: bellavasta.com Have a specific question or need a partner hookup? Shoot me a message directly: bella@bellavasta.com Transcript Welcome everybody to another episode of Bella in Your Business. My name is Bella Vasta. Today, we're going to talk about something that almost every single one of you are affected by. And that's how we feel about our hiring method. Are you the one that's still climbing ladders to clean gutters at 6 p.m. because your reliable employee ghosted you? Are you the one answering emergency HVAC calls at midnight because you can't trust anyone else with your clients? Are you the dog walker that's getting called in because someone decided to call out an hour before their shift? If you're stuck on that hamster wheel, alright, spinning and spinning and spinning, working in your business instead of on your business, we're gonna fix that today. We're gonna talk about it because you're not alone. You're actually very similar to a lot of other people there and I'm gonna help give you all the information you need in this episode to help get you over that hump once and for all. Because here's the thing, like I know that you need help. I know that you can't scale like all by yourself, but like every single time you try to hire and you have, you really have tried to hire properly, okay? It's a disaster. You've given it your all, you've done every single thing you know how to do. Even prayed about it or put it out into the universe, okay? But today we're going to move from chaos and hoping for the best to a proven system, the 10 step jump hiring method. And by the end of this episode, you're going to know exactly how to build a team, all of the steps. And I would even maybe recommend that you record this episode. Here's a quick little AI hack. Record what I'm about to tell you right now, or go grab the transcript from the show notes and then put it into Chat Sheep E.T. to give you all the Cliff Notes. That being said, please stay with me for this whole episode because you're not going to want to miss out on the inspiration that you're going to get from hearing what I have to say. Okay. Can we actually talk about ghosting for a minute though, before we get into all of it? Like you've posted a job on Indeed. You maybe get like three responses. You schedule the interviews, you arrange like your entire day just to be available for this meeting. You are hoping that they show up and it's amazing. but then they don't show up. There's no call, there's no texting, nothing. Or worse, they do show up for the interview, you hire them and then maybe one day they're cleaning houses and poof, they vanish into thin air. You text them, nothing. You call, straight to voicemail. And then like two hours later you get some halfway email saying, sorry, I had something come up. Does that sound familiar? I'm pretty sure that every single business owner has experienced a version of that at some point during their career. But here's what's happening. You're hiring on a hope and a prayer and you're so desperate for help, not work, and those are two different things when someone works for you versus helps you. But you're so desperate that you'll take anyone with a pulse. Your job ad probably says something boring like, pest control technician needed or dog walker with a list of requirements that sounds like a corporate robot wrote it. And you feel great because you're like, hey, AI helped me write this. And then you wonder why you attract people who don't care. Let me bust a myth right now. The problem is not that good employees don't exist. And that's what everyone wants to say because that takes it away from being their problem. or they're them as a part of the solution. I've seen it happen countless times. The problem is that you don't have a system. You don't have hoops. You don't have filters. So when someone could just walk right into your business and get hired after one conversation, they have no skin in the game. They didn't earn it. And they also don't want it. They just kind of need the paycheck right now. So therefore they don't value it. Is this starting to like, it might rub up against some of you a little harshly right now because it's stuff that you kind of know is already true, you just don't want to hear. But don't worry, because I've got solutions for you today. Your hiring process should make people work for the opportunity to work for you. And we're going to talk about exactly how to do all that. What about the gut feeling though? Any of you guys, you know, like hire off of your gut? You interview someone for your service. They seem nice. They smile a lot. They tell you they're really good with details. You like them. So you hire them on the spot. You're like, my gosh, something just, I just feel so connected to you. It's like being on a first date and like getting married. It's not gonna work. Here's the analogy. Like literally like you go and you want a first date with someone and you meet them and you decide to get married that night. That's never gonna happen. But in hiring, one interview, you're basically handing them the keys to your business and your clients homes. But the danger is massive here. When you hire based off of a gut feeling, you're hiring someone you liked, not someone who's competent. Those are two completely different things. Now, you definitely have to like them, but you don't know if they're competent yet. And that friendly person who seemed really great turns out they don't know the difference between a flexy lead and a hornist. But hey, they made you feel good. And the fix? You need a process that forces you to date around. You need to interview multiple people before making a decision and go on multiple dates with that person. You need to test their skills, their reliability, their attention to detail. Your gut is great for some things, but hiring? You need data and you need a system. Here's another big thing that I see happening. And I'm asking you all of these things because I really want you to understand I know exactly where you are, okay? Like the fear of investing in the late night worrying, okay? How many of you lay awake at night, and I'm willing to guess this is everyone listening right now, saying can I even afford to hire someone? Or what if I invest all this time in training and certifications and education and then they quit? What if I buy them uniforms and equipment and they disappear? I get it. Like I've been there. The fear is real. And what happens is this makes people say, well, after you've been with me for 30 days, 60 days, 90 days, then I'll get you the certification or uniform or whatever it might be. And the counterpoint to that, this is gonna change your business forever. You don't invest in them. If, no, sorry, if you don't invest in them. They have no real reason to be loyal to you. Like think about it, you get a new hire, right? And you don't give them a company shirt.
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