Larry Sharpe: All right. So, you're concerned, how can you find good employees? I got it. It's a great question. Lots of books on this. I'm going to give you three down and dirty tips. There are three things you have to be concerned about. The first one is figuring out actually who do you need. That's the first step. The second step is figuring out how to search. The last step is, how do you select the right person? Let's touch all three. How do you figure out who do you need? Well, one of the most important thing to realize is it's not necessarily about making more money. It could be, but often not. If you're a new business or a small business, the first step is getting more revenue. If you've got more revenue, your next step is to focus on profit. Now, people think profit. That means they need more sales people. Almost never.

Almost always the right answer is find the right person to make you more efficient. If you can be more efficient, you will almost always get more profit, and then be able to focus more, and then hire more bodies. So, focus on the people, particularly if you're new, on people that will make you more efficient, on tasks that you shouldn't be doing, on tasks that you're not good at, on tasks that suck you away from critical aspects. Who can take up that load? That's who you need. Great, you know who you need. All right, how do you search? Well, two things. First one is if you know people who are good at whatever you're looking for, ask them. Very often, those people will know others who do something well, who act well, or they may be looking for a job. Maybe you can grab them.

So, ask people you know already. Network with those people who are already good the tasks or the jobs you want to get done. That's option one. Option two, create a job listing. Post it some place. Awesome. LinkedIn, Indeed, insert place here, wherever the case may be. Here's the most important piece when you put a job listing out. It should not be just professional and what's required. It should also be what environment are they going to be in with some emotion. If you are going to actually have someone come in and do tasks that are repetitive, then say that. Must enjoy repetitive tasks that they can become more efficient at. If you're going to have someone come into a place where they're dealing with 10 different people at once and there's lot of stuff, don't say, "Must be good multitasker." Everyone says that.

"Must enjoy a very dynamic environment with lots of different things going on at the same time," put that in your job listing. Does that sound tough? Of course, it does, to someone who doesn't like that. That's the goal. If I'm going to put someone in a position where they have to deal with vendors and customers and me and whatever the case may be, why would I say, "Multitasker"? I might want to say, "Must be very happy, satisfied, enjoy," words like that in this kind of environment. Well, Larry, some people are not going to want to respond to that. Yes, good. I don't want you to have 200 resumes. I want you have 20. If you are very open and honest about the environment the person is going to be in, the things they must deal with, if you're a tough boss, say, "Must be okay to be with a tough boss." Say that. Whatever it is. I want them to self-select. It makes your job a whole lot easier.

So, how do you go out there and search? Find the A players you already know, ask them, or put together job listing with honest, emotional, environmental pieces within the actual job listing. All right, done that, got some people to come in. How do you actually select? Well, couple things. First one, obviously, interview. Here's a critical piece for the interview. Particularly if you're a small business, if you're a small business almost every time fit is going to be more important than skill set. What does that mean? Personality will often matter more than skill set because their job will probably morph, things will change, you have to teach them new things. If they have the right personality for your position, the right personality for your company, they'll learn. They'll get better. They'll stay. I don't want you to rotate through people...