Do you Complain about Finding Employees - Hiring isn't a Task - It is the Business.
- Wissam Elgamal
- Feb 5
- 4 min read
Most business owners treat hiring like an annoying to-do list item. Something to check off between running operations, managing clients, and putting out fires. But if your business is labor-intensive, hiring isn't something you do to run the business—it is the business. Period.
Think about it: If you're struggling to find employees, that's not some external crisis—it’s your problem to solve. Complaining about not finding workers is like a plumber whining that he can’t fix leaks. Your job isn't to do the work; your job is to build a team that can. If you can’t consistently find and hire the right people, your business doesn’t grow, your customers don’t get served, and your profits don’t exist.
The Mindset Shift: Hiring Is a Full-Time Job
Let’s say your market has demand for 100 trained electricians, but only 50 are looking for jobs. Is that a crisis? No. You don’t need all 50. You just need a few to fill your open roles. It doesn’t matter that there’s a broader labor shortage—your business isn’t trying to fix the entire industry. The same principle applies to dishwashers, drivers, or any other role. The right hires are out there. The question is: Do you have the system to find them?
Once you shift your mindset and treat hiring as a full-time job—not a side task—you’ll see real growth. But treating it seriously means understanding the numbers behind your hiring funnel.
Your Hiring Funnel: Why You’re Struggling to Fill Roles
Let’s break down what it actually takes to make a hire in a service-based business. If you need one new employee, here’s what you're really up against:
Only 50% of scheduled interviews will actually show up (yes, that’s normal).
Of those who show, half aren’t worth your time.
Of the remaining few, only 25% are worthy hires.
Once hired, only 50% will actually show up on day one.
And of those, half will quit within a few weeks.
Do the math. If you need one employee and only 10% of resumes are even worth calling, guess what?
You Need 300 Resumes.
Stop Complaining—Start Fixing Your Hiring Process
That’s why you’re not hiring fast enough. You haven’t faced the reality of what it actually takes. Hiring isn’t about luck—it’s a numbers game. You need a system that keeps that pipeline full at all times.
So, what do you do?
Honestly, there’s too much to cover here (give me a call if you want some personal coaching), but here’s what you need to start doing right now. Future articles will go deeper.
1) Get That Funnel in Your Head
You just saw the numbers—hiring isn’t a one-to-one process. You need volume. Stop treating each applicant like gold and start working the funnel like a machine.
2) Schedule Smart—Overbook Interviews Like a Busy Restaurant
Now that you realize how many people you need to interview, bring them all in. Many won’t show up. That’s normal.
If interviews take 15 minutes, schedule five people at the same time.
Try group interviews—let people compete for the job.
No-shows don’t deserve a second thought—focus on who actually shows up.
3) Work Hands-On During the Interview
Don’t just ask questions—test them on the spot.
Have them take an order in your system.
Walk them through a simple task. See if they ask the right questions.
The goal isn’t whether they know the task—it’s whether they can learn it.
Are you both relaxed? Do they fit the vibe? You’ll know within minutes.
4) Treat Hiring Like Sales: Always Be Recruiting
Stop hiring reactively. You should always be collecting resumes, always keeping a database, and always staying ahead.
Post jobs before you need people.
Keep resumes on file—you’ll need them.
People will leave. Stop acting shocked when they do.
5) Nail Your Onboarding and Spot Red Flags Early
Your best and worst hires had patterns. Recognize them.
Someone who’s five minutes late to an interview? Probably late to work too.
Someone who no-shows an interview but sounds great on paper? Don’t reschedule them.
If they ghost you before they’re hired, they’ll ghost you after they’re hired.
My favorite is when an employer reschedules an interview for a no-show because the candidate “sounded so promising.” Then they’re surprised when that same person disappears after a week on the job. Come on. Hiring is predictable—if you pay attention. Final Thoughts—Fix Your Hiring, Fix Your Business
If your business relies on labor, then hiring is your business. You can either keep struggling, blaming the market, and wondering why you can’t find good people—or you can build a system that keeps talent flowing in, just like you do with customers.
This isn’t theory. It’s not optional. It’s the reality of running a labor-intensive business. The companies that figure it out win. The ones that don’t? They get stuck, burn out, and eventually shut down.
If you’re serious about fixing your hiring process and want hands-on guidance, reach out to me. I’ve built businesses, I’ve scaled teams, and I know how to make hiring work. Let’s get your pipeline running like a machine—contact me today.