Recruiting: Offensive Hiring Vs. Defensive Hiring Changes The Game with Adam Robin

[00:00:00] You just don't know how to recruit. That's the only reason why you're not recruiting. It's not because where you live. It's not because any other reason. It's just like you just don't know how to do it. And if you learn the skills, you will recruit. You will move the needle. Welcome to the Private Practice Owners Club. Your hosts and coaches, Nathan Shields scaled his practice and exited for millions. While Adam Robin went from working 60 hours a week in one clinic to scaling to multiple clinics while working less than four hours a week.

[00:00:30] remotely. This podcast is meant to share with you exactly how they did it and how you can build a business that supports the lifestyle that you truly desire. And don't forget to join the Private Practice Owners Club community on Facebook, where we are obsessed with providing even more resources that help owners just like you win the game of private practice.

[00:00:55] Hello and welcome to the Private Practice Owners Club. Nathan Shields here with my partner, Adam Robin. How are you doing, man? Good. Fantastic. How about you? Yeah. It's a good day. You know why it's a good day? It's because March Madness is starting. So that's always a good time of year. Yeah. I was talking to a practice owner today and he was like, you got your bracket filled out? And I was like, no. I used to be obsessed with sports and stuff. And then I got in love with business and like,

[00:01:24] it's just like all my energy goes there now. You know, I get tunnel vision. I totally get it. I totally get it. I was way more obsessed years ago, but I'm going to do the brackets. I haven't watched a lick of college basketball all year. Me neither. I'm going to do one too. You know what? You just inspired. In order to be like engaged in the season and with your buddies and stuff like that, I feel like I need to be a part of it. It gives me some kind of investment, just like fantasy football. Like I don't care about or fantasy baseball, basketball, you name it. I don't get

[00:01:51] too involved in the season unless I have some kind of stake in it. And I do that with fantasy. Same thing with March Madness brackets. Cool, man. It keeps me engaged. Right. But I'm the same way. There are other things that are fulfilling now. And today's message, today's topic is, I know it's fulfilling for you because you've been so successful with it. I was looking back, we haven't talked about recruiting for six months and considering it's such a pain point for owners across the country, we probably need to spend a

[00:02:19] little bit more time on recruiting in terms of the podcast and maybe addressing it once in a while. So if you are having issues with recruiting, go back and listen to practice owners manual series and part eight from first part of September is the five buckets of recruiting that we went over. And we may allude to the five buckets today, but today is more about mindset. Yeah, probably so. Yeah. And how you need to approach marketing. Cause we noticed this, we just did our

[00:02:49] workshop in New York city over the weekend. Right. And you can see the mindset and it's the same mindset. We don't know where you go, but these New York owners, when they, when we talked about recruiting, it was the same tone. It was the same attitude. It was the same mindset that we see across the country. And, and we have to talk to our coaching clients about on a regular basis. It all starts with mindset, doesn't it? Yeah, I think so. It really just depends.

[00:03:16] I think it starts with mindset. I also think it starts with recognizing how important it is. Everybody on your team is already, people are on their way out of the organization before you realize it. Yeah. Yeah. What's the statistic? Like 30% of your team right now is actively looking for another job. Right. So, and you know, it's not a big deal whenever you are, it's like maybe you and maybe one PT in a front desk person. And it's like, you know, I have to hire zero people a year,

[00:03:45] maybe one person a year, maybe, but especially when you start getting to like two, three, four providers and 30% of them are already kind of have one foot out or maybe are open to exploring other opportunities. And before you know it, boom, they're gone and you're sucked back into the business. And it's like, wow, I really wish I would have been recruiting for the last six months because now I'm in a bind. My whole life is turned upside down. And that's when people get in trouble,

[00:04:14] right? They get sucked back into the business and they get in trouble. Hey, practice owner. No one else can build your dream practice. It's all on you. One of my favorite quotes is you can't outsource being a CEO, but you can create space to get clear on your vision and focus on your mindset, your skillset, and your ability to execute. Our coaching programs help you

[00:04:41] build not just a profitable business, but a life that you love and one that aligns with what matters most. So if your business feels heavy, it's time to shift, check out the show notes and click the titled coaching to learn how we help owners just like you. Let's get committed to what you really want. Well, in the mindset that we're seeing is it's hard to recruit providers. They want,

[00:05:08] you've heard it all, but let's just list some of them. I'll share a few, but, and you can share a few, but they're asking too much money. They don't want to be productive, but it usually, when it turns to recruiting, it's usually starts with, you can't find anybody nowadays. What are some of the excuses you're finding? Yeah. Why would anybody want to work for me? Like, why would anybody want to choose me over the hospital? Who's paying more? There you go. Yeah. I can't provide the benefits the hospital can, or why would they want to come to a small town? Yeah. Yeah. Yeah. Like it's hard to recruit in

[00:05:35] this small rural area. I can understand why somebody would want to leave. There's a lot of negative mindsets in the recruiting space. Did you ever have that? I mean, you've been so successful recently, but what was your mindset back in the day and what did it take for you to flip? I took a realization that I had it. And because I tell this story all the time about Will Humphreys was the person that actually helped me flip that. Yeah. What did he say? He said, you're a bad

[00:06:01] ass. That was it? He told me, he was like, you, you're, yeah, that was it. That's why people would want to work for you. Yeah. That was it. He was like, basically he told me like, and he'd said it in those words. And he's like, dude, you are a freaking amazing leader. You're incredible. Like, look at what you've done. People would be silly not to kind of want to join your team. And he basically spoke that possibility into me. And I kind of remember my brain, like there was this

[00:06:25] internal weight that got lifted when I realized, wow, he's right. You know, like I do have something I could offer here. And you know, like what we're doing is cool. It is different. It is unique. What was your size at that point? Probably like three or four providers. Yeah. So you just had a single clinic and you're in a, you're in, pardon the word, but you're in Podunk, Mississippi. Yeah. Yeah. Small, small towns. Small town. I've been to your house. It's a small town.

[00:06:54] Yeah. Like one of my clinics is in a town of 5,000 people. Yeah. Very small clinic. Do you think that comes a little bit from physical therapy owners or high achievers? I firmly believe that back in my day, it was harder to get into PT school than it was to get into medical school. And maybe that's changed. I don't know, but they're consistent to get into physical therapy school. You've got to, you have to have good grades. You have to have achieved. You have to, and then to get through physical therapy school, same thing.

[00:07:21] You have to have good grades. You have to achieve past the board exam. And not only that, now you've gone through the rigors of being a staff physical therapist for a number of years and learned your craft to the point where you're confident enough to open up a clinic. And I think for a lot of physical therapy owners, they think, ho hum, I'm just doing, I mean, this is just normal for me, but what your normal is, is pretty amazing. And the owners that do come out and have the gut to risk it and open up clinics are amazing people.

[00:07:49] And they, they, but they don't see themselves as that. And so what's interesting in your conversation, in this conversation regarding your experience is that you finally recognized I've achieved something that bear a small percentage of the country has achieved. And I am worthy. I am amazing. And I do have power. I'm just not willing to recognize that within myself. And then the next step is then being willing to promote that to other people.

[00:08:19] Now that can be hard for some people. It's hard for me still, but to say I've achieved so much and it's pretty fricking awesome. And I'm a bad. Yeah. And I want to highlight that because what switched for us in our program and we'll experience essentially the same thing is we had a mentor who we said was super hard to recruit there. And they're like, well,

[00:08:44] as long as you say that it's going to be like, Hmm, maybe if we use the different words and had a different idea about our clinics, then it might be actually easier to recruit. And that flipped for us. It took some time, but it started with us saying people would be crazy to not work for our company. We've got amazing people. We've got amazing leaders. And if you don't want to work for us,

[00:09:08] that's your problem because people want to work for us. We have an amazing place to work at. And we were frankly, dude, we were in Podunk, Arizona. It was like, it was in the Phoenix area, but not the best part of Phoenix area. That's for sure. It was like on the outskirts. And it was a small town surrounded by 13 prisons, literally. Sounds like a great place. Right. And within the course of time, we had a bench of people who wanted to come work for us.

[00:09:38] I am not kidding. When I said people would tell us, let me know when you have an opening. I want to come and work for you guys. And we had three or four of those going at any given time, but it started with us telling ourselves we are worthy. We actually have something of worth. We are valuable. And if you don't want to join us, you're crazy. Yeah. You're nuts, man. Like what we're doing here is incredible. I know. Well, I experienced it, but imagine how you present yourself at job fairs when you're in

[00:10:04] the, oh, I'm just in a small town. I don't know if right. Versus if you go, if you join us, you're going to have one of the best experiences of your life. Oh man, we're going to transform your life, dude. Like we're going to be all in. We're going to transform your life. You might not stay with us forever, but your experience with us will be transformative and you will measure every other job outside of us against what you experience here. And having that kind of attitude, people would be like,

[00:10:30] well, tell me more. Yeah. Well, I'm in Podunk, Arizona. Okay. Who else is here? Right? The mindset and the attitude that you come into it with and the belief in yourself gets portrayed through everything that you're doing through the indeed ads, through the LinkedIn messaging, through the phone conversations that you're having with people, through your team, who you're, you might even be asking your team, who's in your network, who wants to work for you. And if you go in with the wrong attitude, then it's going to show forth as you go through all those

[00:11:00] mediums. Totally, man. It's a decision. The two quotes that come to mind is number one, you will never out earn your self-worth. You will never out earn your self-worth and you will never sell beyond the degree in which you are sold. You will never create belief beyond the degree in which you believe. So you're the first person that has to believe. And so that is a, just a fundamental

[00:11:25] sales principle. And if you take any type of sales training, like the very first thing that they're going to teach you is what is your pre, your pre sale routine? What do you go into that sales conversation with? You go in with your mindset. Right. And so most of them will tell you like, you should have some type of routine. That's like, I'm going to take a deep breath and I'm going to remind myself how awesome I am and how much I believe in this company and how much value that I want to bring to this person that I'm about to have a conversation with. And like,

[00:11:53] I'm just going to imagine myself serving them. And then you step into the conversation with that. Right. And it changes the whole dynamic. Right. And then your conviction in who you are and what you're doing is the thing that will inspire people to be interested. Yeah. I feel like we need to provide the listener some social proof. So how many providers have you hired in the past year? 18. I hired 18 people last year. Between PT, OT and speech. Yeah. And we just hired a new speech

[00:12:22] therapist and a new OT. We're about to hire a PT this year. So this will be the third person we hired this year. Within the first two and a half months. Yeah. Yeah. It's awesome, man. It's, it's incredible. And once you build that framework out for yourself and you start training people on your team to have that same, like they know this, they have their own, like Catherine, she has her own pre-interview routine. She's built it. She understands the significance of it. She goes into, so it sounds

[00:12:48] like what you just said without saying it, she goes in, into an interview as a sales process. Correct. Right. All of these things, the meetings, the team meetings, they're all sales conversations, the initial evaluation. We should all have some type of pre-routine. Like who do we want to be when we show up for that process, for that interview or for that initial phone screen? Okay. Well, let's remind ourselves before we go into that. And then you'll start creating movement. You'll start

[00:13:14] creating movement inside the organization that way because people will be inspired by who you're trying to be. Well, you're also going to attract those people who aren't afraid to sell. Because many therapists are like, well, I don't, I don't like sales. I'm not a salesperson. You better get used to it if you want to grow a business. Well, yeah. If you want a productive team that is self-driven, yeah, they get better, get used to sales and be good at it and not be scared. Right. For sure.

[00:13:41] But I, that's really valuable. Number one, that you shared the social proof because people are saying, well, yeah, you figured it out. What do you know? I mean, it's 5,000 people. What do you get? Like two or three. Yeah. You get two or three therapists a year. What are you talking about? But no, 18 is pretty significant. And I haven't heard anyone else do that over all of my conversations. It's totally doable. It's totally doable. Like it is

[00:14:05] 100% a skillset issue. That's it. Period. You just don't know how to recruit. That's the only reason why you're not recruiting. It's not because where you live. It's not because any other reason. It's just like, you just don't know how to do it. And if you learn the skills, you will recruit, you will move the needle. Well, imagine that mindset shift. Like, well, I don't know how to recruit people or I'm in a small town or all the excuses to maybe I can recruit here. What do I need

[00:14:32] to know? Correct. Now you're opening up possibilities. Yeah. Now, now you're not have a fixed mindset or a limited mindset. Like if you just say, what do I need to know in order to recruit in this small town or in spite of the hotel or hospitals providing greater benefit? What do I need to know? What's the secret? What do I need to know? You need to be trained. You need to train yourself, right? Right. You need to have a discipline of training yourself and learning the skill so that

[00:14:57] you can do the thing. That's really all it is. Recruiting or any other marketing or hiring, it's all these little series of like elevating your skills and you becoming better at the thing. And then once you do that, you will create the outcome. That's all it is. Yeah. I'm afraid people are gonna be like, well, what's the secret? Well, we're not going to get into that frankly, because, because they're going to, they're going to like, well, what are you doing

[00:15:23] on indeed? And what are you doing on like, go back and listen to our podcast from September, the five buckets of recruiting. And we get into that a little bit deeper. And even then, dude, you still have to talk to Adam, reach out to Adam and he can talk to you about some of the basics of it, but it starts with mindset. If you're not willing to take on the mindset that I have an awesome situation, I'm a great leader and people would be crazy to not work for me. If you can't sell,

[00:15:51] like you said, be able to sell others as well as you're able to sell yourself. If you're not able to sell yourself on that, then start with improving your culture. Maybe start getting some stuff together, learn how to become a better leader. Talk to us about how we can help you do that. You name it, but get better and sell yourself before you go out into the world. And then we can talk about the minutiae, the mechanics of it all. But if you don't start with that mindset, all of the mechanics are going to fall flat.

[00:16:20] Hey there, practice owners. Are you ready to elevate your practice to new heights? Join us at the Elevate and Expand, a scaling conference from October 2nd to 4th at the beautiful Hilton Sandestin Beach Golf Resort and Spa in Miramar Beach, Florida. Learn how to scale your income, time freedom, and impact in today's economy. Pre-register now to enjoy your early access,

[00:16:48] exclusive updates, discounts, and special bonuses. Don't miss this chance to transform your practice and your life. Go to the show notes now to find the pre-registration link. Mark your calendars for October 2nd to 4th and get ready to scale this year. Dude, I'm going to drop a nugget right now. And it's going to be pretty obvious, but stop what you're doing and grab a piece of paper

[00:17:13] and start writing down how awesome you and your practice is. Just write it down and make it 100 words long. And I want you to put that where you read it every day. Put it in your car, not while you're driving, but wherever you like to consume information and remind yourself of how awesome you and your practice are is every single day. And decide today to do that and show

[00:17:41] up a little more optimistic about things. And you'll probably make way more money. And that's really it. You'll start looking at things through the lens of abundance and opportunity and possibility, and you'll be more excited about the way things are going. And people will start, you'll start moving your organization in the great direction. And really that's it. Like if we wanted to talk about the secrets, like that's it. And it's like, I do that all the time.

[00:18:08] I do that before every sales call. I do that before every interview, every single one. And it's like, do that. And that'll be the biggest needle mover for you. So I'm going into this, not knowing what the title of the podcast is, but before we push record, we talked about having an offensive versus defensive mindset when it comes to recruiting. Right. And this is the beginning of that. When we're going to go on offense and say, we need to figure out

[00:18:37] what it means to score a basket, score a goal, you name it. So taking on the offensive mindset and putting ourselves in a situation so that we can win starts with the, having the proper mindset and then learning the mechanics and the plays that we need to run in order to score. Right. But talk to me a little bit about what it means between having an offensive and defensive mindset when it comes to recruiting. Yeah. Recruiting and hiring staff retention. They're very elusive.

[00:19:06] It's not like you can see on your schedule when the schedule's low, like you can just see like visits are low. I need to be up, but the need for your next hire is not so clear. You don't always recognize it. Right. And so what we tend to do is we wait until somebody puts in a resignation before we realize that, Oh, I need to hire. Or we wait until all of our therapists are completely

[00:19:33] slammed and they're all busting at the seams. And then now the owners are jumping back and then somebody goes on vacation and then the owners are jumping back into treatment, taking their eyes off the vision. And then they decide, Oh, maybe now I need to start hiring. And it's too late. Like the damage has been done. People are getting burned out. People are getting burned out. You're losing money. You're impacting your life. You're impacting your family. You're impacting the opportunities for your,

[00:19:59] like everybody's being impacted at that point. And it's because we didn't start recruiting six months ago. And so that's the defensive mentality. It's like, I can only hire when I need somebody. Yeah. Either in a positive or negative way, you're being reactionary. Correct. Yeah. And so what I would invite you to do is start to be play offense, which is more like start looking for opportunities to hire,

[00:20:26] start seeking opportunities as an investment. Just like you would take some money and put it into some real estate, or you'd put it into gold or Bitcoin or whatever it is you'd like to invest in. Start looking for these investment opportunities because there are amazing people out there who really align with your culture, who could bring some really cool things to the business. And if you're not looking for them, you're never going to find them.

[00:20:52] Yeah. And there's some people like me who inappropriately equate recruiting and getting out there and putting myself out there, putting out an ad with it's time to make a hire right now. And that's not what we're talking about. They're just putting out an ad and talking to people and interviewing them does not mean that you're going to put a ring on their fingers. It's not going to seal the deal. So some people are hesitant to get the ball rolling because they they're going to say,

[00:21:19] well, what do I say? Right. If I'm not, if I really don't have a position available right now, yeah, that's a perfect opportunity to say, listen, we're always hiring. And if you're the right person, we would bring you on. Like if you found a complete rock star who just moved into town and said, I took this clinic from 50 visits to 200 clinics in six months, would you not hire them right now? I'll hire that guy. Right. A girl.

[00:21:46] Even like, I'll give up all my patients and give them to you. Yes. So that you can do that to my company. Right. Yeah. And so you're being honest when you're saying that, but this is what the mindset that we had in, this was the vision that we had back in the day was we want a bench so that whenever someone decides to leave for whatever reason, at whatever position, we're going to have a stack of resumes

[00:22:11] that were already vetted, that we've already done the interviews. They've already gone through the process. We just need to start making some calls. And that's what going on offense is about. Having an offensive mindset versus defensive mindset means you're being proactive and you're always hiring instead of only hiring when there's a need. When you're struggling. Some physical therapist gave you two weeks notice, totally unprofessionally. And you're like,

[00:22:38] I don't even know if I want to keep you for two weeks, but I will because these patients need to be seen. Right. Dude, what a horrible situation to be in for your patients, for the rest of your team, for you, man, you just want that person out of there. But if you had the power and had been on offense this entire time, you could say, go ahead and pack your bags. You're done. We'll figure this out and have some resumes ready to call right now. And you can get there. I've been there. You've been there,

[00:23:05] but you need to understand that there's a cycle that happens. So from your experience, you've had all these hires in the past year. What's the life cycle of like being in touch with somebody before they finally come on? Is it three, four, six months? Yeah, probably so. Three to four, six months, just depending on the need. Right. Yeah. And I think about that shark tank. It's like, they don't need another business to invest in. Right. The sharks.

[00:23:33] Right. They don't only go to the show whenever they're broke. Like they're already making it and they're looking for opportunity and they're being more decisive and select. And they're looking for somebody that aligns with their values and a niche that they understand that they feel like they can move the needle with and they're looking for an opportunity. And then they do that. And that's how they get rich is because they're looking for opportunities. And so that first interview might not be like, Hey, Nathan, tell me your biggest, your biggest strengths and your

[00:24:03] biggest weaknesses. It might be something like, Hey man, tell me about you. Like, what are your goals? What are you doing with your career? Do we like each other? What would be really fun for you? Do you have a need that I could fill? And you're just getting to know that person to see like, as a possibility, is there a reality that exists that we could potentially work together at some point? And what would that even look like? And does that excite you? And so now I'm stacking all

[00:24:30] of these potential opportunities on my desk that I can choose whenever I want. And I think that's where you start playing offense. Yeah. And you have to remember that offensive mentality. We're talking about putting yourself in a good mindset, selling yourself before you sell others and playing offense on a regular basis. And when it comes to boots on the ground, that's when you have to

[00:24:54] recognize that this playing offense means a lot of work consistently done. So I know it took some time to ramp up your recruiting systems, but how much time are you spending in the recruiting space each week? Well, at this point, not a whole lot. I just do like a daily meeting. A daily recruiting meeting? Yeah. Just daily meeting. And it's on the schedule to do it every day, but like... Who's in your meeting? Just me and the VAs. Me and the VA team.

[00:25:23] Okay. So you're leveraging the VAs to... Yeah. Yeah. So if you didn't have the VAs back in the day... Yeah. If you didn't have the VAs, I would say I would still try to do one hour a day. I would try to split it up over an hour a day, five hours a week. Yeah. Four to six hours a week. Yeah. Yeah. I would say... I think that that's useful, that daily rhythm. But my goal is like, send 50 DMs a day every day. And it's really hard not to hire a therapist. You know what I mean?

[00:25:51] Like you just got to do the work. You know what I mean? But then once you start building that rhythm and you start hiring people and you start growing your business, you can hire somebody to do the DM stuff or the resume screens. Yeah. Yeah. Because you and I both know there's going to be plenty of people on this that are listening that are going to be like, I mean, I have to get on social media for 50 DMs a day. Yeah, you do. If you want to hire a therapist,

[00:26:15] yeah, you do. So get over it. Let's do it. Okay. Yeah. How do you do that? And does it have to be you? No, it doesn't have to be you. You have to be the one that's DM. No, no, you don't have to. It doesn't have to be you. You can work with people. What you're saying is it's consistency every day. Every day. It's just like seeing patients every day. You got to see patients every day in order to keep the business running. You got to do some recruiting every day in order to keep the marketing or the recruiting engine running.

[00:26:43] It's an entire department of your organization is recruiting. Like you can't just ignore it. You can't just pretend like it doesn't exist unless your goals are just not to hire a lot of people. And that's fine. That's totally fine. But if you want to like, maybe this episode is better for like the people who are actually like trying to grow their business. Right. You got to recruit every day, every day, every single day as the CEO. I believe one of your jobs is to be

[00:27:10] a promoter. That's your job. Your job is to promote your place as a place where patients can get the help that they need. And your job is to promote your business as a solution to people who are looking for employment opportunities. That's your job. You have to be the promoter of your business. And so my recommendation is like find that hour. And then what I do is I'll create just like a one

[00:27:34] hour daily rhythm, send 20 DMs, follow up on four emails, review one resume, make one phone call to a university and try to set up a lunch and learn, right? Do that daily rhythm. And then just show up every day and do the thing. And just like anything, if you keep your head down and do the work and you look up 90 days later, you'll probably have like, you'll have a few interviews lined up. Yeah. The complete transformation.

[00:28:01] That's it. That's all it is too. It's not, there's no shortcut. Like the hard way is the shortcut. So you just got to do the work. He's just going to do the thing. Yeah. Yeah. The way over around it is actually just through it. Yeah. The hard, exactly direct and through and addressing the hard work and being willing to just have the discipline to do the work is the shortest way. It's where all

[00:28:25] the problems at a mentor of mine say it said it like all of your dreams and goals are in the work you're avoiding. So it's like, you just got to be disciplined and committed to the work and not treat another patient. Yeah. Yeah, exactly. Yeah. There's taking on that offensive mindset means, okay, I've got to do something today. I don't have an urgent need for this. And that's exactly when you want to work on it. Because when you're in a state of emergency or urgency, that's when you start

[00:28:55] hiring out of desperation, out of emotion, which are the worst positions that you want to be in. If you have six people who want to work with you and you're complaining about what they want in salaries, then you're in a position of power. Because that one person who's asking for $120,000 is, I'm going to be like, dude, why would I give you 120? I've got five other people that aren't going to work for that. Then they can say, okay, see ya. Whereas if you're desperate,

[00:29:23] I just got to pay 120 if I'm going to get them. And that's the worst position to get caught up in. Yeah. You're in a position of weakness. Yeah. It's hard because the thing that really, really gave me the motivation to commit to that work is recognizing that when I don't have control, I really impact everybody else. Like me not being able to hire people really impacts everyone on the

[00:29:49] team. It's not just about me. And when I started to tie that correlation, it gave me the sense of urgency that I needed to have to protect my people. Like it was a duty for them. And that's whenever I started to take more action around recruiting. And you learn a lot, right? If you commit to that every day, you'll learn a ton. Your skills will develop and you'll actually move the needle. Are you in a position right now that you still have openings that need to be filled? Yeah. We're looking for a PT right now.

[00:30:18] Okay. Outside of the one that might be coming on. Yeah. Yeah. Well, we've got two or three that we're kind of pushing through the pipeline right now at that point. And we're very much hiring from a place of offense. Like we don't need a PT, but like with a great PT, we could see how there would be potential to free up Catherine and free up Joe and get those dogs on out there hunting more. Like we could grow the clinic. And that's how winning is done. Yeah.

[00:30:47] What last thing I'll say, what do you tell owners who are scared to make that hire? Like they're on the fence. They know they need to do it because this happens all the time. And it was really hard to get, well, it was hard sometimes for some clients, not for you, but what do you tell them when they're like, okay, I know I need somebody. This is usually their first hire, right? Yeah. I know I need somebody, but I don't know how I'm going to fill their

[00:31:14] schedule and how that's going to impact my finances. What do you usually tell them at that point? Well, you mentioned you just hit it. You're fearful because you lack clarity on your financials and you lack clarity on how you're going to fill the schedule. So there's two skillsets you need there. You need the skillset of financial clarity. You need to have that. And you need to have a plan on how to fill the schedule. So that's it. Like a carpenter doesn't go into work and is like, oh my God,

[00:31:40] how am I going to nail all these nails today? Oh my God. He knows how many, he has the hammer and he nails the nails. So like your marketing plan is your hammer. Like once you have the hammer, you're like, oh, I just use the hammer. And then all the fear goes away and you just do the thing, right? But you just got to elevate your skills. Yeah, totally. And if there's a lack of clarity,

[00:32:06] then that's, there's going to be hesitancy moving forward. Right. Your brain is going to want to stop you because it hasn't identified the solution yet. So it's just going to play on loop. Like I can't move forward because I don't understand how this is going to work. Right. So you have to orient yourself, educate yourself, and then you can move forward. And I think some people are happy in that naivety because then they don't have to commit. Yeah, for sure. And not everyone has to commit. Like you're not a bad person if you don't commit,

[00:32:34] but I think that in order to be an entrepreneur, you got to have this desire to be better, like challenge yourself and be uncomfortable to do some hard things. Cause you know that with that sacrifice comes a greater sense of possibility and you just got to want it. Yeah. You got to want it. And sometimes you got to be willing to just kind of jump in without having all the answers, just knowing that you're going to surround yourself with some good people. You're going to learn and educate yourself and you're going to hustle and that will drive you

[00:33:00] through. Well, anything else you want to share regarding the topic? I think we really covered a ton of good stuff. Anything else you want to share about offensive versus defensive recruiting? I'll just reiterate that your people already have one foot out the door, whether you know it or not. And that should scare you a little. And if it doesn't, good luck. Have a little bit of urgency around recruiting and let's have a good year. You know what I mean? Let's just make sure, let's just solve the recruiting thing and like, let's have a good year.

[00:33:31] Yeah. I would love to see someday. I haven't seen it yet. I would love someday someone come to us with recruiting problems. Having said, I'm doing four to six hours of marketing recruiting effort per week. I'm recruiting four to six hours a week. And I'm consistent with social media, reach out, LinkedIn, emails, universities, and I still can't find somebody. I haven't seen it yet. I mean, in spite

[00:34:00] of the attitude adjustment, I mean, that's the first place I go. I'd be like, well, are you really selling something positively? But I would love to see you do all those things and then say, I can't find anybody. Yeah. It's a good point. I've never seen somebody truly give it all they got and fail. It doesn't happen. It just doesn't happen. The people that don't make the progress, and I'm talking to myself, are usually the people who are avoiding the thing. They're kind of not doing it or they're inconsistent

[00:34:26] with it because other things are getting in the way, right? Whatever it is, distractions and urgent things. Yeah. Hopefully that will at least give the listeners some peace and knowing that all you got to do is just do the work. It's really that easy. We don't have to overcomplicate it. Yeah. I've yet to see someone who's the most of the work that we're usually seeing, and you can correct me if I'm wrong, is, well, I'm posting on Indeed. I don't know what else to do. Or I'm

[00:34:52] talking to the, maybe they also take students and are in the universities and they're posting on Indeed. Maybe they're refreshing every 30 days, maybe. That's usually the extent of it. Yeah. But even doing that, you should get some leads. Yeah. If you're not actively taking students on a regular basis. And at that point, I think it might be a mindset issue. Like you're not converting. Yeah. Now you're not clear as to how to sell somebody on your clinic. Correct. Correct.

[00:35:17] Yeah. So anyways, I highly recommend you follow this up by going back to the first part of September, our five buckets of recruiting podcast. And if you have further recruiting questions, then you need to talk to Adam. Yeah. Talk to me, man. I'll point you in the right direction. I hope you got any way I can. Yeah. Reach out to him. He's on all the socials. Join our Facebook group. You can DM through that. You can find him on Facebook, LinkedIn. He's on LinkedIn on a regular basis.

[00:35:41] And emails, Adam at ppoclub.com. You can email him as well. So you just need to start putting out the effort. Let's do it. Let's do it. Cool, man. Thanks. Good one. Thanks, brother. Yes, sir. Thanks for listening to the Private Practice Owners Club. If you enjoyed this episode, would you mind doing us a huge favor and leaving a review? This helps us get the podcast out to

[00:36:06] more clinic owners to help them create greater freedom and profits so they can own their future. And visit our website, ppoclub.com to find more resources and connect with us.