After I hired >30 people WRONG, here’s what I changed to hire the next team RIGHT.

If you feel that “Great staff are just so hard to find!” Then here’s a strategy you’re definitely not using…

You’ve no doubt experienced what I did, hired many people, thought you had a great process but still found people are quitting, or have to be let go- what is going wrong?

Attracting talent, after all, is all starts marketing & branding… wait, does everyone think that or just me? To me, marketing is all about who you attract to your business, & you need to be drawing in all the people you need to bring your vision to life; clients, partners & EMPLOYEES.

So here’s how I draw them in…

First Mistake: Painting a pretty picture.

This is where I really fluffed up. In my first company I set out painting this wonderful vision of my company, it drew people in & got them excitedly asking “When can I start?” But the problem with this- while drawing people in- is it set the bar too high. This meant within a month their insatiable excitement dissipated down to a shocked horror of reality. I had sold them on what will become, not where we were.

Solution? Set the bar low, I actually do the complete opposite now… I sell people on how shit it is to work for me & how realistically they probably don’t want to be here. Here’s an example:

So, who's insane enough to join me? Because Pink Panda is hiring a Marketing Manager / BDM

For whoever the right person is, first things first...

Let’s cut to the chase—here’s what might (or will) suck about working for me:

?? I am obsessed with results: It’s not about being perfect; it’s about knowing the end goal so clearly that we can get there swiftly and efficiently. If you’re someone who truly understands the impact we’re trying to create and can execute with precision, we’ll get along just fine.

?? I will challenge you: I’m blunt. If something isn’t right, I’ll tell you why it sucks. But I expect the same from you. If you’ve got a better idea or think I’m wrong, I want to hear it.

?? Pace is fast: I move quickly and expect you to do the same.

?? I’m a workaholic: Well, I just love working. So, with that, I will often message in the evenings or weekends with ideas. You don’t have to reply, but just an FYI (airplane mode exists for a reason)

Why has this worked a lot better?

Because it feels genuine, & honest. I’ve found it really catches people off guard- & kind of shocks them- it creates a mysterious element… "why would a company scream about how much they suck, maybe I should find out?”

Second Mistake: just another boring job ad

In my defence, I’m only half guilty of this but most of us make the. Most. Boring. Job. Ads.

I cracked myself up when I saw a marketing company post a job ad recently, I read it & holy fluff I got so bored! It was literally like someone went on ChatGPT & prompted it with:

“Create me a job ad for a multi award winning marketing agency in Kent”

Yaaaaaaaaaawn.

Think of it this way, put yourself in the mind of an A Player scrolling through job opportunities, what are they seeing & how do you make your company stand out to them? SHOCKING STRATEGY, I KNOW!

Obviously, a company going on about how much they suck will stand out, but how do we layer on that?

Values over spec. Culture over CVs. Team over tasks.

Every job ad tries to paint this generic pretty picture, then lists out the tasks. What I found that really caught people’s attention was making the job spec the last thing mentioned, in fact… I actually don’t mention it now- save that for once I know their personality & values are a golden fit.

Instead, I feed their ego, I tap into their motivations & what gives them a kick. How do I do that? With a challenge.

You have to focus on what type of person you’re looking for; creative? Analytical? hands-on?

Then give them a challenge based on what gets them fired up. I really got this wrong in my first company, I was hiring hands-on people & yet the first task I set was a questionnaire.

Can you imagine applying for a hands-on role & being asked to write out a load of waffle? Boring.

Luckily, in Pink Panda, I can do a written task. So here’s what I’m doing right now to find a “Web Wizard”

Your Challenge:

I want to see what you’re made of. Head over to?Pink Panda ?check out the website and rip it apart. Seriously, tell me what’s wrong with it and how you’d make it better. But don’t stop there—tell me how you’d make it better in a way that attracts our dream audience and builds authority. There’s a lot to pick apart, so I want to hear your vision for elevating the Pink Panda brand.

This worked great because it fuelled their passion, & gamified the hiring process- much more exciting than “please submit your CV & we’ll schedule a call ahead of your interview”

Plus, as the employer, by setting a few challenges that can easily be automated with little time, I get to learn so much about their character before I even meet them. Saves me a lot of time & makes it easier to filter through the pool.

Tell Stories

We love stories, it’s been an ingrained way of sharing information through our history. All the best conversations are stories; gossip, films, TV, catch-ups with friends. We love to tell & hear stories.

I incorporate this idea by making the application description a story of the company, with a key protagonists missing that we week… them.

Now there’s 2 mistakes to avoid & an idea to implement. The most important thing is to showcase your values, make it easy for people to learn your culture & you may just get applications like this:

"Beyond that, I’ve been really intrigued by your approach. Even though I wasn’t actively looking for a new role, your ad and attitude truly caught my attention. I've also been diving into your YouTube channel and found the content really engaging. It's clear you're passionate about what you do and that makes the idea of working with you even more interesting.”

Put these ideas in to practise, & if you are feeling truly frustrated with your hiring process & just want to create a process that:

1. Draws in your ideal candidate,
2. Allows you to learn about them without giving away loads of your time,
3. Filters through the pool to get you the best pick,
4. Makes your life easier & business more scaleable.

Then drop me a WhatsApp: 07936 529231

I’ll make it easy for you…

Hi Hayden, your article on hiring got me thinking, can we get a coffee in the diary to see how my marketing could be altered to draw in my ideal candidate?

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