Struggling to find good help? Feeling like your team’s falling apart faster than you can hold it together?
You’re not alone—and no, it’s not just because “no one wants to work anymore.”
Let’s cut the fluff: The job market isn’t broken. Your systems are.
If you’ve been panic hiring, training people on the fly, and praying they don’t ghost you two weeks in… that’s not a hiring problem. That’s a business-building problem.
This episode is a wake-up call for every pet business owner who’s ever said:
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“I can’t find good people.”
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“I hired three and they all disappeared.”
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“Why does it feel like I’m always starting from scratch?”
Because what’s actually going on? Your hiring process is random, reactive, and frankly… exhausting.
But here’s the good news: You can fix it—and I’m going to show you how.
In this episode, I’m breaking down exactly why your hiring process keeps failing you—and the real, practical steps you can take to build a team that’s reliable, loyal, and actually loves working for your business.
I’m dropping truth bombs.
I’m calling out the mistakes most business owners don’t even realize they’re making.
And I’m giving you a 30-day plan to turn the whole thing around.
So if you’re tired of spinning your wheels, losing sleep over staff issues, and constantly feeling like your business is one resignation away from disaster…
In This Episode, You’ll Discover…
- Why “no one wants to work” is a dangerous myth
- The real reason your job posts aren’t attracting quality applicants
- How panic hiring is killing your business
- The secret to building a system that attracts, hires, and keeps rockstar employees
- A 4-week plan to overhaul your hiring process in just 30 days
Timestamp Highlights:
[00:57] – The hiring truth bomb most business owners don’t want to hear
[03:36] – What good employees actually want (and why you’re not giving it to them)
[08:11] – The trap of panic hiring and how to avoid it
[10:20] – What a hiring funnel actually looks like (and why you need one ASAP)
[16:35] – The 30-day challenge that will change everything
Notable Quote:
“You don’t attract great employees by chance. You attract them by design.”
Resources Mentioned:
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Transcript
welcome back to another episode of Bella in Your Business my name is Bella Vasta and today um we’re going to get right on into it but before we do I want to encourage you uh to please like or subscribe wherever it is that you listen to this um this podcast uh we just recently started putting them all up on YouTube so if you like to to watch you can actually watch these episodes on YouTube or you could still listen on whatever your favorite podcast uh episode listener is look I talk to businesses all day like every single day and I can’t tell
you how many times over the past 20 years I have heard “Bella I can’t find good people.” Or “No one wants to work the job market’s terrible i hired three people and they ghosted me after training here’s the thing i’m about to drop some truth bombs today that might be a little uncomfortable but they could also completely transform your business so are you willing to get a little uncomfortable to maybe change the face of your business i’m not kidding cuz today that’s exactly what I’m going to
show you so let’s start off with the real problem let’s cut through the fluff because you know I’m a non no nononsense person you’re not struggling to find good people because no one wants to work anymore it’s just not the truth good employees exist they’re out there right now working for businesses that have their act together the real reason you’re struggling is because your hiring process is most likely random reactive and if I’m being completely honest it’s exhausting
it like it’s like I’m going to date myself right now but you know that song this is the song that doesn’t end i’m sorry if that’s in your head the rest of the day today but that’s how some of your hiring processes are and because of it then you wonder why people who either apply never show up for the interview after 2 weeks or worse they stay but they do such a terrible job that your clients are complaining and get you’re constantly putting out fires you’re constantly retraining them it’s not a hiring
problem my friends that is a business building problem and think about it this way would you want to work for a business that always hires when they’re in crisis mode would you want to work for a team where the job description clearly shows the owner through it together in 15 minutes would you want to work for someone where the onboarding consists of follow me around for days and and try to remember all of it and then you’re out on your own of course not and neither do the quality employees that you’re trying
to attract consider this scenario imagining a petsitting business where the owner posts jobs at midnight when they’re exhausted and at a after a long day of petsitting their job descriptions are vague and focused on entirely what they need not what would attract a candidate and their onboarding well it basically doesn’t exist but no wonder they can’t find good people the entire process is screaming “This business is chaos.
” Now contrast that with a business that implements hiring processes like clear distinct hiring processes they have a multi-step interview process that filters out people who aren’t serious and they have a comprehensive onboarding so that it makes the hires feel new uh confident and prepared the second business is never short on quality applicants even in this so-called tight labor market they have eager people working for them the difference isn’t luck it’s systems and I literally see this i see this between the free Facebook groups and
where people start getting really discouraged and they decide that there’s no one to hire out there and they all kind of like gather up around the watering hole and then they all start agreeing the stinking thinking and then there’s like this magical place where there’s a ton of people that aren’t having trouble hiring because they’ve built out these systems i literally see the contrast and I’m not kidding so what real employees want you want to talk about that what they really want are
it’s not just about money and unfortunately a lot of you throw money at the problem quality people the kind that show up on time follow your process and genuinely care about the pets that they’re looking after they don’t want chaos especially when they’re not making big bucks they don’t want to be dumped into your business with zero training no clear expectations and a boss who’s texting them at like nine o’clock at night because they forgot something important okay listen if I if you’re
feeling uncomfortable right now I’m not trying to make you that way but hopefully you realize that something’s got to change and I’m here to help guide you through that what they do want is something that’s very simple first they want clarity they want expectations doesn’t everyone clear job descriptions clear understanding of what success looks like they want to know exactly what they’re signing up for before they start second they want consistency we just want that as humans honestly a consistent schedule
consistent communication consistent policies they don’t want to feel like the rules are changing based off of your mood every week and third they want communication they want regular check-ins feedback on their performance and a boss who actually listens when they have questions or concerns they want to feel heard and valued this is uh this reminds me a lot of those situations when an employee says “I’m not comfortable visiting that dog.
” Because something about their Spidey sense says that something’s off and the business owner might force them to keep going or go with them to try to get them acclimated and not just uh acknowledge and respect their feeling for I don’t want to be around this dog the final thing that I want to bring up is that they want to feel like the company has their act together a business that’s organized and professional and treats them like a valued team member like they’ve done this many times before is not a
disposable resource so here’s the thing if your hiring strategy is let’s see who applies and we’ll figure out as we go you’re setting yourself up for constant turnover and burnout and I’m willing to bet that it’s not a them problem it’s a you problem again I know this is going to rub some of you a hard way today but stick with me okay because I’m going to give you some solutions i want you to think about this scenario and this might be really close for home a dog walking company above offers the market rate
wages and flexible schedule yet they can’t keep anyone for longer than a few months but they think it’s the rates no one wants to work because it’s not enough money when they examine their process they discover that the new hires feel completely abandoned after training there’s no system for them to ask questions no regular check-ins no clear path or for advancement there’s like no vision right they’re they’re just thrown in the deep end and expected to swim now imagine if they implemented a system of
weekly trainings or monthly or group chat for daily questions or monthly one-on-one check-ins their retention rate would likely improve dramatically and I’ve seen it because people would feel supported and like part of a team and not just a warm body like filling in a scheduling slot now let’s talk about one of the biggest painkillers out there of hiring and it’s panic hiring and I know a lot of you guys do that and this looks like oh my gosh someone just quit or someone is sick or someone has a vacation or
someone’s moving away and maybe it’s more than one someone and now all of a sudden you’re like “Oh my god I you’re laying awake at night i get it.” And you’re you you have to hire and so you make poor choices they think you might think that hiring is about plugging a hole and not necessarily building a team let me say that again hiring is not not plugging a a scheduling hole it’s building a team they’re they this person sees hiring as a necessary evil when they’re overwhelmed and not as a
strategic process to grow their business they wait until they’re drowning in work completely stressed out and then rush to post a job the urgency comes through the entire process and the quality candidates smell desperation a mile away they don’t have systems processes they don’t have proper onboarding even clear job descriptions they might have copied generic job descriptions so then it doesn’t even accurately represent the company culture or the feel of their company would you want to work for a
company like that if you felt like you got like a bait and switch probably not but I guarantee you there’s a lot of petsitting dog walking businesses out there that are doing that so I want you to think about what it what it means to work in the short term but within a few weeks they could have an excellent new team member that panic that that that rather than panic hires creates more pro and creates more problems that they solve actually adds to the team okay panic hiring will not solve any of your problems they’ll just
perpetuate them okay don’t panic hire now you need a hiring funnel like this is how you don’t panic hire and this is why I keep talking about this and I’m going to keep talking about this until this problem is fixed in this industry okay let me be crystal clear you don’t attract great employees by chance you attract them by design and if you don’t have a system that bridges the right people in and the filters the wrong ones out then you’re going to be staying stuck in that hire train quit cycle forever what do I mean
by hiring funnel i talked about it a lot of times on here but and we talk about in the mastermind and like it’s one of the things I talk a lot about in intensives so I’m going to try to give you a little bit of inspiration to hopefully move you into action which is either to do it yourself which good luck there’s a lot of like like tiny little things in there but it’s absolutely doable and you can go back to a lot of the other podcast episodes I have or you can go back to a lot of my blogs or if
you’re in the mastermind you can go into the guide and go straight through all of it um but it’s a strategic multi-step process that attracts the right candidates through carefully crafted job descriptions uh screens them effectively with targeted application questions evaluates them consistently with a structured interview process and retains them i call it a employee love um uh program uh with ongoing support and development each step in this funnel is designed to attract both quality people and filter out those who aren’t good
before they become your problem employees now I’m not here to teach you exactly how to build the system today that’s something we work on in depth in the mastermind as I was saying cuz it’s like way too complex to cover i mean for some people I’ve taken a whole entire 8hour day to go through this so it’s it’s not if you did it in an hour there’s probably still more more work to be done in fact when you think you’re done it’s something that you’re constantly shaping over a year or two
truly okay it is it is like a fluid thing but I’m here to tell you that if you’re not doing it you’re just throwing random job posts while you’re desperate hoping for the best and your business is always going to feel like it’s on the edge of collapse you’re always going to be laying awake at night thinking “Oh my god what happens if one person quits i’m screwed.
” Okay I know i’ve been there like when I had my business 20 years ago you’ll always be the one resignation away from crisis mode and you’ll always be scrambling to cover shifts you’ll always be stressed out about whether your clients are getting the care they deserve and that’s not the business you dreamed of building now is it that does not scream financial freedom or time freedom to me your business deserves professionals people who respect your brand who care about the pets and the process and who take ownership of their
work but here’s the kicker you only attract the level of person when you become that kind of leader h Does any of this feel relatable to finding a mate does any of this find feel relatable to just life in general or attraction okay too many business owners are stuck in the trap of babysitting adults instead of leading a team they are micromanaging every care note double-checking every schedule and essentially treating their employees like they can’t be trusted and guess what the kind of employee who puts
up with that level of micromanagement are rarely your A type players the best employees want autonomy trust and the opportunity to excel without someone constantly looking over their shoulder if you want to attract and retain great people then you need to stop micromanaging every single detail making excuses for just getting by saying “I don’t have time.
” When you really mean is “I’m scared to do it differently.” Let me repeat that one it’s not that you don’t have time it’s that you’re scared to do it differently one of the sayings I say a lot especially if you coach with me is it’s not it doesn’t work it’s it doesn’t work this way so just imagine this scenario and this might even be you a petsitting business owner is absolutely exhausted from checking and rechecking their team’s work they review every single petsitter report they look
at every photo they correct even the minor details not only are they burning themselves out but they their their team feels untrusted and undetermined their results the best employees leave and they only keep the ones that need that level of handholding you literally perpetuate the cycle now consider a different approach instead of just checking every report they implement a random audit system where they just review 10% of the visits they create clear guidelines for what constitutes excellent work and make sure that their
team understands them and most importantly they start trusting their people to do their job that they were hired to do this approach will transform the business this they they’d have the business owner would have more time less stress and likely better professional workers on their team i’m not trying to stir the pot today and I’m not trying to get under your skin and I’m not trying to trigger you but if you’re feeling any kind of uncomfortable way the chances are something needs to change in your
organization and so I want to tell you to do something about it literally make it your next 90-day goal and I mean you could even change a lot of it in just 30 days and I want to challenge you take just 30 days to do it i want you to commit right now to either fix the hiring process so that it actually works without you losing your mind or get the help that you need to make it happen no more winging it no more recycling job posts from three years ago or reposting something that someone else used for their business oh
my god please don’t do that no more excuses about how no one wants to work or you don’t have time to create proper systems 30 days to make a real change in how you approach building teams here’s what it might look like i’ll even give you like a blueprint for it maybe week one is audit the the existing process what’s working what’s not where are the candidates dropping off be brutally honest maybe they’re not even necessarily dropping off because there’s not even like a whole process
for them to go through week two create clear compelling job descriptions that focus on what’s in it for the employee not just what you need but like make it attractive week number three develop a structured interview process that effectively screens out qualities that you actually are looking for in your business that actually are part of your company culture and then week four build an onboarding system that sets new hires up for success and not confusion or frustration now that’s what you could do in a whole
month after that you’re going to start the employee love program can you do this alone probably kind of maybe you’re going to get stuck you’re going to have questions you’re going to wonder uh how do I get out of my head uh is this a really good question you’re going to need the guidance and that’s where community comes in that’s where you can see what other people have done that’s where you can ask someone like me who’s done this a gazillion times i literally cannot even count
successfully my clients have the problems of we need to constantly be hiring because our we’re constantly getting clients okay both of those and what they’ve done is they’ve figured out these two systems because the only two problems you’re going to have in your business everything can go under I need more clients I need more employees and if you don’t have both of these systems figured out at the same time that you could press a button and make it rain more clients or rain more employees then your business is not
going to be handsoff the the business owners I have that take frequent trips or take frequent months long off are the ones that are able to do that so are you in or are you going to keep spinning in the hamster wheel and that’s fine because maybe you’re not in build mode and next week we’re going to talk a lot about like what season are you in but if you’re serious about this and you’re ready to lead like a CEO and it’s your time and you’re you’re ready to stop the madness of what you’ve been
doing then you don’t have to do it alone it’s where the mastermind comes in and inside we literally break down the hiring all for you exactly how to do it i have so many videos on it you have me to review things i’ll get on calls with you it’s absolutely amazing and then you have the accountability because you have the 90-day goals you can have an accountability partner that’s someone else that has the same exact mindset of you so if this is you and you’re ready jump on over to jumpconulting.net/mastermind as you know
this podcast is sponsored by the mastermind and I am never going to stop talking about the mastermind um because it works it absolutely works if you show up so the quality of your team is determined by the quality of your business and the quality of your team is determined by the systems you create to attract hire and retain them it’s that simple it is that simple so I want to thank you for spending your time here with me today uh if you haven’t noticed I’m completely on fire this year um something that keeps coming up in
coaching uh and on the forums is that um people are at different stages of their life and you’re going to constantly be seeing out there crush it crush it crush it and um and and build and all this like kind of masculine energy right we can’t always be in that build mode we can’t it’s um it’s exhausting it’s not sustainable and there’s different seasons that we’re in i don’t think a lot of people talk enough about what season are you in and then when you’re not in that hustle kill it crush
it mode it’s okay to take a step back it’s okay to be quote unquote I hate this word lazy cuz you’re not but the voices in our heads tell us that okay I’m gonna dive into that so much more on our next episode and I can’t wait for you to come along with me so please stay tuned to next week’s episode but in the meantime don’t forget to go ahead and hit that subscribe share button uh tell your friends repost it if you liked it drop me a line bell@jumpconulting.
net whatever it might be no matter what you’re looking at doing remember when life gets you down to always keep jumping bye now