WEBVTT - That Sick Feeling When I Have To Fire Someone

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<v Speaker 1>Hi, I'm Britney Saunders, and welcome to today's bonus episode

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<v Speaker 1>of Big Business. I have so much to say about business,

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<v Speaker 1>so how fitting for me to have a bonus episode

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<v Speaker 1>every single week. In these episodes, I'll be answering questions

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<v Speaker 1>submitted directly from you guys in my Big Business DMS.

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<v Speaker 1>I'll also be talking about other random topics or perhaps

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<v Speaker 1>delving further into topics from my main episodes. And as

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<v Speaker 1>I always say, time is money, so let's get straight

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<v Speaker 1>into answering these questions. Question one, how do you get

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<v Speaker 1>your staff to give a fuck about your business as

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<v Speaker 1>much as you or really just enough?

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<v Speaker 2>In general? I feel like I did touch on this.

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<v Speaker 1>If I had to put it in a nutshell, I

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<v Speaker 1>would never expect my staff to care about my business

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<v Speaker 1>as much as I do, because that's not their job.

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<v Speaker 2>That's not what they're getting paid for.

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<v Speaker 1>If they are going to be as equally as passionate

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<v Speaker 1>about fate as me, great, I'm going to take that.

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<v Speaker 1>But I would never expect them to be on the

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<v Speaker 1>same level as me, because when you're a business owner,

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<v Speaker 1>you're a freak, like it's your life. I don't have

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<v Speaker 1>a life outside of fate. Whereas my employees definitely do.

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<v Speaker 1>But again, I think getting your staff to give a

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<v Speaker 1>fuck about your business all comes down to that company culture.

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<v Speaker 1>You want to give them a job that they enjoy doing.

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<v Speaker 1>You want to set them up in an environment that

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<v Speaker 1>they enjoy working in. I feel like that's on you

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<v Speaker 1>as a business owner to set that environment, set that

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<v Speaker 1>company culture, and from that you are going to see

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<v Speaker 1>staff that are going to enjoy what they're doing. They're

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<v Speaker 1>going to want to do the work, They're going to

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<v Speaker 1>be motivated. They've got amazing coworkers. I feel like staff

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<v Speaker 1>enjoying their job and wanting to work there is one

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<v Speaker 1>hundred percent on the owner. Next question is a great one.

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<v Speaker 1>Do you have a final say on every hire? No?

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<v Speaker 2>I used to.

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<v Speaker 1>I used to do every single hire in the business,

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<v Speaker 1>But I've gotten a little bit busy and we've got

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<v Speaker 1>a lot of managers now in every single area of

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<v Speaker 1>our business. So all managers, depending on what area they

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<v Speaker 1>are in in the business, they do the hiring. So

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<v Speaker 1>our store managers hire out their casuals, our office team

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<v Speaker 1>we have people in the office that do the hiring.

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<v Speaker 1>So I no longer have the final say, which is

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<v Speaker 1>a very scary thing, especially to go from starting this

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<v Speaker 1>myself and hiring every single person to now not having

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<v Speaker 1>any part to do with the interview process and I'm

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<v Speaker 1>just meeting that person as they walk through the door.

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<v Speaker 1>Like it's scary. It's like, oh my god, what if

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<v Speaker 1>this doesn't work out? But again, you just have to

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<v Speaker 1>put your trust into your team and let go of things.

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<v Speaker 1>As a business owner, how long is your training and

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<v Speaker 1>onboarding process? I think it depends on the area of

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<v Speaker 1>the business that someone has been hired in. We have

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<v Speaker 1>a bit of a structure with how our interviews work.

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<v Speaker 1>During covid started doing the first round of interviews on

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<v Speaker 1>Zoom or Google Meet or whatever, and we've kept it

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<v Speaker 1>that way. So we shortlist all of our applications. We

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<v Speaker 1>send out a questionnaire first on this website called jotform.

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<v Speaker 1>If you don't know what that is, it's great. You

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<v Speaker 1>can just create any form and have people feel it out.

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<v Speaker 1>So we send out a jotform for shortlisted applicants because

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<v Speaker 1>we like to see if people can give us written answers,

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<v Speaker 1>Because we always say if someone can't give us a

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<v Speaker 1>written answer, then we're not even gonna bother wasting our time.

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<v Speaker 1>Interviewing them and we're looking you know, it's good and

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<v Speaker 1>the questionnaire is really simple. By the way, it might

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<v Speaker 1>just be like five questions. It might be why do

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<v Speaker 1>you want to work at Fate? You know, whatever the

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<v Speaker 1>questions are. We change them up for each role. And

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<v Speaker 1>if someone's writing back to us and they say I

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<v Speaker 1>just want a job like then maybe we're not going

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<v Speaker 1>to waste our time then doing the next interview, So

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<v Speaker 1>that's one thing that we do. We then have the

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<v Speaker 1>Zoom or Google interviews, and then the third round will

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<v Speaker 1>be a face to face interviews, so there's essentially three

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<v Speaker 1>parts of our interviews. There might even be a physical

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<v Speaker 1>trial element of the job, just depending on what it is.

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<v Speaker 1>If they're going to be working with our customers, we

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<v Speaker 1>might get them in for a trial just to make

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<v Speaker 1>sure that they can interact with our customers. But all

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<v Speaker 1>in all, how long is it a good month?

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<v Speaker 2>I'd say, but it depends on the role.

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<v Speaker 1>Some are more easy and people can get straight in,

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<v Speaker 1>but others we will spend a really long time hiring

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<v Speaker 1>for For me personally, I hate when a business or

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<v Speaker 1>an employer gets you to like have to do like

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<v Speaker 1>a written answer or some of them, especially when you're

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<v Speaker 1>in media, get you do like essays, oh no, we're

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<v Speaker 1>not doing any of that. I would hate that too.

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<v Speaker 1>The reason why I get that it's annoying. But the

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<v Speaker 1>reason why we do it is because we never used

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<v Speaker 1>to do that. So like we would short list people

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<v Speaker 1>on Seek, which is where we put all of our ads,

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<v Speaker 1>and then we'd book them all in for that first

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<v Speaker 1>Zoom interview. But then you'd waste your time with so

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<v Speaker 1>many people on these calls who clearly just they've just

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<v Speaker 1>applied just cause like you know, they don't. And whereas

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<v Speaker 1>with us especially, we're always looking for people that are

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<v Speaker 1>like passionate about the brand.

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<v Speaker 2>And then you jump on this Zoom call.

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<v Speaker 1>You've set up a time, like everyone's getting paid to

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<v Speaker 1>be on the call, and it's like, so tell us

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<v Speaker 1>a bit about yourself and why you think you'd be

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<v Speaker 1>a great fit for Faith, and they're like, oh, I

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<v Speaker 1>don't know, like and they haven't done their research. So

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<v Speaker 1>we've found by sending out that questionair mind you it's

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<v Speaker 1>only tiny. It might even be like some the questions

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<v Speaker 1>in what three words would your friends describe you? Like,

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<v Speaker 1>it's just little things like that because we just find

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<v Speaker 1>it weeds out those people that especially have just like

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<v Speaker 1>some people just apply for jobs, like they don't even

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<v Speaker 1>look at what they're applying for. So as annoying as

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<v Speaker 1>it is, Xander, we do it so that we save

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<v Speaker 1>our time in the future. I'm going to make you

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<v Speaker 1>feel out a survey for this podcast. Another one, how

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<v Speaker 1>do you manage your resignation process? What's your policy around this?

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<v Speaker 1>I feel like this is a tricky question because it

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<v Speaker 1>depends on the situation. It depends on the employment type.

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<v Speaker 1>It also depends on the employee's contract, because everyone has

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<v Speaker 1>a contract. But for like our full time roles, for example,

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<v Speaker 1>it's pretty standard, like we just ask that they give

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<v Speaker 1>their two weeks notice or whatever, and then we try

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<v Speaker 1>our best to you know, have a handover happen in

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<v Speaker 1>that two week period. But it's always really tricky and

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<v Speaker 1>it's dependent on the situation, especially if it's someone resigning

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<v Speaker 1>that I guess hasn't been the best fit for the

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<v Speaker 1>company or business. Like there's been instances where I'm like, like,

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<v Speaker 1>thank you for letting us know, and like you don't

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<v Speaker 1>need to come in for the two week periods. So

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<v Speaker 1>it's totally dependent on the situation. Okay, I've got two

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<v Speaker 1>more questions. Do you still have that sick feeling when

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<v Speaker 1>you know you have to fire someone? Yes, I get

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<v Speaker 1>that sick feeling. It's not often put on me to

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<v Speaker 1>do the firing because we do have so many managers

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<v Speaker 1>now within our business. I've kind of gotten out of it,

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<v Speaker 1>but if our managers do need support in that, of

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<v Speaker 1>course I'm going to be there. But I've even had

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<v Speaker 1>to hand out warning letters when people have done stuff

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<v Speaker 1>that's like significantly you know, bad, and I get that

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<v Speaker 1>sick feeling. Like I don't think it ever goes away.

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<v Speaker 1>You definitely learn to become better at it and you

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<v Speaker 1>know that this is for the best and that's what

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<v Speaker 1>you have to tell yourself. But I still like psych

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<v Speaker 1>myself out before I know I'm going to have that

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<v Speaker 1>one on one with someone, because you know, when you're

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<v Speaker 1>handing out a warning letter, you've got to give them

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<v Speaker 1>like twenty four hours notice and give them the option

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<v Speaker 1>to have a support person there with them if they

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<v Speaker 1>want touch would no one ever has, because I'd be

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<v Speaker 1>really awkward. But I don't think it ever so it

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<v Speaker 1>gets easier. You just learn to handle it better, and

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<v Speaker 1>it does make you feel sick. And I always say

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<v Speaker 1>to my staff as well, like when they first come

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<v Speaker 1>on board with us, like we're very open with our employees,

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<v Speaker 1>and we say like we never want to have to

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<v Speaker 1>do things like that. We never want to have to

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<v Speaker 1>hand out a warning letter. And even when I've given

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<v Speaker 1>them to stuff, I say, I don't want to be

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<v Speaker 1>doing this, but I kind of have no choice, Like

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<v Speaker 1>this sucks for both of us. I never want to

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<v Speaker 1>freaking do that, but it's just part of it. And

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<v Speaker 1>the last question, red flags to look out for when hiring.

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<v Speaker 1>There's so many, And we were just chatting here in

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<v Speaker 1>the studio and we were saying, when you meet someone

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<v Speaker 1>in your interviewing them, I feel like you know immediately

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<v Speaker 1>if they're a yes or and no. It's like it's

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<v Speaker 1>a first impression, and first impressions are absolutely everything. But

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<v Speaker 1>I think I'll save that for a future episode and

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<v Speaker 1>we can run through the red flags to look out

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<v Speaker 1>for when hiring. And you want to know what the

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<v Speaker 1>scary thing is about that people's red flags can come

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<v Speaker 1>out later. People's red flags can come out later. And

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<v Speaker 1>I've experienced that as well, all right, So that is

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<v Speaker 1>all the time that we have for today's bonus Big

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<v Speaker 1>Business episode and if you want to have your say

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<v Speaker 1>on a bonus episode, if you want to ask me

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<v Speaker 1>a question, be sure to slide into my DMS. Just

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<v Speaker 1>look me up on Insta Big Business Podcast and I'll

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<v Speaker 1>be back on Monday with my next main episode