New Year, New Habits: Saving Yourself Time and Hiring the Best People with Kolby Goodman | POP Bonus

Share this content
New Year, New Habits: Saving Yourself Time and Hiring the Best People with Kolby Goodman | POP Bonus

Are you hiring right now? Are you struggling to find talented candidates that are well-fit and suited to your practice? How can you set yourself apart to attract the talent and find them among the noise of the current recruiting noise?

In this podcast episode, Joe Sanok speaks about saving yourself time and hiring the best people with Kolby Goodman.

Podcast Sponsor: Gusto

An image of Gusto is featured as the sponsor on the Practice of the Practice, a podcast for therapists. Gusto automatically files and pays your taxes, it’s super easy to use, and you can add benefits and HR support to help take care of your team and keep your business safe.

If you’re looking for an awesome payroll solution, look no further than Gusto. We’ve used them for years here at Practice of the Practice.
They keep me organized, we know how much taxes we’re paying, and it’s all done right, and you get pay stubs that look like any other company.
Head on over to to learn all about their payroll solutions.
There is no reason that you should be worrying about payroll. Do it right, head on over to!

Meet Kolby Goodman

A photo of Kolby Goodman is captured. He is the founder of the hiring consulting firm, BestFirstNow. Kolby is featured on the Practice of the Practice, a therapist podcast.
Kolby Goodman is the founder of the hiring consulting firm, BestFirstNow. He helps highly educated owner-operators, including doctors, dentists, veterinarians, attorneys, CPAs, architects, and so many more, stop hiring “average” candidates and start hiring Impactful
Problem Solvers.

After a decade of placing over 5,000 high-achieving professionals in their dream roles, Kolby experienced the full spectrum of interview horror stories and the countless ways well-meaning leaders were unintentionally driving away top talent.
With his abundance of first-hand experience and candidate perspective, Kolby partners with struggling leaders to discover what they want from their next rockstar employee, proactively attract ideal candidates, better predict how interview performance translates to job performance, and onboard new hires quickly and efficiently.
Visit BestFirstNow and connect on LinkedIn.

In this Podcast

  • Mistakes that could turn away talent
  • How to stand out in the hiring environment
  • How to get high-quality talent into your business
  • Where practitioners could be losing talent from their practice
  • Kolby’s advice to private practitioners

Mistakes that could turn away talent

The biggest way that you may be losing out on hiring great people is if there are any unclear expectations about what the role looks like, and that starts in the job description.

You’re not simply just competing for the best of the best, you’re also trying to prevent those rockstars from going to other places, and so if your job description on Indeed or LinkedIn or anywhere on the internet looks and sounds just like everybody else’s, you become undistinguishable. (Kolby Goodman)

Traditional job postings describe what types of skill sets and experience the ideal candidate has. However, nowadays people are not hired to only do the job, they are hired to be part of the solution for a problem.

So, candidates need to know what the problem is that you are trying to solve so that they can understand if their skill set and strengths can match up to what your business is aiming to achieve.

We hire [people] because we have important problems we need to solve by experts. And so, if you can more proactively go out there and share what those problems are, what those challenges are, not only do you get the right people that are aligned with solving those problems, but you get people excited to come in and make a change. (Kolby Goodman)

How to stand out in the hiring environment

There is a lot of noise out there from companies that are actively employing but are getting lost in the shuffle of all the applicants.

So, you need to have a dog whistle for the talent and engage with them proactively.

  • Maintain relationships with similar practice owners to have a network of communication to enhance your recruiting efforts with people who have similar needs and solutions
  • Intentionally share what you are doing in your business on a day-to-day so that potential candidates can see what is happening

Then people can resonate with you as a passionate business owner, with you as a healthcare professional, and you as a potential boss. (Kolby Goodman)

  • Spend a couple of minutes every week on developing content that engages with both your clients and attracts potential candidates by showing them the good work that you do, and where your candidates can be a part of that

How to get high-quality talent into your business

Create a high enough barrier to entry where only the best of the best present themselves.

Add one or two additional steps in your application process so that the people who truly want to work with you will be divided from the rest because they will make the effort to complete those steps.

  • Remove any one-click applies
  • Create a genuine application that allows them to show you they are a good fit
  • Put in another step like requiring that person to send an email to a ghost in-box, or showcase some communication skills via a Google Voice inbox to introduce them and why they are applying for this job

Instead of wasting half an hour doing that on a phone call, you can make the distinction by listening to one voicemail. (Kolby Goodman)

Where practitioners could be losing talent from their practice

Even though some companies may be hiring great people, they may be losing them after a few months and may be wondering why.

Kolby recommends making sure that you have regular check-ins with your staff to try to minimize this issue so that you know how they are feeling on the ground instead of assuming that everything is okay.

  • Are you providing them with new and future problems or challenges to resolve to get them excited to remain for the long term?
  • Are you having the salary conversation with them regularly?
  • Are you checking up on their needs and how their lives are changing outside of work that could be impacting what they need from their work?

Kolby’s advice to private practitioners

There is somebody out there who is better equipped and excited to solve your problems.

Sponsors Mentioned in this episode:

Useful links mentioned in this episode:

Check out these additional resources:

New Year, New Habits: Kristina Orlova on OCD, launching a podcast, and courses | POP 944 Events – click on the event’s dropdown

Sign up to join the free webinars and events here

Podcast Launch School

Practice of the Practice Podcast Network

Free resources to help you start, grow, and scale

Apply to work with us — a decision-making matrix for your next steps

Meet Joe Sanok

A photo of Joe Sanok is displayed. Joe, private practice consultant, offers helpful advice for group practice owners to grow their private practice. His therapist podcast, Practice of the Practice, offers this advice.

Joe Sanok helps counselors to create thriving practices that are the envy of other counselors. He has helped counselors to grow their businesses by 50-500% and is proud of all the private practice owners who are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.

Thanks For Listening!

Feel free to leave a comment below or share the social media below!