Is There a Lack of Talent in the Marketplace?

As I mentioned last week, our company is in massive growth mode and with that comes the addition of new team members. The majority of my leadership staff is in the middle of hiring other Executive, administrative, marketing, bookkeeping, etc. talent. Over the past few weeks as interviews have ramped up the frustrations have come out.

I wanted to share the email I sent to my team about hiring and growth, in the hopes that it may help you gain clarity on who you need to hire and let you know you are not alone. Finding top talent is hard!

Hey leadership…

Most of you right now are in the midst of grinding through your daily responsibilities of growing a large company – which in itself is a feat! Nearly all of you are also in the process of hiring people for your team or division and/or the people that you’ve hired are now trying to hire people in order to compensate for our growth.


What I want people to feel and understand and what I sense is a bit of frustration with trying to hire right now is the “lack of talent” that is showing up for interviews. You all know that talent is rare, yet we think that just because we put an ad out there that talent is going to show up! Surprise…they don’t. Some of you whom I’ve hired I’ve known for 20 plus years and others have been in relationship with me for years before we got into business together.

This is why it’s so important that we are always, always looking for talent. You won’t know when you’ll need them and it takes years sometimes to find them! It’s a grind in itself. Talent isn’t hanging around waiting for you – they are off kicking ass somewhere which is exactly why they are talent. They are rare. You all are rare. Don’t lose sight of this as the entire organization grows. You will need the best people on the planet by your side as we go to war! Make sure you’re purposeful on getting in relationship with the best of the best.

The paradoxical challenge is that most people are scared to hire better talent then themselves. Interestingly, it only hurts you and your division when this happens as your own growth becomes stifled by the people you hire and conversely your own growth is lifted up by the people you hire. Your choice.

People are our number one asset. Let’s get in business with the best!

Never give up,


The conversation following this email was even better. My leadership team shared ahas and additional challenges they’ve had while interviewing. The lessons are great, but the stories are even better (I can’t share all of them here – but suffice it to say, what happened to basic business etiquette and interviewing skills!).

Here are a few of my team’s top takeaways:

  1. Never stop interviewing!!! Build a huge bench.
  2. Always go with your gut, even if the person looks great on paper, in their [behavioral assessment], in their work history, etc.
  3. It’s okay to start over again from scratch. It’s better to know now the fit isn’t quite right than 90 days in when you’ve invested all kinds of energy into getting someone up to speed.
  4. It takes a LOT of interviewing when you have high standards… but it’s worth it!
  5. It is our job to find [talent], get into relationship with them and stay in relationship with them – sometimes for years until the right opportunity becomes available.
  6. Referrals from your SOI, friends, family, past colleagues, other industry leaders, etc. are your best sources for talent.
  7. Do not compromise on your standards or try to make someone fit into a position. You know when it’s right or not.

To sum it up? Do not compromise on your standards. Do not settle for mediocre talent. You will only get mediocre results. Do not hire out of pain. Have patience. Follow the process. Do not get into business with anyone less than the best.

There isn’t a lack of talent in the marketplace. There is simply a lack of focus and time on task. It could take months or years before you find the right person for your company. But if you start looking now, when it’s time to grow, you’ll be ready.

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