No Broke Months For Salespeople - The Real Secret to Hiring the Right People (Most Leaders Miss This First Step)

Episode Date: March 10, 2026

What you’ll learn in this episode: Why hiring should start with understanding your own strengths and weaknesses The difference between vision, mission, and culture when building a team Why most entrepreneurs struggle with hiring compared to selling The real cost of making a bad hire Why Dan treats the first 90 days as part of the interview process The surprising statistics behind finding the right talent How great leadership helps people achieve their goals—and why that leads to your success 👉 Don’t miss out! Sign up here:https://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=true Shadow Hour Updates to get the latest updates and reminders for our Shadow Hour sessions. Stay informed, stay ahead! To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

You're listening to No Broke Months for Salespeople Podcast. Hi, I'm Dan Roshine. Today I'm talking to you about the real problem that most salespeople have when they're trying to hire somebody to be able to help them. So the way to hire somebody without guessing is really understanding about who you are first. And so it's something that's a little bit counterintuitive because when we go out and we try to hire somebody, we tend to think about like who is it that we're looking for,

who is it that would fit the role of whatever it is that we're hiring, but what we seldom do is actually look internally, which is really the first step, because once you understand who you are, once you understand your strengths, your weaknesses, your power of genius, your superpower, then you can also recognize where your weaknesses are. And then as you recognize where your weaknesses are, then as you hire, you want to supplement those weaknesses. But you also want to make sure that you align the people that you hire with your vision, with your mission, with your culture. And the definition of a vision is where you want to go. A mission is how you're going to get there. And a culture is how you're going to treat each other while you get there. And so really the starting

point to hiring, and like I said, it's counterintuitive. You got to look at yourself and you got to decide where do I want to go? How do I want to get there? And how do I want the people to treat each other in myself as we go on that journey? Once you recognize that, then you take a look and say what's my superpowers what's my weakness is and you hire for your supplement or you you hire to supplement your weaknesses I have been a business owner if I have I've had people working for me I never like to say for me but I guess that's technically the correct term so it's always like because I look at the people who I lead as as partners and the mistakes that I think I think the biggest mistake that I've made in hiring is really having an expectation.

that would be better at it. So I'd say that I'm not necessarily great at hiring. That's the reality of it. I get it right about 50% of the time. But what I'm really great at doing is collecting talent. And so if you take a look at the team that I've been able to create and lead and I'm grateful for the partnership that I have with them, you'll see a team of incredibly talented people.

But the reality of it is for every one of those people that is incredibly talented, and it's probably less than 50% of a success that I've had, I don't know how many people that I've hired that were not the right fit. And so really, when you understand that the hiring process doesn't stop when the person starts, for me, the first 90 days when somebody starts working with me, that is a part of the interview process. The odds are you're not going to make it to day 91. But if you do, then you're going to be with me for the next six to 10 years.

I think hiring can feel stressful for most entrepreneurs because they don't really have enough experience with it. So if you think about the entrepreneur spirit, a lot of it is always based in sales. And so if you're in a business where you have to go and find clients, which is any business, really, and you have to find somebody to buy your product or buy your service, then you end up putting a majority of your time into that activity, which is appropriate. The challenge is, is that we don't necessarily have the same reps to be able to hire. Meaning that, you know, like right now, I have a staff of, I think, 11 people that work with me. Well, that's 20 years of development for me to get those 11 people. Now, obviously, I've had great people through the years, et cetera. But if you think

in the last two weeks, I've had way more than 11 conversations in a sales environment, and I'm not currently hiring right now. So I am not having a lot of conversations with talent. So when you consider that, it's just we don't have enough time on task to get really, really, really. super comfortable unless if you're like in an HR type of role where that is your full-time gig I think what challenges most leaders and entrepreneurs is just the fact that we just don't have enough experience with it and

also the cost of a bad hire is so so costly and so if you make a mistake you're sort of screwed and I mean not sort of you are completely screwed at least for a short period of time until you get it straight once upon a time I would just hire somebody they start and that's the end of the story today what happens is is we start the process first taking a look at myself. First I take a look at myself.

Who am I? What's my strengths? What's my weaknesses? What are my needs? And then where do I want to go with the business? That's what's my vision? What's my mission? What's my and how am I going to get there with the mission? And what's my culture? How are people going to be treating each other? To effectively build an organization, leadership's the key.

So your ability to hire the right people, it really depends on your ability to lead. So a great leader asks, you know, would you hire someone like me? know, like I ask myself, would I hire me? And then I ask myself, would I want to work for me? And so my mission as a leader is really on helping other people to get what they want. And when you do this well, then your own success becomes inevitable. So when you take a look at the 50 percent, that's really not 50 percent of the entire process, is much less than that that are successful. But let's say that it probably takes me maybe 200 conversations or so for me to get to maybe two invitations. So maybe one out of 100. It's a really small amount. And so let's say I have 200

conversations. I invite two people to apply. What that means is the application at that point is come in, do the work and, you know, we're going to do this in a 30-day interval. So the first 30 days, here's your expectations. Day 30 to 60, your expectations, day 60 to 90, here's your expectations. So when I say 50%, it's really of the two people that I hire, the people that go through that process, only one will be here at day 91 on average. And so that person who's here on day 91 is somebody that's going to be with us for the rest of time. So that's where the 50% comes in. But the reality of it is, is that we're looking at, what is that? 1%? No, that's 0.5%. So one half of 1% that actually makes it. So when you understand that, and that goes back into like what causes

leaders to have anxiety over this, when you're looking at like a very, a very, minute success rate, then, you know, that could be scary. That could be challenging. But it also, it tells us why so many people get it wrong is because you got a 99.9%, you know, or 99.0% chance of getting it right. And that could be discouraging and it also be confusing because then you get into relationship with the wrong people and you start thinking, well, gee, this is me. Rather than, wait, well, it is you because you didn't make the right higher. You doubt yourself. because it's unrealistic in my expectations. Probably not.

Am I looking for the wrong people? Maybe. Maybe not. But the reality of it is, is if you find the right person, then it's your job to be able to really help them, to be able to get whatever it is that they want. And that's that mission as a leader.

It's about helping others. And when you do this really well, your success, it becomes inevitable. Before you hire, you need to decide that you're not going to settle for mediocrity. You have to commit to attracting, developing, retaining high caliber individuals who are going to align with your vision and your values. And so first, it's about setting the standard for yourself. So when I started in sales, my first

question was simple. It was, how can I get more business? As my business matured, I realized that the opportunities were abundant. The more important question became, how can I attract the right people to work for me? This shifted my mindset. It changed everything. Success in business is not just about making sales is about building the right team to create something bigger than yourself. When you recognize that, then you're going to be able to get a much better position. You're going to be able to find the best hires who aren't just looking for a job, but they aspire to attain more success in their own lives. They're willing to do whatever it takes for them to be able to support a mutual benefit and a mutual mission and achieve them, you know, mutual goals.

I'm on a mission to help one million people to sell without selling by teaching them how to think through teach to sell. Thank you for being a part of that mission. And to be able to spread the word, I'm going to have a very simple request of you. Give me a five-star review because that's going to help us to be able to reach more salespeople, more entrepreneurs, more business people who are looking for consistent, predictable income so that they can start building their faith in their selves today. So just take a second. Five-star review. Cost you nothing. Thanks so much. Love you to death.