In this episode, Chris talks all about turnover and the hiring practices his organization utilizes to anticipate it. There are many different types of turnover; some can be negative while others can be positive. For Chris, it’s all about getting the right person in the chair and witnessing that person do the job well. Chris shares his thoughts on exit interviews, recruiters, and searching for a ‘unicorn’ during the hiring process. He talks about the expectations set for all new employees and the result-oriented culture he has built at Juhll. Chris also speaks to the realization that dealing with people is an integral part of running a business. He reveals how he researched and compiled his ideal candidate profile and why it’s rooted in honesty and productivity. Finally, Chris discusses the importance of maintaining a clear vision, especially throughout a hiring process that has changed vastly over the last decade.  

Chris, the host of Snyder Showdown podcast, is an entrepreneur and expert digital marketer. He's the President and partner of Juhll, a full-service digital marketing agency specialized in strategic digital paid media to grow online customers. He’s also the founder, operator and investor in Banks.com, a financial online market place.

In the related past episode "Do You Have the Right People?", Chris also touched the subject on modern day hiring business practices.

• 00:53 – Introducing today’s topic, turnover
• 01:15 – The different types of turnover
• 03:44 – The importance of getting people in the right seat
• 06:29 – Preparing for and managing turnover within your organization
• 08:24 – How turnover can actually be healthy
• 13:15 – Chris challenges the audience to look for the positive side of turnover
• 13:46 – Chris’ thoughts on exit interviews
• 14:54 – The delicate balance of asking someone to leave
• 16:20 – The expectations Chris has for new employees
• 17:23 – The realization that Chris came to about the hiring process
• 19:05 – Chris’ experience in using recruiters
• 20:44 – Chris talks about building a unique hiring system
• 22:17 – The Ideal Candidate Profile
• 25:52 – Why Chris generally prefers to avoid hiring people from the coasts
• 27:28 – Being productive
• 29:16 – Focusing on results-orientation and honesty in the hiring process  
• 32:10 – The unicorn fallacy

“I don’t think it’s a secret that there’s a lot of organizations out there probably only have ten to twenty percent of the people in the right seat.” (03:57)
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“In order to manage it more closely, you have to actually think about it, not live in fear of it, and just plan for it. And then you manage it yourself and don’t let it manage you.” (07:36)
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“You have to be Spock-like in your decision on asking someone to leave, and you have to be Mother Theresa-like in your delivery.” (14:54)
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“You are never ever gonna know how good someone is until you put ‘em in the chair.” (17:13)
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“I’d rather train someone in Kansas City, honestly. I’d rather train someone in Sioux Falls, South Dakota. I’d rather train someone in Omaha, Nebraska. There’s less distractions.” (26:30)
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“Being productive does not limit your happiness by the way. It shouldn’t.” (27:28)
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