What AI Gets Completely Wrong About Hiring

If AI is the answer to every hiring challenge, why are so many business owners still making expensive hiring mistakes? On this episode of The KeyHire Small Business Podcast, Corey Harlock breaks down the real role AI can and cannot play in your recruiting process, and why replacing human connection with automation could cost you the candidates you most want to hire. 

Corey opens with a candid look at the current landscape. AI-powered sourcing tools, automated outreach agents, and resume screening software are everywhere, and the promise is compelling. But as he explains, speed and volume are not the same as quality. Candidates are using AI to generate polished resumes loaded with the right keywords, and if your ATS is screening those resumes with its own AI, you may be running an automated process that filters out red flags on paper while missing the person behind it entirely. 

The sourcing problem runs even deeper. AI outreach agents can cast a wide net, but when candidates start receiving unsolicited messages to their personal emails and phone numbers, the response is not excitement. It is suspicion. Corey points out that the best candidates are already fielding multiple opportunities, and spam-style outreach does not cut through. It gets ignored, flagged, or filtered by the very AI tools candidates are starting to use on their own side of the process. 

That said, Corey is not anti-AI. He walks through several places where it genuinely helps. Using AI to build a thorough job profile, define the skills needed for future growth rather than current business levels, and structure a job description around what the candidate gets rather than what the company wants, these are real advantages. He even suggests a specific prompting approach that addresses two of the most common hiring mistakes at once: failing to define the role clearly, and hiring for where the business is today instead of where it needs to go. 

Where Corey draws a firm line is in the interview and offer stages. Assessments and AI-scored questionnaires feel like efficiency, but they function as exit ramps for the strongest candidates who have other options and no patience for unnecessary hurdles. Every step you add to your hiring process is a reason for the right person to walk away. The phone screen, the video interview, the on-site conversation, these are not places to automate. They are where trust is built and where the information that actually matters gets surfaced. 

The offer conversation gets the same treatment. Corey shares his own practice of calling candidates, walking through the offer live, and inviting follow-up questions before the overthinking starts. His point is clear: candidates are already using AI to evaluate your offer, pull apart your compensation package, and benchmark it against market data. If you have not had the human conversation first, you are leaving them alone with a tool that may push them in the wrong direction. 

If you are a small business owner trying to figure out where AI fits in your hiring process without losing the human element that actually closes great candidates, this episode is a 

practical and honest guide. Listen in to learn how to use AI as a tool that supports your hiring discipline rather than one that quietly replaces it.

Connect with the Experts

Connect with Corey Harlock on LinkedIn: https://www.linkedin.com/in/coreyharlock/ 

Learn more about KeyHire Solutions: https://www.keyhire.solutions

Built for small and medium-sized business owners, the KeyHire Podcast has earned a loyal audience of leaders who act on what they hear. We limit our sponsors intentionally with one voice, one message, and full impact, so your brand never gets lost in the noise. If you want direct access to the owners making the hiring decisions, this is your seat at the table.

Learn More at Keyhire.Solutions

Transcript

SPEAKER_01 0:00

AI is everywhere in terms of connecting, leads, candidates, AI for recruiting. Can AI make recruiting faster? And can it do the human elements of recruiting your business needs?

SPEAKER_00 0:16

Welcome to the Key Hire Small Business Podcast, hosted by Corey Harlock, creator of Key Hire Solutions, where small business owners learn how to build stronger teams, simplify growth, and scale confidently. Subscribe or follow on your favorite platform, and follow Key Hire Solutions on social media for more insights and updates between episodes. To learn more about how KeyHire can help scale your business, visit KeyHire.solutions. Connect with Corey on LinkedIn through the link in the show notes. Mention you're a listener, and he'll accept your request. And now, on with the show. Here's your host, Corey Harlock.

SPEAKER_01 0:56

You know, we always like to start with a little housekeeping and people that take the time to comment on the podcast. We love the comments. Keep them coming. Mike Milligan back on April 20th did a show on the three uh tax tips, uh, how to get money out of your business. If you haven't listened to it, go back and listen to Mike. It was amazing. Talked about the Augusta rule and some other really cool ways to kind of take money out of your business every year and invest it in yourself and your children or just on lifestyle. But uh Israt N took the time to comment on our LinkedIn uh company page. And she said, this is such an underrated strategy. Teaching financial discipline early while leverage, leveraging compounding can completely change long-term outcomes. It's great insight. And that's to the reference that Mike was making about um paying your kids and putting money into accounts for them when they're young and letting that uh money just kind of compound and compound and compound until they're ready to uh take that bank account over. So go back and listen to Mike Milligan's episode from April 20th. It's really, really good. Speaking of amazing episodes, we had Ryan Estez on last show. And if you didn't listen to that, uh highly, highly recommend. Ryan is a very sought, uh, very, very sought-after public speaker. Uh, he speaks about all kinds of stuff, uh, leadership, uh, initiating change. And he also wrote a book called Prepare for Impact. And I don't even know if we showed it on uh the last podcast show, but Prepare for Impact, I've read it. It's amazing. I think we were talking about chapter eight of his book, which was called Human Center, uh Human-Centered Leadership. One of the phrases I took away from our conversation, and there were many, uh, because he's very, very good at what he does. But he said something to the effect of the business, your business won't grow until your people do. And that really hit me. I thought, wow, that's what that's it couldn't be more simple and it couldn't be more insightful, and it couldn't be more amazing. So if you haven't listened to that conversation with Ryan, uh, please go back and check it out. You will not be disappointed. And speaking of big shows, we are next week launching an entirely new uh concept for the show. Uh, we're gonna try to add a couple of these in when we get the opportunity. But the concept, it's uh the shows are gonna be called The One Thing. And it's getting very successful business owners and asking them a simple question. What is the one thing that happened in your business journey that changed everything? The one thing that made you go from I think this could work to this is going to work. And our first guest, we got a we got a doozy for you. Uh, we have Janna McDaniel from First Saturday Lime. You may not have heard of the company, but uh it is a juggernaut and she is doing amazing business. She's a client of Key Hire. We're really fortunate to have her as a client, one of my favorites. Uh and you might know her. Um, she was actually on Shark Tank and did a deal with Kevin O'Leary, which is pretty cool. But I will give you a spoiler alert: Shark Tank is not the one thing that changed her business forever. So tune in next week for the new segment, The One Thing, with the one and only Janet McDaniel from uh owner of First Saturday Line. Okay, let's get into this. We're talking about AI and recruiting. AI is gonna change the world, it's a solution for everything. Or is it? Let's talk about AI and recruiting. Now, there are a million different platforms out there that will uh source candidates for you. And all of the job boards are going to AI to search for candidates for you and give you the best one. Uh, there's a platform out there that says, you know, you'll get one qualified candidate in the first 24 hours. Qualified candidates are great if you can hire them. But if you're getting that qualified candidate, there's a good chance someone else is getting that qualified candidate too. And what does qualified candidate mean anyway? So there are agents out there that will do the dirty work for you. You go in there. Um, we do not post ads, we hunt and we reach out to people, and you can get an AI agent to do this for you. Um that's a good thing. Um, but be careful, you have to dial them in and you have to make sure that they're finding the right skill, the right people in the right location. And you have to understand how you can reach out for to them. Uh sending them emails from your personal your business email to their personal email, people get a little weird about that. I know I've done it, and I stopped doing it because I tried what last year or two years ago, uh, one of these pseudo-AI platforms. And the most common response I was getting was, how did you get my email address? So these agents might be uh really, if you don't dial them in, you can get a real broad spectrum. So you might even get overwhelmed with more applicants. If you post online, they're gonna dial these things in and they're gonna pick the best people for you and send them to you. That's great. But let's move into point number two. You're gonna get a lot of amazing resumes. Do you know why you're gonna get a lot of amazing resumes? Because candidates are using AI to generate their resume, and they're saying, make sure you load it with these keywords. So here's the picture. You're gonna get an AI generated resume submitted into your ATS. Your AI in your ATS is going to screen that resume and either say yes or no. So the challenge now here with AI is it's easy to make the perfect resume. That used to be something we look at. Full disclosure, we don't use resumes. I hate resumes. I think they're just a piece of paper. If you told me to write all the amazing things about myself on a piece of paper, I could do it. And boy, would I look good and sound good. Uh, that's why we use the outreach. We talk to the people we want to talk to. But if you're reaching out to people and asking for resumes, beware they are using AI to make themselves look great. So there is a risk that you could spend even more time being disappointed and talking to people that you shouldn't be talking to because they've created an amazing resume that makes their limited experience sound like exactly what you need. And then we sit down with them and you say, Yeah, you're not even close, right? You have 50% of the skills we were looking for, and we're always shooting for 80. That's another problem you could run into. So the the final piece of this outreach, uh, AI used to source candidates or job boards using AI to source people for your jobs, is overwhelm. Do you get a lot of spam calls on your phone? Do you have an AI app on your phone that will just determine if this is a real caller or a spam caller and your phone won't even ring? This is where we're heading with sourcing candidates. The next wave of AI agents will be on the candidate side saying, Hey, do you want us to screen and sort and respond to all of these options and uh in mails and messages and opportunities that are being sent to you? Especially in even in BD and your sales department, this is where it's going. People are already getting overwhelmed. I know on LinkedIn, I mean the messages are flying. And people are going to, or LinkedIn, or the platform is going to have to do something to manage it because when it becomes noise, how do you rise above the noise? And I don't know the answer to that. I don't know what it is. But um, I know texting people, you know, using AI to get their personal information to text them doesn't go over well. People don't enjoy having strangers text them saying, Hey, are you looking for a job? That's akin to, hey, I'm a uh prince from Nigeria and I just need a little cash. It doesn't work. Hitting people on their personal emails when they haven't given you their personal email doesn't work. So you got to go through these professional platforms like the job boards or like LinkedIn or like a professional organization. And you have to find the right way to it um to to approach these people with the right language in a way that makes them feel engaged. The best people are gonna get the most, the most offers and the most attention. So you're just gonna be another one of those people. I think what AI is gonna do in in the hiring space is it's gonna make it very noisy. It's gonna make it very uh, a lot of it can be automated, but to a fault. And so now I want to walk through. We know AI can can can be beneficial. It's gonna be detrimental in a few spots too. So let's be careful how we use it. So let's kind of walk through the hiring process and maybe talk about some ways that you could use AI and how it could benefit you and your hiring process, but also some some watch outs because you can't hiring is one area of your business that you can't you can't replace the entire process with AI. You need the human connection, you need eyeballs on people, you need to interact with them, you need to ask them the questions. So let's go through this a bit. We always start with a need. Someone quit. We have a role to fill. Can you use AI to beef up your job description and under your understanding of that role? Heck yeah. Put it in there. It it could give you, and and if you prompt it correctly, you could say, I am a $10 million a year insert type of business here. My production manager just resigned and I need to replace them. But here are their shortcomings. Here are the skills that I admire, uh, thought they the skills that they had that I thought were a really good match for the business. My here's a key. My goal is to grow to $50 million. If I'm going to hire a new production manager, can you do some research and tell me what specific pieces of experience and skills, not personality type, we'll deal with that later, I would need in this person. And it could spit it out for you. And it's going to give you a huge list, and then you're going to have to dwindle it down because you know you have people in your business that maybe can do some of it. But yeah, can can you help? Uh, can AI help you with your job profiles, job descriptions in terms of what you're looking for? Heck yeah, it can. Now, what's one of the top three biggest mistakes business owners um make when they hire? Number one is they don't clearly define the role. So we can do this pretty quick. You could spend a half hour, 45 minutes in front of your computer having a conversation with whatever AI software you use, and you could probably clearly define this role. You could feed your org chart into it, and you could really understand what it is. Great. Um the number two mistake is, and I and I I addressed it in that prompt I gave you. The number two mistake people make is they hire for current business levels, not future business levels. At Key Hire, we like to say, don't hire for your $10 million business. Hire for your $50 million a year business currently doing 10. Hire for capacity. And in that prompt, you notice I put, I'm currently doing $10 million and I want to get to $50 million. I need to hire a production manager who can get me there. What skills and experience should I be looking for? So we've killed two of the biggest mistakes with one stone. AI can help you for sure. Um now you're gonna have to tweak it, right? Your business is unique and different, and um you're you're going to want to read that over. Don't just, oh, this looks great, copy, paste, and send it out there. Give it a proofread, make some tweaks. So we've we've taken care of two of the biggest problems uh hiring managers have or the biggest mistakes they make using AI right off the bat. Boom. So it can be useful. The second thing we need to do, now that we have the need, we've addressed, we've addressed the need of the business. We've clearly defined the role. We're going to hire for future, uh, future revenues, not current revenues. Now we need to find candidates. Can you use AI bots to go out there and find your candidates? Or will the job boards help you? Heck yeah, they will. Just don't be spammy, be genuine. Don't send them your job description. You don't read your job descriptions, and I guarantee you, a really good person on the market who's perfect for you is not going to be jacked about getting your job description. So you need to language in a way that is exciting. The one piece of advice I will give you is change every line that says we are looking for or what we want to you get to. Y'all experience, how your experience will benefit our company. Make it about them, not you. Pro tip. So now we're sourcing. We're using AI to source. Here's where it gets tricky because hiring is all about speed. We've I've talked about this a lot. Good people are on the market on average, 10 business days, two weeks, from the time they start looking for a job till the time they're off the market. We're in a bit of a different time now. There are more people on the market. Now, certain industries are laying off. Certain industries are hiring. And those people, many of them, do not have the transferable skills you're looking for. And if they have transferable skills, they don't have industry knowledge. So their impact will be delayed. We've talked about hiring for potential, hiring for experience. These people might fall in the middle, they have some experience, they're lacking that industry knowledge. So their ROI will be midterm, not long tail, not short term, but midterm. It's going to take them a little longer. That's why an interviewing process is even more important. So we talked about speed. Can you use AI to develop an interview process for you? If you give it the right inputs, you can. But if you don't know what the inputs are, it's going to give you something generic. It's going to give you something that's probably too extensive for the role you're searching for. We talk about hiring processes all the time. The process has to be right for the role. If we're hiring an hourly line employee, it should be a phone screen on-site offer before they leave the door. If we're talking about a C-level person, of course, that's going to be a more complex, drawn-out process. We did a podcast a while back where we clearly outlined exactly what those processes need to look like. I forget what episode it was. If Matt's behind the scenes, maybe he can pull it up for me and put it in the chat and we can get that for you. But can AI help you design your hiring process? It can with the right inputs. What you want to be careful about, here's where we can get into overusing AI. Let's create an assessment or a questionnaire that everyone has to take so we can qualify them before we put eyes on them and spend any man hours on them at all. Here's where we get into problems. These um assessments are deal killers. Good people and people that have jobs, as soon as you put a hurdle in front of them and become a pain in the butt, they opt out because they'll say, I already have a job. And this is uh feels like a lot of work. So I'll just skip this one and move to the next one that that has the process that suits me the best. A lot of people think we're gonna give them an assessment and we're gonna give them homework and we're gonna give them a case study, and you will never hire anyone. Um, and the person that is around long enough to accomplish all of that for you is a person who really needs a job and no one else is hiring. Just keep that in mind. So here's where we start getting into trouble. Oh, hold on, Matt might have given me that episode. So um, so it was with Sean. Uh oh, I don't even want to try Sean's name again. I butchered it. January 12th, 2026, how AI is revolutionizing inbound sales. And we talked a bit about some different things there. So check that out from back from January 12th. Um, so we think, oh, we're gonna do it, we'll get AI to create an assessment and then they'll do it and we'll put it in our ATS and AI will score it and put them through. That is a mistake. The best way, because people can lie, people can tell you whatever they want on that assessment. We're not now is where we need human intervention. We need contact, we need eyeballs on eyeballs, and we need to have at least not even eyeballs on eyeballs, but um, we need a phone call so we can ask the questions, hear the answer, uh, and ask follow-up questions. So this is where I think my belief is, and our system proves our process, our our um uh um talent scale process proves it out pretty well. We don't do any of that stuff. We do a quick 15-minute pre-screen with everyone so we can hear them, hear how they answer questions, we can ask questions of them, we can get to know them a bit. AI can't do that. AI can't make this, can't screw do an initial screening. Heck, people have an AI agent that fills in your AI-based uh assessment or questionnaire or autofill it or whatever it is, or they're not gonna be honest, or they're gonna AI the answers. Hey, what do they want to hear? You can't trust it. And it's an extra step you might think you need to add in, but it's a useless step that's gonna add more stuff to your process and give people more reasons to opt out. It's just like online marketing when you have a form on a website. The more fields that are in that form. So if you have first name, last name, email, the best the best form that will get filled out is you know, first name and email. That's the highest. You put a last name on there, your conversion drops. You put a business, what's your business, it drops. What's your phone number? It drops. Every field you add to an online form, your conversion rate plummets. And the more fields you have, the less chance anyone will ever fill that form out. Um and the same goes in the hiring process. The more steps you have, the more hurdles someone has to jump, the greater the opportunity. They're just gonna say, there's gotta be an easier place to get a job. And by having this rigorous, you know, we believe in being uh um thorough and efficient, right? We need to be exhaustive and efficient. That's that's how we deal. But exhaustive doesn't mean adding us adding steps for the sake of adding steps. We add steps when it makes sense based on the position and the requirements and what we're trying to get out of the person. So mistake number one, we could get we could start using AI in the process too early to try to screen people out. And it could be just getting them to eliminate, or they're giving you, we don't know if they're even giving us real information at this point. So um, I don't see any use there. So we've done the human pre-screen. Uh, we eliminate them or we we move them through to the next step. Now we're gonna do a video interview. Can AI do a video interview? No. You need to get there and talk to them. Now, can you record that interview? Yes. And could you take that transcript and feed it into AI and ask it for a summary or highlights? Can AI, can you say, you can you uh read this transcript and tell me if at any point this person was lying? I don't think you can. Maybe you can, maybe I'm wrong. Let me know. But this is where looking at someone and asking the follow-up question or two or three flushes all that information out. AI can't help the candidate when you're on a video call with them, looking them in the eye. So be careful. But record the transcript, record the call if you like. Let them know you're recording that call, but record it and you can have it as part of your part of the data. Uh, you could create a summary out of that. And as the person moves through the process and you're creating your your package for them or your portfolio based on them, you could include that. So if you like them after the interview and you want to bring them on site, can I AI interview them on site? Heck no. It's personal now. We're on site, we're giving them a tour. But as we take people through the process and you're distributing the resume and some notes on people to the other uh stakeholders who are going to be involved in the interview process, could you include a summary of your previous call? Heck yeah. Um, could you ask AI about, you know, what other questions could I ask them based on this? What areas do you think there's opportunity for questions? Sure you could. And it might but proof it. I don't know how effective it could be, but could you use AI to polish up the questions you're asking? I think you can. That's an option. Uh, can you use AI in the moment? No, it's a tool to be used after the interview has happened. So then we get to the offer stage if you like them. Um, you know, hopefully you've done some research. AI can help you with uh salary comps. In my experience, it's a little wild. Uh, we use some other tools with real life um survey results. AI is gonna go on to Indeed and all the all the other anything that's posted that has a salary associated with it, uh, with that job title or similar job title, and it's gonna give you a range, it'll be a pretty wild range because it doesn't have access to get in the back door of these larger um softwares and and platforms that deal in salary. They're gonna protect that information. So be careful. But some of those, you know, indeed and some of the other uh job sites, um, they have a salary tool and it it's okay. Just understand that salary range they're gonna give you is going to be uh broad and vague. And I I've talked a lot, I'm not gonna get on my rant about salary ranges right now, but be careful with salary ranges using AI right now. Maybe it'll get dialed in with more information that it gets and comes out with, but it it might be in the ballpark, it might not. Sometimes it comes back with some crazy high numbers. It's like it's working for the candidate trying to negotiate for them, which it cannot do. Uh, so once you get to the offer stage, make sure you communicate on the phone, not via email, uh, with a candidate about their expectations to reconfirm what they are. You should have gotten them up front, but now let's check in on them. If you send an email, what can that candidate do? They can take all the information that you gave them, feed it into AI, and say, is this a reasonable offer? And if AI's numbers are off, they might come back and say, Yeah, no, I'm gonna need more, or uh your PTO is way off, or whatever it is. I always want to do it with them verbally. We're building a relationship here. Uh, you want to have a nice honest conversation. Doing it via email, people get uh brave, candidates can get brave, and it's easy for them to type and send a big ask. I know business owners then get um a little defensive about that and they can take it personally. That what is what does this person think? That's not what we talked about, and now we've wasted all this time, and this thing can go downhill in a hurry. So get in there and have that personal conversation. AI should not be having the salary conversation for you. That is probably uh at that moment, it's the most important human interaction we can have. We're excited about someone. We see them fitting into their team. They spent time with us. Hopefully, they're excited to be a part of our team. Let's keep the human interaction going. Lots of people are going to do it by email, and people really, really appreciate it when you can do it uh in person. In fact, you know, our practice is uh when we'll call them and say, hey, when we first started this process, you know, we have our seven candidate driver analysis that we we fill out for every candidate and and client. And the so we'll go back and review that. When we started this process on day one, here are all the things you told me. Here's the salary expectation you had. Uh you know, you're you're on benefits, you have a 401k, here's the percentage, here's what your incentives look like, here's your PTO, here's what your schedule currently looks like. Is that all still true? And sometimes they might say, and in our, you know, I've experienced this where they'll say, now I know more about the job. I think my expectation for salary is a little low. I think I'd like to adjust that and we'll have the conversation. And if I think they're being fair and realistic and genuine, that's great. And and I have no problem taking that back to our clients and saying, hey, you know, here's a conversation we had. If I think they're being unrealistic, I will call it out. And and I've had incidents where I've gone back to the client and said, they're getting greedy here. I'm not sure. My spidey senses are tingling. What would you like to do? And sometimes we pulled the plug and said, Yeah, we're not going to move forward with them. We don't like the way they're negotiating. Um, so, but you can't do that via email. Uh, or you can, it'll go south a lot faster if you do it via email. But that, so once we get that information, when it comes to offer time, I'll go back and say that. Then I'll go back to my client and say, here's what we need to write in the offer. Then once I get the offer, I will email it. I'll call them and say, Hey, do you I'll text them first, sorry, and say, Do you have time to talk for 10 minutes? And they'll say, Yeah, give me a call in whatever, 15 or at two o'clock. I'll call them at that time and I'll say, Are you close to your computer? And they'll say, Yeah. And I say, Great, I'm sending you something. And I will send them the offer. And I will say, let me know when you open it up. I just want to go through this with you and answer any questions you have in real time. And then, of course, I'm gonna give you some time to marinate on it, but I want to just review it with you and make sure you understand everything that's in here. And we go over it. And then I say to them, now, when you review this with your spouse, put a little scratch pad beside you and any questions you have, write them out. Call me tomorrow and let me know what questions you have, and we'll answer them for you. And seven, eight times out of ten, within six hours, I get the signed offer back and they say, Hey, no questions, here's the offer. It's because I took the time to go through it with them live and in person. If you don't do that and you just send it to them and they review it with their spouse, mole hills turn into mountains. They might not like the wording of something. And the more they talk about it, the bigger an issue that might become. Uh, they might feel like you lowballed them in the salary. And the more they don't have anyone to talk to, and the more you don't address that, the bigger that issue gets. That's why I would not leave uh offer. Well, you're not gonna AI the offer, but I wouldn't email an offer without communicating with them because they are going to use AI on their side to pull it apart. And that's gonna get more and more common. And I've seen that happen already, but it's gonna happen more and more. So you're gonna want to have that human connection with them and answer those questions. So at least when they do review it, they're like, hey, I took the time, they walked me through what they were thinking, and we leave the door open for more conversation so we can walk through everything. So AI can be your friend in the recruiting process. I think we talked about you can use it to uh create a really great job profile or needs needs analysis or um scorecard. You can even have it once you create the job description, you could have it create a scorecard for you. Easy. You could do that. Um, you can factor in capacity by using AI in your job description. Easy. It can do that. Can it interview people? No. Should you use it to create steps in your process so you don't have to spend time interviewing people? Absolutely not. People are looking for the human connection. They want to understand who they're working with, what the environment and the culture is. So there is a spot for AI in hiring, in the hiring process, 100%. But it can't replace the human interaction. And that's where you need to be trained and understand that hiring is a discipline. I'm going to give another shout out. Um, we had a show back on May 11th with uh Ryan, Ryan, Ryan, what's Ryan's last name, Matt? Is it Logan? Um, but we talked about hiring and how hiring is a discipline. You know, as a business owner, your discipline is running your business, whatever your expertise is. People that hire, this is what we do all day, every day, and we're really good at it. And we have a process that works and we understand how to ask questions and how to ask follow-ups and how to read the information we're getting back. And just because you're the business owner, that responsibility can fall on you. Or you say, Hey, Mr. or Mrs. Department Head, you hire your own person. Now you're handing off to someone else who is not trained at hiring and expecting them to get it right as well. Hiring isn't something that happens when you have time. Hiring isn't something that is a generalist duty. It hiring isn't something you add on to someone's to-do list. Hiring should be taken seriously. It should have a dedicated person. I've walked through how to create that pipeline before, too. But hiring can't be replaced by AI, not certain aspects. The human, the human interaction part of hiring cannot be replaced by AI because we're hiring humans. I hope all of that makes sense. If you have any questions about the show uh or or what we're talking about today, um, we have that uh ask us a question link at the bottom, top of the show notes. You'll see it in there. We also uh have a white paper called the um the Small Business Hiring Playbook, the seven biggest hiring mistakes small business owners make. We've talked about three of the big ones today, but you can learn about the other ones and how you can uh avoid those as well. Talked a lot about hiring. That link's gonna be right down there underneath the uh text us your question um button. And then my final ask is as always is you know, we are doing this for small business owners. We understand how hard you work, you're out there grinding and growing. You're the backbone of our economy. And we want to help as many small business owners as possible in something as small as uh following us on whatever platform you're listening to, the more followers and subscribers we get on Apple, Spotify, wherever, the higher the ranks we climb, the more we get suggested, and the more people can listen to us and the more exposure we get. So, would it be a bad idea to hit a hit a follow for us? I'll let you answer that. I'm hoping the answer is nah. I'm happy to give you a follow. All right, that's the show for today. My name's Corey Harlock, I've been your host. Until next time, stop grinding, start growing.