1 in 4 Hires Works Out. Here's How AI Makes That Worse and How to Fix It

Most small business owners who hire on their own get it right just 25 to 33% of the time, and AI recruiting tools are making that number worse, not better. In this solo episode, Corey Harlock cuts through the noise on AI in hiring: what these tools can actually do, where they'll overwhelm you if you're not ready, and the three mistakes that guarantee you'll keep hiring the best of the worst.

KEY TAKEAWAYS

AI can recruit, but it cannot hire — tools that source and schedule candidates 24/7 are genuinely useful, but they can't read the room, assess culture fit, or replace the human judgment that separates a good hire from an expensive mistake
Whoever gets there first with the best offer wins every time — the best candidates move fast, and AI-generated floods of applicants give slow-moving owners the illusion of progress while their top prospects take jobs elsewhere
You can't delegate role definition to AI — before AI can write a useful job description, you need to clearly define the role yourself; skip that step and you'll get a generic description that attracts the wrong people and wastes everyone's time
AI is making your resume screening harder, not easier — candidates are now using AI to rewrite their resumes around your job description, flipping your qualified pool from a top 20% to a crowded, hard-to-screen top 80 to 90%
Never put your C players in an interview — underperformers will either scare off your best candidates or deliberately sabotage the hire to protect their own position; only your strongest people should ever be in that room

LINKS & RESOURCES
Download your free Small Business Hiring Playbook: https://connect.keyhire.solutions/small-busine…playbook Connect with Corey Harlock on LinkedIn: https://www.linkedin.com/in/coreyharlock/ Learn more about KeyHire Solutions: https://www.keyhire.solutions Subscribe on Apple: https://podcasts.apple.com/us/podcast/the-k…d1643962763 Subscribe on Spotify: https://open.spotify.com/show/1FT9oqXSek3jMfiKrZPLQs

EPISODE CHAPTERS

• 0:00 – Introduction: "AI will take over recruiting 100%" and why it won't 
• 3:00 – What AI recruiting tools can actually do and who they're built for 
• 10:00 – The 3 challenges every small business owner faces in hiring: time, training, and prioritization 
• 18:00 – Where AI helps and where it cannot replace you 
• 28:00 – The 3 biggest mistakes owners make when using AI to hire 
• 38:00 – How to use AI correctly for job descriptions, interview questions, and building for scale 
• 45:00 – The resume arms race: when candidates use AI to game your screening process

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

Hiring the wrong person is one of the most expensive mistakes a business owner can make, and the KeyHire Hiring Playbook was designed to make sure it never happens to you. Packed with proven strategies trusted by SMB owners across the country, this free guide gives you a repeatable process for getting every hire right. Grab your free copy at keyhire.solutions/playbook and take the guesswork out of growing your team.

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

Hiring the wrong person is one of the most expensive mistakes a business owner can make, and the KeyHire Hiring Playbook was designed to make sure it never happens to you. Packed with proven strategies trusted by SMB owners across the country, this free guide gives you a repeatable process for getting every hire right. Grab your free copy at keyhire.solutions/playbook and take the guesswork out of growing your team.

Transcript

SPEAKER_00 0:00

AI is going to take over recruiting 100%. I read that headline today. And today we're going to talk about why it's not.

SPEAKER_01 0:10

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. Got feedback or topic ideas? Send us a text. If you're listening on a handheld device, tap the link in the show notes to message the show. 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_00 0:58

I don't know about you, but I'm old. I mentioned this. I use Facebook and in my Facebook feed because I'm in the talent space, I'm getting every ad for every bot and platform that's going to help me with my recruiting. They're out there. And some of them are really, really good. And you can use AI to help you in your recruiting really effectively. Before we get into this, let's kind of define what recruiting is. Recruiting is the act of engaging with candidates. Recruiting is getting candidates to respond and creating a pool. Oh, God, I hate that word, but creating a candidate pool from which you can select the people you want to interview. That's not hiring. So it goes recruiting, it's attraction, it's generating interest. Then you have to go into interviewing, then we go into offering and all that good stuff. So recruiting starts at the beginning. It's not the first step. The first step is clearly defining your role and knowing what you're going after. You then take that information and start recruiting for that role. So there are a lot of bots and platforms that can help you with your recruiting. And as I mentioned, they're super effective. One of the things about these, most of them target enterprise. They're going after the big guys, just like most people do. They want to take care of the big companies because that's where they can get the most money. So a lot of these platforms aren't great or designed for small business to go out and get little niche type jobs, hourly jobs. You can still find leadership jobs using them, but it's a new world and it's getting really noisy and really overwhelming. For example, if you want to find a software that will work 24-7 generating candidates for you and even messaging with them and speaking to them, AI will create the conversation and get them to the point where they can schedule their own interview. You can do that. And that's really super effective to have them working 24-7 and scheduling interviews for you while you're sleeping. Amazing. You can find uh AI out there that will screen, do the initial pre-screen for you based on the information you give it. And if they pass or fail that pre-screen, they will give them an interview link and they can schedule an interview on your calendar. Super useful. You can even find AI that will, uh, when you do a video interview with someone, it supposedly reads them and can tell you if they're being honest in their answers, um, their level of confidence, all kinds of stuff. Uh and that one's been around for a long time, but that's another one you can use. You can use AI to write job ads. You can use AI to run your whole recruiting process. So if you're an enterprise organization and you have someone who can monitor all of these channels and you can afford the budget, you have money in the budget for it, these tools are great. Now, there are some that you could look at that might be a little more affordable. There's one out there called Juice Box, which you can kind of target people uh and you can um have it automate that kind of initial contact and and generate interest for you, send people messages. Um, that's cool. It's a cool platform. I played with it. It wasn't super effective for what I do, and I work with small business owners, so I don't know how effective it would be for you. But maybe the problem is because I work in such a varied area of industry, um, it's hard to train it. But if you're just doing this the same industry and segment the whole time, maybe you can train it. Maybe it's worth checking out. The other things to think about with AI are as a small business owner, as it pertains to recruiting and hiring in general, the three challenges you're going to face all the time are your time. Number one, you have comp you have other things to do. And often uh hiring, we don't carve out time to hire. If you're a business owner who's ever said, I don't have any time this week, can we push that interview to next week? Raise your hand. Um and as the joke goes, uh so 50% of the people are telling the truth, the other 50% are liars. We've all done it. And that's how we lose out on good people because if you solve for time, you will solve for quality. Meaning, if you can be quick at this, the best people are still on the market and you have a crack at them and you have the opportunity to hire the best people. The longer you take, the skinnier that pool gets, and you end up in a position where you're hiring the best of the worst. So we're gonna solve for time. We have to solve for training. Controversial take, but uh many business owners, some will tell you honestly, and some might not be aware of it, but uh not great at not all of them are great at interviewing. And even worse, what they will do is push that off and say, well, I'm gonna let the hiring manager take care of this. And we push that off to someone who is even less skilled at interviewing than we are. Let's make no mistake, interviewing, hiring, uh, and interviewing is a discipline, it's a skill, just like anything else. And um the more uh educated you are in it and the more trained you are in it, you will see your success rates swing drastically. For example, most business owners who do DIY hiring get it right, meaning they put someone in that role that knocks their socks off, is competent, can drive business, can create process and procedure to scale, they get it right 25 to 33 percent of the time. So that means one in three or one in four times. If you have a key role you need to hire for, in the first hire, there's a 33% 25% to 33% percent chance that person is the person that you're gonna roll with and it's gonna help you grow your business. And as you get better at this hiring, you know, you can get that. We we have a 90% success rate in our uh interview-to-offer ratio and um putting people into business. And that 90% is measured by simple metric. Do they meet our six-month guarantee? So 90% of the people, more than 90%, it's probably 91, 92, uh, make it more than six months. But if you look deeper into it, most of our the average person we put into a business is there anywhere from two, three, even four years. We have people that have been with the same company for nine years. One of the first people we ever placed back in 2016 is still there, and they're a director or VP at this point within the company. So the better you get at hiring, the greater that success goes. So that's the training piece. So we have time is your biggest challenge, training is your second biggest challenge, and your third challenge is prioritization. Meaning hiring isn't a priority, it gets pushed to the side when perceived more important things come up. Can you cancel that interview? I got to go on a sales meeting. Can you cancel that interview? We got a problem in operations, I have to deal with it. Can you cancel that meeting? I have a doctor's appointment. I don't know. But uh, we make excuses not to have that interview and think we can push it. And the other part about the prioritization piece is no one owns it. No one's responsible to be on top of it. So when we look at those three challenges that you're facing, and we go back to AI, AI will overwhelm you. It's really good at what it does. So if you have it there, and we didn't mention job boards, and and all the information I'm reading and hearing about are saying job boards are just becoming indeed and uh whatever, whatever's all else is out there, they are just declining pretty quickly at this point. They're just becoming less and less effective. But even when you post a job on a job board, people apply. And uh the problem with job boards is makes it really easy for people to apply. And the bad thing about uh or the good thing about job boards is it makes it really easy for people to apply, meaning anyone can apply for your job. And if you put a job on a job board, you understand. People with the wrong experience and the wrong zip code apply all the time. How many people from out of city, out of state, even out of country, do you get that apply for your jobs? It's crazy. And that takes that's a time suck on you to screen through that. Now, with all these AI agents that you can engage with that can source 24-7 and engage people and put interviews on your calendar. If you don't have someone monitoring that, meaning every day you're looking and saying, Who what new applicants have we gotten? Those they age, and the longer those candidates age in your database, meaning they've been engaged with, and now it's our turn. The AI has said, Corey, it's up to you now to follow, take these people through your hiring process. We've recruited them, we've done our part. Now, your part is to get them into the hiring process. Um, and the longer they sit there without you reaching out to them is the longer other companies have to engage with them, get them into their hiring process and hire them. And that's why we say you solve for time, you solve for quality. If you can get to them quick, now your opportunities to hire the best people go up, your success rate's gonna go up, your tenure is gonna go up with these people the longer they're gonna stay with you if you get it right. So these are some things to be aware of with AI. It can now it's gonna be overwhelming. It's so noisy. And once you turn these things on, like I said, they work 24-7, and they're you tell them to go find me candidates, they're gonna find you candidates, they're going to recruit. So, will they replace recruiters? I don't know. They seem to be doing lots of it right now. You still need someone to manage that inbox and what's happening. Um, and if you use one that is going to start scheduling interviews for you, and you got a blank spot on your calendar as a business owner or a hiring manager, and you're thinking, Oh, yeah, yeah, I got some time there. Maybe I'll book a doc a dentist appointment or whatever. You book that appointment all of a sudden, boop, before you get to your calendar, now it's full with an interview. You got to call, reschedule, cancel. Now we get into that whole we're pushing interviews. So if you're not making time or carving out specific days and times on your calendars when you can do interviews, especially if you're in hiring mode, uh, you you could get yourself now, your calendar is going to get overwhelmed with um interviews at times when you didn't want them or need them on your calendar, and you're gonna end up having to call people, juggle, get someone, can you reschedule this? And now here we go again. So, this is the landscape that we want to talk about today. Is yeah, there's a lot of really cool recruiting stuff going on in AI. Does it work for you? Do you have the time? Do you have the training to use it? And do you do you have, can you prioritize it if you want to get the best people? So some of the mistakes you might make, and I've talked about this before, uh, is using AI to generate a job description. And what do I mean by that? If you just say we need a someone in shipping and receiving, a uh manager of shipping and receiving, and you say to AI, create me a job description for shipping receiving manager, it's gonna give you one. It might not be great for your business, it might not completely outline that. So it's important you understand. As we say, the first mistake people make when they start hiring for roles in their company is not clearly defining the role. So you can't um delegate role creation and jobs, job descriptions to AI. You still need to understand um what the scope is and the specifics are of the job for your business, right? So we want to clearly define it. Once we have it clearly defined, meaning we understand what those four, six, eight key pieces of experience are that we need. Now we can feed it into AI and say, create a job description for our company. And here are the critical points I want you to include. Second biggest mistake people make when they when they start doing filling a job is they hire for current revenue versus future revenue. And I said this on a previous episode. You can now, once you clearly define that role and plug it into AI, ask it for, do some research. And we're currently a $10 million uh a year in revenue company. I want to scale to $50 million. If I wanted to hire a manager of shipping and receiving that could help me scale, do some research and tell me what skills and experience I should be looking for in that individual. So it can help you solve. Uh you can get a two for here, two for one, by using smart prompts, doing a little research up front on your own, clearly defining the role, right? Getting with your key stakeholders in that area and saying, what are we missing? Maybe someone just left. And you say, you know what, the person who left was great, but they had a blind spot. What was it? And let's include that in the role. Um, so we want to clearly define it. Then we can also ask the A uh our AI, whatever we're using, to build in capacity, build in some capacity to that role as well. So the two biggest mistakes can be solved by your whatever AI you're using: Cloud, chat, Joomla, whatever it is, that it can deal with that. Easy. Um but you can't delegate that. You can't just say create a job description for a $50 million year company. It's gonna give you something very generic unless it's trained to know your business. So be careful there. Also, we want to we can't use AI to compensate for our weaknesses. A great example of this that's not AI are assessments. And if anyone's listening to me go on my rants about why I don't like assessments, the main reason I don't like them is sometimes people will use them to try to hire people that will be effective because of their lack of management. Meaning I'm a shitty manager, so if I can get someone's dot to land in the works autonomously and doesn't need supervision box, I won't have to manage them and they can still be uh successful. So now we're gonna go and play a numbers game and interview a hundred people until someone lands in that box, and then we're gonna try to hire that person. It's the wrong way to use an assessment. It's that's not recruiting, that's not hiring, that's trying to game the system. And that's the number one reason I don't like assessments. The second reason I don't like assessments is they're they're a commodity. How many assessments are out there? And if you talk to a representative from any of them, they will all tell you theirs is the best, and it's scientifically proven and on and on and on. And their job is to get you how do they get paid? They get paid by the number of assessments you have people take. So the more candidates you run through the assessment, the more money they make, or you buy a bundle, or whatever it is. But their model is the more assessments people take, the more money we make. So their goal isn't to try to get you to be really efficient at hiring, even though that's what they will say. But their goal is to get you to take have as many people take their assessment as possible. I don't believe that aligns with effective hiring. My opinion, if you use assessments, I'm sorry, if you use them incorrectly, uh, sorry, not sorry, but if you uh use them and they're effective for you and you're using them correctly, great. And I do have clients that use them and use them um effectively, and they're just fine. Uh, but I don't think they are a game changer or that big a difference maker in terms of um for hiring purposes, maybe for team building and culture building and things, sure. But uh for hiring, not a fan. So, anyway, that's my rant on assessment. So now we're talking about AI. So, can we use AI as our default? Um, I know people aren't hockey, uh, maybe we have some hockey fans that listen, but uh the Toronto Maple Leafs, which are like the biggest franchise or second biggest hockey franchise in the NHL, they were disastrous this year. And it came out that they made a whole bunch of really bad trades or um trades in in sports world, they always talk about did you win the trade? And they made some trades that they definitely did not win this year. And they fired a whole bunch of people and it came out, they were just plugging stuff into AI, and AI was telling them what trades to make. That's delegating too much responsibility to your AI. You don't want to do that in your business. You can't record an interview and plug it into AI and say, should I hire this person? Uh it's it you can't cover skill gaps with AI. If you don't know how to interview, you might be able to say to it, hey, here's a resume of an individual. Here are uh here's a transcript of our first interview. Here's the job description. Can you give me a list of questions based on the answers they gave me in the uh first interview? And can you scan all this and see what questions did I miss? Are there questions I should have asked? Based on their answer, are there any follow-up questions I should be asking? That's a that's a good use case. But can you then feed it in and say, should I hire this person? What do you think? Because AI can't be in the room. They can't see how they interacted, they don't know if they're a culture fit. Uh, they don't understand if there was emotion behind the answer or if it wasn't. Um, and I don't think AI can replace that. Now we talked about there's there's one piece of AI that you interview through and it gives you all these notes about people. I've never used it. I know people that I think I know someone who has. It's it's a little weird. I don't I don't know if I would trust it. And again, I don't know if I would uh have a go no go based on the feedback it gave me. But we don't want to use AI to uh like an assessment to to overcome our weaknesses in terms of being able to interview and read people and um be in the room and and have the feedback. Feeling, the person to person. That's what makes us human is the contact, the the being able to see each other and listen and react. So be careful how you use it. Uh, maybe one day it will be good enough to give you all that, but I don't think it's there right now. And then kind of the third mistake I see with people with businesses is, and we talked about this, it's the priority. Where can I squeeze in hiring? A lot of business owners will tell you the people, you know, it's my people that we're successful because of, or we're having success, or if I want to grow this business, I need the right people. Heck, if you want to sell, you gotta have the right people in place because people, um if you're trying to exit and sell your company to another company or a PE firm or whatever it is, first thing they're gonna ask you is tell me about your management team. So it's people being able to put the right processes and strategies and procedures in place. Um so we can't kick the can when it comes to hiring. That's a mistake, saying I don't have time. In fact, it's my business. So I'm going to uh I'm very biased in my opinion, but I think if it came down to dealing with an issue within the business or taking the interview for a role that was super important with an amazing candidate, take the interview, unless the place is gonna blow up. Uh if there's a big sales call and an interview, you know, that's a tough one. But if you have someone else you can send and you can do the interview for someone who's got high horsepower and can be a big, big impact in your business, take the interview. Or, or if you have to reschedule it, reschedule it for like an hour later. Or if it's an afternoon interview, the next morning at 8 a.m. Don't kick it to uh just just push it to next week. It's a recipe for hiring the best of the worst. Because good people, the philosophy is, and our our philosophy is whoever gets there first with the best offer wins every time. 9.9 times out of 10. Um, and what backs that up is I've had clients that say, Well, we're we're gonna here's the offer we want to give a candidate, and I'll say they're not gonna accept it. And they'll say, That's okay. I just want to see what they come back with. And I have said what they're gonna come back with is thanks for the offer, but I've taken another job. And we we do it, we send out the the the lower offer, and that's exactly what's happened every time. And they're like, Well, they didn't even negotiate. I said, they don't need to, they have other companies that are offering them jobs right now, and in the negotiation at the mid-level management managers, uh, maybe directors, those people uh that moves fast. And you always have to get your best offer out first. Once you get into VP and C level, this is now where there's fewer of those people being hired, smaller pool. It's a bit more of a I hesitate to use the word sophisticated, but it's a bit bit more of what you might be used to in the offer negotiation thing. But at the manager director level, it happens fast. And especially below that, um, specialized skill labor, hourly, like you just can't mess around. You got to be quick with it. So don't de-prioritize hiring. I I implore you, just please. Um, if if your people are the most important thing in your business, make hiring the most important thing in your business, the most important thing you do. And then the other, the other mistake you might make is just not getting the training, not understanding the hiring process using an ad hoc process. In fact, that is the third biggest mistake uh business owners make when they hire. It's hiring with just making up a process. Just bring them in and we'll wing it. We'll uh we'll wheel and deal. And I don't know who who else can they talk to? Take the time to set up your process. And when they come in, give them something that you put a little time and attention to. It speaks volume. Candidate experience is one of the biggest sales tools you have. Just like if you're going to a client, um, you would want to make sure you're putting them into the sales process and you're you're doing covering all your basis. Well, when you're hiring, the candidate is the customer. And you need to put the right process in place if you want them to buy what you're selling. So those are some mistakes you could make with the advent of AI. Just you're gonna get if you use it, you're gonna get overwhelmed, even if you're using job boards. You're getting lots of interest. You're already pressed up against it with time. Um, if if you haven't given it serious consideration about how to interview, what to interview, questions to ask. Um, don't you need to bone up on that for sure. But also don't just say, Oh, I'll just ask whatever I want and I'll feed it into into my AI and it's gonna tell me if this person's any good or not. It can't, it's not yet. It won't do that for you. And then prioritize. If people are your most important thing, act like they are. And when you have an opportunity to interview someone great, take it, make the time to do it. So here's how how we can make it better, right? So we want to use AI where it belongs. And a lot of this stuff I've said, you can use it to um not flush out but refine your job descriptions, use it for interview questions, uh, use it to build capacity into your roles, all great use cases. Um, invest in hiring skills. Start to understand, and not just hiring skills, but building out a hiring process. The candidate experience is a deal. You you need to make sure you take that seriously. Um, from the first contact, if it's an AI bot doing it or they've applied and it's someone from the office calling to introduce themselves and schedule a pre-screen, whatever it is, until you get an offer on the table, you need to define what that process looks like. Um and so, and also understand interviewing skills. There's lots of books out there to do it. There's top grading, there's uh, I think who might have some interviewing stuff in there, which is a pretty cool book. Uh, but it's important to understand how to interview, how to go three questions deep, who to have in your interview process, who, even more importantly, who not to include in your interview process. We've talked about this before. Only the best people should be in there. Never put your B C players in an interview. Your C players in particular will do one of two things. They will uh try to scare the candidate off or they will sabotage. Scaring a candidate off sounds like this. If you've ever brought someone into an interview, and C players don't like accountability. So if the person looks really good, and that C player is starting to understand this person is going to ruin my life at work and start holding me accountable and make sure I get my stuff done on time and my job might be in jeopardy, they will go into overtime to sabotage or scare the individual off. And it will sound like this, and you've probably heard it. If you bring a C player into an interview, they will say things like this to a really high-performing person that you want to hire. I hope you like working 60 hours a week. We work 60 hours a week around here, it never stops. You'll be in here weekends, all hours of the day. You know, kiss, kiss having dinner with your family goodbye. That's not gonna happen here. They'll say things like that. Or they will sabotage, meaning they will do things and say things that make it uh very hard for you to go back and hire that person. And it it could be um I've got to walk the line here, but uh, I have been in interviews where uh a female employee, we were interviewing a male candidate, and that female employee made a comment after the candidate left the room that made us made it impossible for us to hire that individual, even though we wanted to hire him. Um, because I I believe the employee knew exactly what they were doing, and they thought, I don't need this guy playing in my sandbox. If my life is good here, I don't need him coming in and ruining things for me. So the individual said something in that room, and I know what she said, I'm just not gonna repeat it. But what she said as soon as she left the room, I looked at the business owner and said, You cannot hire them now. It's if you hire them, you're gonna have a whole world of trouble. And we couldn't, we couldn't hire the individual, and we had to start all over and we had to exclude the individual from the interview process. I wanted them excluded from the beginning. The business owner pushed to have them in there, and you know, I work for my business owner, so I advised against it, but we did it, and that's what happened, and then we had a conversation after around. That's why we don't include these people, and I think uh they understood why I was pushing back on it. So um bone up on interviewing and hiring process, it's just a really good thing to do. And the last thing you want to do is uh, we're a big believer in this and we talk about it all the time: the good, the bad, and the ugly. When you get someone into a hiring process, just make sure you're giving them the truth, always. Uh, some people are every job is perfect for someone. And our job is to be honest about it and give them the good, the bad, and the ugly about the job. If it's the right job and if they're up to the challenge, they will be excited and energized by the opportunity. If it's not an opportunity they're excited about it, they will tell you flat out. So if you say something like, Yes, this department is a mess, you'll be coming in and starting from ground zero, and you'll have to build it from the ground up. A builder, someone who enjoys that, will say, Yeah, that sounds great. That's exactly what I love to do. Someone who is not a builder will either say, Yeah, I'm not interested in that. I've I've done that before. I don't have the energy to do it again. Uh, where I'm at my career, I don't think that's something I'd be interested in. That's a clear no. The one you have to be dangerous, uh, the one you have to be careful of is the person who says, Oh, that sounds like it could be fun. A, that indicates they've probably never done it before. And B, it's it's a no disguised as a maybe. And uh, those people I say, yeah, this job's not for you. If you're not totally jacked up about it and excited about it, that's probably, you know, you don't want to leave a job where you're comfortable and successful to come into this situation where there's gonna be a lot of uh expectation on you and into a new position, and having to build something where you've never done it before, uh it's risky. It's risky for you, it's risky for us. So let's not do that. So those are some things you can start to do. But you know, AI has its place. Don't overuse it, don't overtrust it. And if you do decide to use it, especially on the recruiting side, just be ready because you're uh you'll get overwhelmed with with applicants. And I actually what's interesting is the one thing I didn't touch on is the other side of this. People are using AI to create their own resumes. And I just did a cap cut video about that. There's someone online saying, hey, here's how you can use AI to make your um resume irresistible to an employer. So before AI, at least you could look at a resume and triage your people and say, okay, this person's not a good fit, this person is. And you could kind of get your top 10, 20% of resumes that you thought might be a good fit. That's gonna flip. Now you're gonna have your top 80 to 90 percent in your bottom 10 to 20 percent, because people can use AI by taking your job description online and plugging it in and putting their resume in and say, make this rewrite my resume to match this job description and all the keywords. And even if you're using an ATS, it's gonna say, yep, this got all the keywords. We like it, we like it, we like it, recommend, recommend. Uh, so you could actually have to invest even more time screening people out if you're using a job board or something like that, because people are gonna use AI to try to get in the door and make the resume look great. So that's another thing you just have to be aware of is you know, AI is supposed to save you time. The reality is, right now with recruiting as a small business owner, if you don't have someone dedicated to this, if it's not a priority for you and you don't have, you can't prioritize it, you can't make the time for it, and you can't dedicate someone to it, AI could really overwhelm you at this point and actually have you investing even more time in hiring than you already are, and having even more disappointment than you already are, because you have all these great-looking resumes, and then you get into them, or you spend time talking to people and you realize they maybe uh had their resume done up to make them look better than they are, or worded things in a way that, yeah, they have that experience, but not to the level I thought. And now you're wasting more time talking to less qualified people. That's my rant on AI for today. It's good, it's bad, it's coming, we're all changing with it. Um, there's lots of things going on. Just be careful how you use it. Don't let it become your go-to uh to fill in for your skills gap. You still need to understand those and improve on those and understand where AI has a useful place for your business. Everyone's going to be different. Some people might use these agents and it works perfectly for them. Some people might use them and still not have the time or the uh be able to prioritize it the way they need to. So you'll find the one that works best for you, use it correctly. It can help you. Just be careful out there. All right, that's enough for me. I'm my name's Corey Harlock. I've been your host today. Till next time, stop grinding, start growing.