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Hello, I hope everyone's having a great day.

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This is YQG In Bloom and I am your host, Tracy Martens.

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Now today this podcast is sponsored by Auntie Aldoos Kitchen.

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Now my husband and I love Auntie Aldoos and their wonderful coffee shop in the Windsor

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and Essex County area. Alex offers a huge variety of hand pies, pastries, soups, savory

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pies, you name it, she's got it. I personally love the chicken pot pie and her hand pies.

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The peach is amazing. She also offers a lot of coffees, lattes, teas, you name it, she

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has it. And the beauty of Auntie Aldoos Kitchen is they are all locally sourced products

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that she uses including the roasted beans for the coffees in the espressos. So make sure

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to stop in Auntie Aldoos Kitchen if you're in the Windsor and Essex County area and

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make sure to follow them on Facebook and Instagram. Now today I'm talking to Christian

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Saab and he is the brains behind CPG recruitment.

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It's me. Thank you so much.

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Thank you for having me. How are you?

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What made you start this company?

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Short story or long story?

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Either or, both. I was an engineer at Chrysler. I wanted to have a business for myself. I started

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a higher end mobile detailing business. We did cars, boats, RVs for, you know, such 70%

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of my customers were upper wealthy business owners. So for two and a half years I would

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interact with business owners 70% of the time and I was very curious about what they did

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for a living, how they made their money and I was learning all the different ways. I was

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probably 23, 24 years old so I'm learning all these different industries and I wanted

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to know what was the difficult part about their industries as well and after a couple

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of years I've asked them the questions of, you know, why you got into your business and

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how do you make your money and what's the biggest headache in your business? There's

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always a unique answer for the first two questions but some way, shape or form everyone

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was saying the same thing of what's the biggest headache in your business and if you take

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a while to guess what that is, it's people. And from the guy that doesn't have any employees

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and says I don't trust people so I don't want to hire them all the way to the guy who has

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1,000 employees and he says my biggest headache are people. So after a few years of keep on

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hearing that I said, you know what, there's got to be something there. I was searching

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and searching for, you know, like how do you unlock that problem of people? Because the

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detailing business was a fun business for me but I knew it wasn't forever. I knew it

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was going to be a five year play and then I'm going to be looking for what's my forever

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business and it just to me seemed like the biggest problem out there in every single

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business in every city across the world, they're all saying the same thing, people, they need

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people. So from there it was just a matter of just kind of studying that problem, studying

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the problem. Now at that point in time I didn't know what I was going to do whether recruiting

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or training, right? I didn't know. But I was studying the problem and I found that the

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Achilles heel was, could never find the right people. Because you'd hear some people say,

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you know, I'd hire somebody and after three months they'd leave me or a few weeks or whatever.

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So you know at first I thought is it like the onboarding, is it the training? But really

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I then really figured out that the Achilles heel of this whole, the success of building

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a team was did you find the right person in the first place?

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Well, that's hard to do. That's a full time job.

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Yes. So that's where I said, you know what, recruiting. Let's get right into it and I

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aced it. Within the first two weeks of starting the business I got my first customer and the

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first invoice was 40 grand. So I was very happy. I'm like, I knew I hit, like now it's

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26 years old at the time. So I knew I hit something where clearly the problem is that

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it's important that businesses would pay that. Right? So I knew I was in the right place

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and this was just about five years ago. And fast forward to today, you know, we've got

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about 15 people in our organization and here we are, you know, got a nice place and we've

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got most importantly out of all of it is every single customer that we've ever had has been

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happy. I could proudly say I've never taken a cent from anybody and disappointed.

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Now I was going to ask you what made CPG stand out above the rest. But right there it tells

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it. It's your dedication to the businesses and to the people as well to make sure that

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it's a really good fit and you're not like the usual recruitment or personnel place where

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you hire them and you're paying them. This is basically you're connecting them.

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Yes. So there's there's two types of recruitment staffing companies out there. There is a difference.

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So staffing is the temp agencies where a business will say I need to borrow a bunch of people

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on a contract, send them in, done time and place. Great. And then there's recruitment

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companies where where the the street language is headhunting where the people that are just

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matchmaking. So there's many businesses that you can use both models. One model is very,

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very, very good at finding you 50 people like by tomorrow. Yeah. You can don't ask me to

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do that. I'm never going to do that. Right. They're very good at that. Those are there's

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a lot of very good agencies around here that are very good at here's the volume. Here's

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the people you need it. You got it. For me, it's finding the right person. And yes, there

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is a difference. The problem is when someone goes to a temp agency and they tell them,

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yes, we could find you the right person, but they're using the same strategy for volume.

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You can't do that. There is a finesse. You can't ask the facility that builds Honda civics

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to build you Ferraris. You cannot do that. But you can ask the facility that builds you

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Ferraris to builds you Honda civics because you need to make 1500 a day, not one perfect

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car a day. Right. So there is a big difference. And but both could work together. So.

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Yeah, no, that's that's where I fit in is businesses call me when they need help building

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their team and they just want to hire somebody and not have to deal with it anymore. And

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that's the right persons here and they could focus on building their company. Now, do you

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deal with larger businesses or my range is anywhere from, you know, I've got customers

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that have only four or five employees all the way to 700 employees. Oh, yes. That's

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great. So cross Canada and the U. S. Multi locations. Now, the people that are in the

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States, do they hire from Canada or do you guys have a company over there? We find Americans

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for Americans, Canadians for Canadians. And if the scenario brings it that, you know, obviously

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being here in Windsor, the Detroit area, if if somebody is willing to do a visa for

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someone in Canada to go to the States, it's not a problem. But but no, our infrastructure,

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I got staff in the States and I got staff all the way here. So we're good. That's awesome.

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Now, did you have a hard time finding staff myself personally? See, for me was and I imagine

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this is actually a problem for many people. So I've always found the right staff for the

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time of that of the business. What for me, my scenario, the business is growing and growing

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and growing at a very fast rate. You know, five years ago, it was just an idea. And then,

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you know, we've come this far to where we are today. Sometimes the business could surpass

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the employees that you have. So I myself have had to let go of people, replace people, bring

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them in. But but I've had people that have stayed along the way. So I think my my longest

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lasting employees now three years, everybody has a chapter, a person has a chapter and

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a business has a chapter. And sometimes the chapters, they line up together, sometimes

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they don't. And that's what my customers see. That's what every business has to deal with.

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Because as the business evolves, everyone has to evolve with it. And if there isn't

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that same path going forward, at some point in time, you have to tie it up. I always find

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the right people, though, for the time that I'm in, because it's always a problem and

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a solution. It's like, OK, my business went to this level now. And the problem I had with

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the previous person that couldn't make the cut to now, this is what was missing. So now

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let me find the person that could fill that void and start the new chapter.

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Well, sometimes finding new people or letting go old people and finding new people. It's

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that learning curve. You you really are able to finesse the perfect person for your job.

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Working with the same businesses all the time, you really get to understand what they are

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looking for and what they need to make their company company happy.

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Yeah, and it's funny because people they're always saying it's very hard to find people

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and I think it's the easiest thing ever. It just it just took a little extra time, probably

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about three years of trying to figure out how to do it. But I obsessed over the topic

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and now it's it's it's fun. It's good. We meet people all the time. We're always talking

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to people that are trying to advance their careers and it's it's a fun topic. It's a

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fun topic, right?

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It makes you think because a lot of businesses, whether they're small or big, they just figure

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okay, I have HR so HR can go out and find me the people. But they're also dealing with

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other problems within the company. This is something you really need a full time worker

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to find you the perfect person, even if it's for the smallest low level job because those

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people are the beginning cog.

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It's funny you say that because you know, people think recruiting and automatically

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they start thinking of everyone in HR. To me, so incorrect.

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Exactly.

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So incorrect. Like put it this way, the best recruiter is the business owner. Because the

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business owners are attracting people to come and work for them, right? Any management is

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a recruiter. The fact that HR always gets bucketed with the whole recruitment thing

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did never made sense to me. I'm an NGO. I have zero HR background. I know nothing about

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HR. As a matter of fact, I probably have broken every single HR policy out there. The recruitment

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is not HR. It has nothing to do with it. If you actually use some HR principles, you'll

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never find the right person. No.

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It's just that simple. Recruitment is all about putting two people together that truly believe

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they could be each other's solution and enjoy working together. That has nothing to do with

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HR. So, you know, like I said, the business owner is the best person to recruit because

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they're designing the team that they want to be with.

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Exactly. But they're too busy to go out and look for them because they're running a company.

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That's when they go and they ask HR to work on it. So, I host these recruitment and retention

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seminars. And I usually have about anywhere between 40 to 60 HR professionals at once.

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It's a one hour long lunch and learn that I do every couple months. And I always ask

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the question, is anyone here in HR that's working on a position and has no idea what

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the position is about? And at first they're shy. And I'm like, listen, the sooner you

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acknowledge that you don't know what a position like for an HR person is working, trying to

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find a millwright and ask them, do you know what a millwright even is? And at first, then

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they start, I make them comfortable and then they start putting up their hand and it looks

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like I have no idea what a millwright is.

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Exactly. Let's talk about it. Let's figure it out. Teach me, right? So, that 99% of

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the time an HR person has no idea what the position is, right? That's the biggest mistake.

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So, I find that businesses, especially the bigger that they get, they lack the communication

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with each other. They just kind of bounce it off to the next department. I think HR

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has this magic wand that could just pull people out of anywhere. But really the best recruiter

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for a position is literally the hiring manager, the person who that person will be reporting

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to. That's the best recruiter. So, everyone needs to be all hands on deck with the recruitment.

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Obviously, reality comes as no one has the time for it.

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All right. Nobody has the time for it. So, that's where my business exists. Where I come

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in and the first few weeks, the first two weeks of onboarding a customer, we're actually

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not sending them a single person. We're not even recruiting. The first two weeks is us

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getting to know them and obsessing over the position and obsessing over every hiring manager

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who they are as a person. Where's the business going? What do they actually need as far as

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not just a job description, but as far as a persona, personality. It's very important.

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So, I make my customers, I tell them, listen, everything's for you and it's tell me what

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you want. You want them short, tall, young, old, you name it. I don't care. It's the environment,

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right? Because I've walked into businesses where everybody's age is roughly like 50 to

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60. So, why would I put a 20-year-old with them?

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Exactly.

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Why would I do that?

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Exactly.

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HR would tell me otherwise. Nope. Get in the strip. Well, guess what? This person, the

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20-year-olds eventually going to either make all these old guys look bad or they're not

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going to fit in or whatever. Maybe it's just, you got to put people that belong together.

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It's like friendships, right? This is where I challenge some of the HR principles. They

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say, well, at work, you make all these rules of who should be working together and who

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shouldn't be, right? Whereas, it's like when you go home, you have a friend's list. You

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have people you like and people you don't like. Well, that's human nature. Human nature

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always wins, always, every single time. So, I'm a big human nature guy. So, when I walk

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through a business, I understand what they do for a living. I walk around. They show

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me what they do to, as far as, you know, how they take care of the customers, all that.

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But what I'm doing is I'm walking around and I'm reading personalities. I'm talking to

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every single person. Like, when I do a walk-through, every facility, I seem like the nicest guy

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ever from the front desk person. Hi, what's your name? What do you do? How long have you

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been here for? And reading out, listening to their tone of voice, their energy. I'm walking

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through the offices. Do I hear noise or is it very quiet? Or is there a little bit of

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pace and people are moving and it's fast-paced and things are going? Is it loud? Or is it

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a very, you know, independent type of a role? So, it's like I look at all these things where

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it's like that's the environment that you're in. And from there, once I understand the

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environment, I understand the people and I understand the direction of the business and

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what someone wants from there, it's the world's easiest thing to find someone that fits in.

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Because now it's like all I got to do as I meet people, it's like, you know what, I

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could see them fitting. You know, we have that human instinct of you could see someone

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like fitting in. You know what I mean? And that's great because a lot of the other companies,

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and I'm not bashing companies because they're good at, like you said, they're good at what

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they do. They're good at what they're needed for. But with you, your goal for the company

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is longevity. And you're willing to also, I like that, you're willing to look at the

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older person as well because most of them, it's almost like they look at age first and

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then they'll look at experience. So, they figure, okay, I'm going to get the younger

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person that's going to last there for 40, 50 years. Are they really probably not? They're

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not going to retire from this company, especially if they went to a C-10 page agency. It's just

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going to be short term. And I like the fact that you're looking at who's going to be the

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better fit and the age as well. I like that. Absolutely. 100%. Every aspect of it matters,

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right? So, even now on the job seeker side, our interviews are very unique where it's,

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we really want to understand that person's situation and we tell them, because when you

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get someone signing up for an interview, their automatic goal is to try to make, try to guess

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what you want to hear and just make them sound perfect, right?

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So what we do, and it's a massive advantage for us is we tell them, well, listen, we're

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here to help you and we have multiple positions. What is it you actually want? Because you

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may be applying for this position, but it may not be a fit, but I might have something

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else that would be even better for you. It will make your personal life even better.

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That question right there makes everyone very relaxed and then they start telling us, well,

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this is my situation. This is why I need to leave my current job and it's because I need

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this, this, this or whatever and we start getting to know their personalities and that's

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where the matchmaking starts happening at another level rather than just reading a resume.

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I myself have probably read two resumes in my whole life and I probably just skimmed

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over it real quick and I've never hired, 15 employees have never looked at a resume.

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I never even asked for it.

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And I love the places that are looking for jobs and it has to have a cover letter. Okay,

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so basically you're telling me that I need to tell you everything you want to hear, but

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you don't know anything about me. You know my education and you know my job history.

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There's some very outdated strategies out there and obviously the resume still has to

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happen, but when all of them look the same, it's like, it's a very interesting time right

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now that we're in. I don't know if you were watching the news a couple nights ago. I think

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it was last night. I said Windsor actually has the highest unemployment rate. Did you

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see that?

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Yes, I did.

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I'm at 9.1%. And at this point I feel like I have enough data to call it fact from my

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end, from the data pool that I've been making, is that the talent in Windsor doesn't match

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the jobs in Windsor. So I've relocated, I relocate people almost every month from across

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the country to come here. I've probably, I feel like I might win the award of the guy

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who's relocated the most people to the city in the last year.

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Well you need to start up real estate as well then.

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Okay, yeah. I actually have some realtors. They call me and they're friends of mine.

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They say, I got someone who's in London or in Toronto and wants to buy a house here in

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Windsor, but they need a job. So I do it. Right? But I've relocated. We got a guy who

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just moved from Alberta. He just, this weekend actually, he just moved in from Windsor as

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a mill, right? So the point that I was going to make is that the jobs that are in Windsor

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compared to the talent pool in Windsor, they don't match. So jobs are actually being filled,

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but there's so many people that are still left that now it's like there's less jobs

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than there is people, right? So it's a very large problem that's taken decades to bring

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us to this point. And I personally think it's because it's the lack of diversification of

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industries in the city. We have all these, think of, you have to look at the universities

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and the colleges here and think of all the programs that they have and then look at the

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actual industries that are here. You've oversaturated on certain industries. For example, engineering,

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oh my God, like oversaturated that to the point that you ruined an engineer's life.

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They ruined it. They were not, I think someone got greedy from the, and I'm not afraid to

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say it, someone from the education system got greedy and said we could bring in a ton

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of people to sign up for a master's in engineering program. They made a ton of money, good for

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them, but they ruined people's lives. I see people coming into my office every single

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day. There are very smart people that have a master's in engineering that have to go

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back to their country because they've been here for a year trying to find a job and no

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one will hire them. And on top of that, forget about the students. Let's talk about, I'm

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an engineer myself. So when I graduated in 2014, my starting salary was $71,000. I ended

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up making about a hundred grand in my first year because of overtime. Great, awesome,

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at 22 years old. Even if I just made the 70, at 71,000 at 22 years old, it was awesome.

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I was living for like $500 a month. It was fantastic. I love my life. My gosh, I don't

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know what happened. But now you could hire an engineer right out of school for $45,000,

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$50,000 all day long. They undervalued the market completely, supply demand. That's simple.

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So rather than diversifying, now I feel like they're doing the same thing with accountants.

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Now I'm seeing all these, a wave of people coming in for a master's in accounting or

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a program they got out of the college there. And watching a couple of years, there's going

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to be a problem in that industry. But they went so engineering heavy because of the old

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castle and all this stuff. I was going to say that.

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What about the trades though? They just looked at engineers, well, what about the mill rights

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and what about, like no one knows how to work with their hands anymore.

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No. Right? And no one focused on that. So now every company that comes to me, they're

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like, I have an aging workforce. They're going to retire in the next five years. And I can't

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find a young 20 year old that knows how to weld, that knows how to plumb or be an electrical,

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be an electrician, et cetera. Right? So I think it all, it stems from the education

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system, it stems from the direction from way up politically that they mismatched the entire

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industry. They didn't look at the whole picture. They didn't look at the whole picture. And

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now, now we're finding people from outside of Windsor to come and we're filling these

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jobs. These jobs, we are finding people for them. But unfortunately, some of the times

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they're not here in Windsor. Well, I think the problem also with the educational system,

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like you said, the university and St. Clair is they want to bring in students, international

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students, they're big on that, thinking that they're going to go back to their homeland

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and work and do that. But they're staying here and they're trying to find jobs here.

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And like you said, then it's oversaturating. Like my son, he's a carpenter. Or he just finished

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his second session of schooling, but he started right with the union and they're looking for

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people and he could be anywhere. He's worked in Surnia. He's worked in Chatham. Carpenters

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are in demand and there's not a lot of people going, I think we need more tradesmen. They

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need to look at the trades instead of the higher ups. But that's even just with what

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we have. Well, what about, what about all the other industries? Like I think, I think we

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lack industries here. We've got to, it's either you're going to go out and eat and drink,

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or you're going to go and work at one of these factories that are here. What other jobs do

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we really have? Exactly. Like you got the odd, you know, one or two software companies

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that are here. You got, there's maybe a few recruitment companies that are here. There's,

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you know, obviously in the healthcare, healthcare is there as well. But I think that's something

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that's going to take decades to fix. And I like being part of the solution. I feel like

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I'm part of the solution every day because at the end of the day we have businesses that

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need people every day. Like that's there. So it's funny because they say, okay, unemployment,

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there are no jobs, but I talk to business owners every day. They're saying I can't find

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the right person. That's the key word. They can't find the right person. It's not that

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they can't find people. They get hundreds of applicants every single day, but who is the

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right person? And then you start adding in the cost of doing business. Being in business

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is not cheap. A lot of businesses, I'd say most of the businesses, nine out of 10, don't

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have the luxury of bringing someone and paying them and training them over the next six months

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to a year. Well, and they don't. But that's also the problem. Like you say, we have, we

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have a ton of people that want the jobs. So they're hiring them and they're training them.

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They're wasting all this time training them, spending the money and taking people from

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one job to another to train these people for them to not work out to do it again and again

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and again. And it ends up costing the businesses more money and then the businesses are struggling.

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Yep. And people are all connected. So inflation goes up and makes a business very tight, right?

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Businesses very tight. That means they can't, they lose the luxuries of having training

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programs. Now it's like, no, we're tight right now. We need to find the right person so we

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can make money. No training. Turn key, right? So that's obviously where I fit in. That's

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where things have been good with my business because that's, that's the problem that I

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solve. But now businesses, they're like, we need the right person. So it's unfortunate

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for all these junior people that are here that they're the ones skyrocketing the unemployment

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rate. But it's a scenario where it's extremely hard to fit. There's only a few businesses

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here that have the luxury to bring someone in and give someone a chance and have them

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learn over the next year. Yeah. No one, no one else could do that. Small businesses

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can't do that. You're talking the businesses that could do that or any of the big names

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like the Vista print, the, the Jameson Chrysler, any business that's a multi-billion dollar

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company that's here. They're the ones that have that luxury, but there's only, you can

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count them all on a couple hands. There's not that many of them, right? The rest of

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them are small businesses that need the right person. And from there, that's where it comes

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to finding the right person that just doesn't happen to be here. And that's why I think

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it's great that you are helping the HR people to realize that they need help as well. And

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I think you could train other recruitment companies to think like this because we need

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it. I mean, to even all these people that we have here, they can't find jobs. Well,

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maybe find them something in London or something in Toronto. They might have better fits in

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brand for you know, I'm glad you bring that up because even for me, like I grew up in

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Toronto and I moved here for work. I think people feel like, you know, they have to

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stay home. It's okay. Go for a little adventure. The work isn't here. Go somewhere where it

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is. Yeah. Right. And I've told people to leave. There's a good group of people. I said, you

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need to leave winter. You're not going to find work here. You need to go to a market

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where it's way easier and just you can get a job tomorrow. Right. I think what will the

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interim will fix the solution is people that are here that can't find a job here. They

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need to acknowledge that maybe this isn't the market for them. And then, and vice versa

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with with businesses and with through the education program, we really need to take

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a look at what we do have here and actually build talent for it. Right. I think there's

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a mismatch. But I'm not the complainer where I'm just sitting there saying, you know what,

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there's a mismatch and just yelling about it. And I'm like, there's solutions for it's

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actually not hard. Like when a company tells me I need to find the right person, give me

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a couple of weeks, I'll find them for you. Like it doesn't take along with us. It's

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with within a month, the job is taken care of. We found them though. They would have

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been suffering for a year trying to find someone and within a month, I would I'll take care

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of it for you. But sometimes the answer is look outside of the city. So that's just the

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unfortunate part of Windsor right now. It's going on with it. I think it's the lack of

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diversification and the education system isn't paying attention to the industries that

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we have. Once that happens, I truly believe that, you know, this could be the best one

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of the best cities in the world by far. And sitting here talking to you, it makes so much

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sense why I this morning I watched your Ted talk. Yes, he did a Ted talk a month or so

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through. Yeah. And it was all about making decisions. And basically your job is about

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that. And I think people need to learn learn from you a little bit more like, tell me

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about that talk. It was it was so good. I couldn't even do it justice. Well, thank you for the

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compliment. But I'm not that great. But I'll try to be I strive to be at least it made

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me sit there and think I sit to my husband as we're on their way. I'm like, it's about

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decisions. Oh my God, it's so easy. So it really is. So I'll kind of do the mini Ted

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talk right now where the average day human being makes anywhere between 33 to 35,000

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decisions. Okay, now most of those decisions are simple decisions like you chose to wear

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that shirt today, right? And that necklace or which side to which which chair you're

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going to sit in this one or this one, right? It's those decisions you don't even realize

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you're making. So they add up fairly quickly. But once in a while, you got to make a decision

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that's actually important. And in order to make an important decision, there's two types

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of decisions. You're either going to be impulsive or you're going to be confident about it.

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The impulsive ones, if you're lucky, you could say, you know, you gambled a little bit and

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it worked out. But most times it's a gamble. And most times it doesn't really work out

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that well, right? Every I think every impulsive decision tends to be a little bit regretful

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after the fact that way. Right? So so then the key is how do you make more confident

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decisions with the decisions that are more important in your life, right? Such as getting

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a job if we're going to keep it to this topic, right? Getting a certain type of job or or

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where can you find that job, right? Or even then I actually personally like the word job.

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That's why I'm in I name my company careers people growth, CPG, it's careers. Everyone

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should strive for a career every single time. It shouldn't just be a job. A job is just

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to survive and pay the bills. A career is you're building a life. And there's no point

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of just living survival mode your whole life might as well try to build a life for yourself.

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So focus on careers. I think that's step one where how could you start your career? How

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could you continue your career? What's the next step for your career? So then now it's

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how do you build the confidence? Confidence doesn't come from an internal like I'm like

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I'm a very naturally confident person, but I still make stupid decisions. And so the

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confidence hand in hand. They don't go ahead. A confident person doesn't mean they made

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a confident decision. Okay, just like how someone is super, super shy. They still have

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to make decisions every single day and they're confident in their decisions, right? So with

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that said, how do you get confident is studying, studying about the topic, doing homework.

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There's a lot of people say that this is what I want to do, but then they don't even look

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into it. They just say it because someone they may have heard something that triggered

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their mind to go in that direction, but they never actually did the work, the homework.

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So for me, before I got into this business, I was running a car wash, like I said, and

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for two years, I spoke to over 500 entrepreneurs, asking them those same questions over and

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over and over again. What do you do for a living? How does your business make money?

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Explain to me the actual business model for it and explain to me the biggest headache

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in your business, right? For two years, I asked over 500 people that. So now I have data.

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I have data when I had almost all 500 people tell me people are my biggest problem. How

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confident do you think I was about getting into the recruitment business? It's pretty

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damn confident. I was pretty damn confident when it was right there in front of me, right?

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Over time, but it took me two years of obsessing about business and thinking like, what's going

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to be my next business? What's it going to be? What's that next step? And I was patient

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for two years. Now I was asking these specific questions because I was looking for an answer,

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but I didn't know what that answer was going to be. But over time, the data told me. So

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data drives every single decision, every decision because the beauty about data is it's not

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opinionated. Has nothing to do with which side of politics you live on. It has nothing

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to do with what you think about something. When the number is clear, there's no debate.

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Like the data is the data. If you have accurate data, all you have to ask is where do we get

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that data from? And can we trust it? If we trust the source of the data, everybody of

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all walks of life will agree that 45% of people like vanilla ice cream and 30% like chocolate.

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So the numbers, like there's no debate, right? So when the numbers are clear, now you can

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just make a decision just like that. It's the easiest decision ever. So that's how you

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get confident with it. And that was what my TED Talk was all about is with every important

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decision, just take the time and just look into it a little more.

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A little bit on topic, a little bit off topic. What I like about you is you said, I had this

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company for a few years. I knew it wasn't going to last. Not a lot of people realize

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that you can take the time and do stepping stones and maybe start this job or start a

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different career to test it out and to wait for a little bit until you know exactly what

396
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it is you want to do and figure it out and make informed, conscious decisions. They just

397
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figure that they need to go to school, have a career, and they don't realize that they

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can take the time in between to make sure that's what they want to do.

399
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And my interview question that there's no way in hell an HR person is asking it, when

400
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I interview with someone, I ask them this, I say, what's your life like at home? And

401
00:32:27,200 --> 00:32:30,720
what do you not like about it? I want to know your personal life. And then they're like,

402
00:32:30,720 --> 00:32:34,280
what do you mean? It's like, well, tell me about your personal life. Why are you trying

403
00:32:34,280 --> 00:32:40,400
to get a new job? There's something not right. I want to know what is bothering you at home.

404
00:32:40,400 --> 00:32:45,600
And the moment you know that, then you can start coming up with a solution for it. And

405
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then that's where you can start thinking about, okay, well, we've, for some reason,

406
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someone invented this whole thing about like work life balance and that work is separate

407
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than your life. It's all together. The dumbest thing I've ever heard in my life, whoever

408
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invented that literally ruined society. It's the dumbest thing that they planted, even me

409
00:33:06,920 --> 00:33:10,200
growing up as a kid, like it's like, oh, you want to find a job that gives you work life

410
00:33:10,200 --> 00:33:14,440
balance. What the hell are you talking about? You're going your life, you're alive when

411
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you're at work, right? Like this, you're alive, you're present.

412
00:33:17,480 --> 00:33:21,160
That's part of your life. It's part of your life. So what do you mean separate? What are

413
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you talking about separate? Right? It makes no sense when someone is a true happiness

414
00:33:25,800 --> 00:33:31,160
is what I find that they're enjoying their day at work and it's part of their life. And

415
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not only is it part of their life when it's time to actually punch out and you're leaving

416
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work and you're going home, that job gives you the home that you have. If you're dreaming

417
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about a better home, get a job that gets you the better home. It's all connected. The job

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00:33:45,640 --> 00:33:50,000
is even if anything, the most important thing about your life, because that's what's going

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to give you the luxuries that you want to have in life, whatever they may be for every

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person. So it is 100% not separate. And the first thing anyone should do is look at what

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life do they want to have and then find a job in a career that will give them the life

422
00:34:05,880 --> 00:34:09,920
that they want to have. A lot of people, they think they do it the opposite way. They go

423
00:34:09,920 --> 00:34:14,320
get a job and they think that job is going to give them enough money to get their dreams,

424
00:34:14,320 --> 00:34:17,560
but then one day, fast forward 30 years, they realize they didn't accomplish anything because

425
00:34:17,560 --> 00:34:21,840
they had the wrong job the whole time and never gave them enough money or enough time

426
00:34:21,840 --> 00:34:25,200
or enough freedom to be able to do the things that they wanted in life and then that's when

427
00:34:25,200 --> 00:34:27,000
a midlife crisis happens.

428
00:34:27,000 --> 00:34:28,000
Exactly.

429
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Because they realize they didn't get to accomplish the things that they've been trying to accomplish.

430
00:34:32,040 --> 00:34:36,160
But at step one, you focus on what do we want to accomplish and you always ask yourself

431
00:34:36,160 --> 00:34:41,360
that question. I've been asking myself that question for the last eight, nine years, constantly.

432
00:34:41,360 --> 00:34:45,680
What is it that I want at home and is this business giving it to me? Even today, even

433
00:34:45,680 --> 00:34:49,280
in my business, I think of, okay, well, maybe I should structure the business a little bit

434
00:34:49,280 --> 00:34:52,800
differently because it'll make my home life a little bit better and I always think about

435
00:34:52,800 --> 00:34:59,640
it and they're connected. That's kind of my advice to anybody out there who is looking,

436
00:34:59,640 --> 00:35:04,520
who's unsatisfied with the work that they're in and they need to just focus on what is

437
00:35:04,520 --> 00:35:10,960
it that is at their home that they need to fix. Then you ask, does my work fix that problem?

438
00:35:10,960 --> 00:35:14,560
If it does, great, stay with it, commit to it. If it doesn't get a new job or move or

439
00:35:14,560 --> 00:35:20,960
whatever the answer is. That's what we do all day long is we try to find people's problems

440
00:35:20,960 --> 00:35:26,320
on both sides, the business's problem and the job seekers problem and they have to be

441
00:35:26,320 --> 00:35:30,720
a solution for each other. I really like what you say and I think a lot

442
00:35:30,720 --> 00:35:38,160
of it has to do with people have fear and you help them alleviate that fear of maybe

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00:35:38,160 --> 00:35:44,280
changing careers, finding what's going to make them happy at home, at work, whether

444
00:35:44,280 --> 00:35:50,760
they're going to be moving or not. I really think we need to have a lot more people out

445
00:35:50,760 --> 00:35:57,320
there helping people find jobs and businesses find the right people. I really do appreciate

446
00:35:57,320 --> 00:35:58,800
you for being here today.

447
00:35:58,800 --> 00:36:03,160
No, thank you so much. It's like my last little thing is just like how at home to make this

448
00:36:03,160 --> 00:36:05,920
extremely relatable. Happy wife, happy life, right?

449
00:36:05,920 --> 00:36:06,920
Exactly.

450
00:36:06,920 --> 00:36:08,520
In a business, happy employee, happy life.

451
00:36:08,520 --> 00:36:09,520
Exactly.

452
00:36:09,520 --> 00:36:14,680
That's it. That is it and life gets better from there.

453
00:36:14,680 --> 00:36:19,440
Well, thank you so much, Christian, for being here. I really do appreciate it. Again, today,

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00:36:19,440 --> 00:36:24,760
this podcast was sponsored by Auntie Aldo's Kitchen and she is famous for her amazing

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00:36:24,760 --> 00:36:31,280
hand pies, baked goods, pastries and she's located in the Windsor-Esteaks County area.

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00:36:31,280 --> 00:36:36,480
Make sure you like, subscribe and comment on this podcast so we can continue to make

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00:36:36,480 --> 00:36:41,280
more podcasts that you love. Again, my name is Tracy Martens and I want to thank you for

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00:36:41,280 --> 00:37:07,240
joining me for another episode of YQG In Bloom. You guys have a great day.