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Welcome back. Picking up from where we left off - I have reached out to our initial target group and have set up phone screens. I am digging deep into the search for you. I have taken all of your wants all of your needs must have from that official first step, the job order conversation. Now, I will have an in-depth conversation with these candidates. A lot of times there are multiple conversations To see if they are right for you Only after they have been fully vetted and fit your needs will I send them your way. Out of that initial 200-300 person list, I speak to about half. We will call it a 100. Half of those people I find out for whatever reason - do not qualify professionally. They do not have the skills you need. That leaves us 50. Now, half of those will be out of your compensation targets or just do not really want to work for your company. Maybe it is the wrong industry, wrong growth trajectory, Just something is not right. We want to know this immediately, by the way. We want to know now not three weeks from now. This is where your ability to explain to me why someone would want to come work for you really comes in handy. So, we cut those in half. We are down 25 of that initial 300. Only about a quarter of those are in a commutable distance or are actually able to relocate. This is your candidate pool. Those six right people. I will get to you within three weeks. When I uncover those, I submit them to you. I not only give you a resume, but also a short write-up summary. A sample of this will be into the notes for this for this video. I can add anything you want to this. Make it for you. The point is to provide a snapshot of the candidate. You will only take 20 seconds on the write-up and 20 seconds to look at the resume to decide if you want to interview this candidate. You probably will if we took a proper job order. You are going to want to talk to the people that send. All-in, you will spend less than 10 minutes reviewing resumes before scheduling all of the interviews for this new hire. The entire candidate pool will take you less 10 minutes to review. A new client recently told me that he interviewed over 60 people during the last quarter of 2019 to make two hires. This blew me away. The shortest as an initial phone screen can logistically be is 20-30 minutes. At 30 minutes, 65 interviews is almost 2,000 minutes = 32 hours was spent doing this. Just the first interview - 4 full work days on first interviews. Calculate out the rest of the interview process if you want. Bringing them in. Scheduling other interviews with people. Giving them a Plant Tour. Regardless, this is just too much time for you. You do not have time to do this. Think of the time wasted. Not to mention the waste of energy. For me, again, you will have a half a dozen candidates before you make a hire. I would have eliminated 90% of the time from just this one step of his interview process . What could you have accomplished in this time?