(2:47 Summary Video) “Removing Hiring Friction To Capture Market Share”

In this 2:47 video, Todd Treml explains why labor challenges span every industry. He shares practices that speed hiring and improve conversion. He urges lightning-fast responses and barrier-free onboarding. He shows how purpose and culture attract candidates against large employers.

Hiring friction is costly in every industry. Candidates have options and will choose employers who respond quickly and onboard smoothly. Minor delays create significant losses when applicants drop out or accept offers elsewhere. Reducing steps and clarifying expectations shortens time to productivity and improves morale.

Todd Treml, Chief Executive Officer at Touching Hearts at Home, explains how to design a hiring experience that converts more applicants and feeds long-term retention. His approach centers on brand reputation, fast communication, simple steps, and purpose. These elements work together to move qualified people from interest to impact. When combined, they become a repeatable system rather than a one-time fix.

“I think those companies that are prepared to recruit and retain the right way, and they put the effort into it, at the end of the day, they’re the winners in business. They’re the ones that are going to get the market share.” – Todd Treml

To learn more, watch the 2:47 video or read the article below.

To catch the full interview with Todd on “CEOs: Labor Is Your Number One Challenge and Your Number One Competitive Advantage,” CLICK HERE.

Article: “Removing Hiring Friction To Capture Market Share”

This article is based on an interview with Todd Treml, Chief Executive Officer at Touching Hearts at Home

Labor Is the Universal Constraint

Todd puts it plainly that “Labor is a major challenge,” and it stretches across all industries. In his view, teams must “prioritize to make sure that we have enough people working in our businesses to support our clients.” Treat staffing capacity as a strategic input to revenue, not a back-office problem.

The implication is operational: manage applicant flow and conversion with the same rigor you apply to sales. When hiring is healthy, service quality improves, and growth becomes sustainable. That is why Todd ties labor directly to market share. Teams that fill roles faster deliver more consistent experiences and win more business.

Win With Speed and Barrier-Free Onboarding

Conversion improves when you reduce time and steps. Todd’s instruction is to “Make it easy for them to apply. Make it easy for those individuals to onboard with us. Don’t put barriers in place.” He adds a timing rule that leaders can measure daily: “Be very fast, lightning fast in your response to people that want to come to work for us.”

These moves respect the candidate’s time and signal a capable organization. Faster replies, clear instructions, and quick starts prevent drop-off while setting a positive tone for the first week. When new hires feel the organization is organized and responsive, they are more likely to stay and perform.

Purpose and Culture Compete With Big Brands

Applicants compare offers beyond pay, especially in service roles. Todd underscores that the differentiator, “The most important thing that we can provide them is purposeful work, very purpose-driven work.” Purpose can tip the balance when candidates weigh similar compensation packages.

Todd also notes the competitive set includes “Amazon, Target, Walmart, restaurants, hospitality.” A strong culture with recognition and support helps smaller employers stand out. When people see meaning in the work and feel backed by leadership, hiring quality and retention rise together.

Market Share Follows Recruiting and Retention Discipline

Todd connects process excellence to outcomes. “Those companies that are prepared to recruit and retain the right way, they’re the winners in business. They’re the ones that are going to get the market share,” he said. The message is to design hiring like a client journey, then measure it.

Track response times, first-week milestones, and early retention. Remove unnecessary steps. Keep the process human and clear. The compounding effect is a stronger team and a steadier client experience that supports growth without sacrificing quality.

Conclusion

Hiring friction wastes opportunity. Todd’s framework shows how to fix it with speed, simplicity, and purpose. When candidates feel valued from the first touch, they move faster and stay longer, which stabilizes service and protects revenue.

Leaders who treat recruiting and retention as a single system will see the impact in conversion, engagement, and client satisfaction. The work is daily and disciplined, and it pays back in people who choose to build with you. Over time, this becomes a durable competitive advantage.

ELEVATING CONTENT MARKETING STANDARDS RAISES A CRUCIAL QUESTION:
Why shouldn’t the very act of creating thought leadership content also spark new conversations with in-pipeline deals, top prospects, and high-priority customers for revenue expansion? Or serve as the cornerstone for learning and applying voice-of-customer strategies? That’s the power of ABM Podcasting—engaging B2B buyers and customers in meaningful conversations that uncover essential go-to-market insights, support long sales cycles, reinforce your market perspective, build peer-level trust, and dismantle objections that kill deals.

Steven MacDonald

Steven MacDonald is the founder of Content Strategies, CEO of a MarTech SaaS Company, fractional CMO consulting with leading B2B companies and former Director of Strategy and Client Service at top ten digital marketing agencies.

Follow Steve on LinkedIn.

Steven MacDonald

Follow Steve on LinkedIn.