“Whether you think you can, or you think you can’t—you’re right.” – Henry Ford

If you’ve ever muttered the phrase, “There’s just no good people out there anymore,” you’re not alone—and you’re also not doing yourself (or your lodge) any favors.

We get it. Hiring these days can feel like a frustrating game of musical chairs… except the chairs are on fire and someone just ran off with the music. But if your first assumption is that the talent pool is dry or people are lazy, you’re already swimming upstream.

Here’s the truth: It’s not that nobody wants to work. It’s that good people don’t want to work for chaos, confusion, or unclear expectations.

The lodges that consistently attract (and keep) great seasonal or remote staff? They’ve ditched the blame game and built a hiring process with purpose, clarity, and respect.

Let’s talk about the mindset shift that could change everything.

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1. Stop Looking for Unicorns, Start Building a Bridge

When you believe there’s no one good left, you end up chasing a perfect (read: imaginary) hire—and ignoring people who could thrive with the right support.

✔ Instead of asking “Why can’t I find anyone good?” ask:
→ “What might be confusing, unclear, or unappealing about this role?”
✔ Evaluate your job ad—does it sound like an adventure… or a crisis?

💡 Pro Tip: Great hires don’t just appear—they’re attracted to clear roles, fair pay, and a leader who believes in their potential.

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2. Your Attitude Is Part of the Job Post

Candidates can smell a bitter boss from a mile away. If your interview or ad carries a “you’re lucky I’m even hiring” vibe, guess what? The best people will run.

✔ Drop the defensiveness and lead with partnership.
✔ Be honest about challenges—but also about your investment in team success.
✔ Respect seasonal workers as professionals, not placeholders.

💡 Pro Tip: The tone of your communication sets the tone for the entire season.

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3. Define the Win Before You Hire the Player

Most hiring “failures” come from misalignment, not lack of talent.

✔ Before you post a role, get crystal clear on what success looks like:
→ What does this person need to achieve?
→ What traits are critical in your lodge’s culture?
✔ Be honest about lifestyle and working conditions. The right people won’t be scared off—they’ll be prepared.

💡 Pro Tip: A job that sounds like a mystery novel will attract applicants who love guessing games—not the ones you want running your lodge.

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4. Train Like You Mean It

Let’s be real: if your onboarding consists of “just follow Joe for a few days,” you’re not setting anyone up for success.

✔ Build out SOPs and basic training materials—yes, even for seasonal hires
✔ Explain the why behind tasks, not just the how
✔ Pair new team members with a mentor or buddy

💡 Pro Tip: It’s not a time issue. It’s a priority issue. If you have time to re-do mistakes, you have time to train better.

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5. Assume Good Intent Until Proven Otherwise

If your go-to narrative is “Seasonal staff always flake” or “Remote workers don’t care,” you’ll filter every action through that lens.

✔ Instead, start with this: “I hired someone I believe can do this. My job is to lead, guide, and check in—not assume failure.”
✔ Give feedback regularly—don’t let resentment simmer
✔ Celebrate small wins publicly to reinforce what’s working

💡 Pro Tip: Your team will rise to the story you tell about them. Make it a good one.

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The Bottom Line: Your Hiring Mindset Is Your Strategy

If your lodge is struggling to find or keep good people, it might be time to check your beliefs before blaming the labor market.

✔ Are you clear about what you need?
✔ Are you open-minded about who might be a great fit?
✔ Are you creating a work culture people are proud to join?

Need help building a hiring process that attracts the right people—and sets them up to win? I’ve got the roadmap.

Let’s build a lodge that works for YOU, not the other way around! 📅 Schedule a Consultation Here!