 I'm good. Hey, good afternoon everybody Tom Stewart here. I'm Liz Trotter I guess today is Libby DeLucian and this is smart business moes Hey Tom I practice Working on that all day How is my sound today Then trying to deal with the sound issue So far so good so far so good a new camera that is I see a little funky I got a little green halo going on here. So it might be contrasting with your red hair. Oh my gosh We don't even want to talk about my crazy hair. I can't even with this crazy hair Well, we're talking about hiring. I know with you Libby, but Tom, I was curious. What is going on with me? Central is there any kind of big? That's a that's a softball so I should have an answer for that We're Doing a lot of cool stuff. We're doing another MCA live event and in August along with some other really you know talented people and and industry trade association, you know Gosha and RJ are gonna be here. We're doing gonna be doing all this is like in one week in August a third week in August Right? What is that 20 first? That's awesome. I'm with Gosha and RJ today Yeah Yes We're gonna do an artsy event on on Monday We're gonna do an in May central Academy alive on Tuesday Wednesday and Liz you're gonna be here with With all your folks and you guys are doing a workshop the end of that week, right? Well, that sounds like a eventful week You need to come up Libby it's gonna it's gonna be a good time Yeah, I'll probably try to make it for at least the artsy event that the beginning I I've been traveling so much It's I'm trying to stay home. Just a little bit more Based on Facebook though, it's not working very well, it's not no I'm in Chicago right now at Rosaldo's cleaning services I was spending the day with them It's fun. They're a huge company learning lots But based off what Yaya said my daughter she asked my husband if I was ever coming home So I'm like, I think I need to stop traveling just a little bit when you're five-year-old is like is mommy ever coming back How long have you been gone well, I only flew up here for the day I Left early this morning. We're spending all day here. We're talking commercial cleaning hiring And then we're gonna do some stuff tomorrow, and then I fly home. So it's a short trip I am coming home, but then I leave in like three days for QTS That's like it's next week, yeah That's busy. Yeah, I kind of feel the same way I'm going to a mastermind event Friday and then I come back in time to do the Darren Hardy Business masterclass. So you got a lockdown for that for I think three days. Oh, there's a lot of people doing that Yeah, and then there's like three days until I go to Vegas for a week So I'm like I feel like oh man So Liz if you win in Vegas, you gotta you can split some of it with me, okay? Send me some money and I'll happily play I'll send you ten bucks and give you a number to pick on the roulette table I'll do it. I have one money for people. I A lot of times I haven't done this recently because I I'm not that made anymore But when I was I would I would tell them that I'm gonna bet ten dollars for them Where do they what kind of machine do they want me to play on what do they want me to look for? And I did win 1,100 bucks for somebody once Wow Did you get a commission about a commission? I Got the fun of playing that was my commission, right? Alright y'all so hiring we got to talk about this because Evergreen topic, you know people never get sick of hearing this and I was just talking to somebody on a one-on-one coaching call That she's frustrated. She's like I keep hearing everybody say That they're not having employee problems right now, but Liz I'm struggling like people aren't applying here. What what's going on? What am I doing wrong? How can you help her tell Libby? Well, I would tell her that that's not true A lot of people are still struggling to hire What So I feel that there's a lot of things going on I feel it is easier to get some applicants right to get some people to show up to interviews I do feel that that has eased up But what I feel a lot of people are still struggling in is the retention part is keeping them for more than you know 10 days or two weeks or the 30 days. We're still in that You know quitting stage That the great resignation they call it and I don't that to me is getting worse is Kind of that they're coming in we can kind of find them, but they're going out the back door now even faster I feel like there's a lot of stuff contributing to that So like we've had a shift in society since COVID where people just want a little bit of money But they want freedom and the ability to control their time. Oh Yeah, and and we see that with a lot of the apps that are coming out if you used to drive for uber or even Have looked at that like These apps have up their games and benefits that they offer incentives How they're paid out literally when I was traveling I was at CBF live and I was in my motel room and I was listening to music and a commercial came on for door-dash and And my husband was with me in the hotel room and it says be your own boss. Where can you want report to nobody? Turn it off and on To have time freedom flexibility and cash out instantly don't need a car You can scooter and bike and walk to door like you're dash like the food And so I listened to that commercial and I looked over at Chris and this just comes from being an owner of a cleaning company I looked over at Chris and I said, how am I supposed to compete with that? Yeah, you know like, you know, they said cash out instantly work for a couple hours pay for dinner instantly like and Not that all of our cleaning technicians would you know fit that demographic of wanting to work for door-dash But yeah, it's sure sounded great. I was like, well, I could work for a couple hours right now and pay for dinner and it was so like It just it was so enlightening to hear that, you know, I thought to myself and I said to my husband I'm like, how's organize it gonna even compete with that and I said that just made me, you know, even more Realize it. We need to up our game. Like, what are we doing? What are we offering? Like, why is someone going to apply at my cleaning company versus like Maypro or Molly maids? Or why like yeah, why why work for Cleaning company if you can work for door-dash. So you're seeing these these new app Companies as being a much larger competitor than in the past. They're just attractive I think that the side hustle is more popular now than it's ever been Right, you can go online and make some bucks working remotely. You can do this like And so the side hustle right now is really popular because it lets you it lets you control your your time and People are not super concerned about money right now and It not as much about like that long-term money savings, right? That's been shrinking people are just wanting enough money right now more. They want time They want to be able to earn the money and not have to work We hear that a lot more than we've ever heard in the past, right? People have always said that I want to earn a paycheck and I don't want to have to work Are people still living off of COVID money? I mean, is that still still a thing or? Well, I mean would you really think that our target market for cleaning technicians would have a lot of COVID money left? I wouldn't think so I wouldn't either I wouldn't either so it's I mean I see it, but I it's hard to figure out how People wouldn't be concerned about least enough money for food and shelter and yeah So I think that the side hustle is really popular people like to control their time And I think you have to really to attract people and to keep them you really have to up your game You know organize it implemented a limited approved time off, right Liz. You're you're a fan of this I Yeah, and it was a total game changer for us as far as retention and attraction And so everybody's like so you hire part-time no And there's rules, you know, there's rules around it But I wanted to give them as much as I could and it really helped our retention rate We've made some other changes But you have to think to yourself. Why are they gonna come work for me? Why? Like at the core what makes you different? What are your core competencies that make you stand out? versus your competitors but you've observed that it's Get gotten a little bit easier to Recruit and hire someone but it's gotten harder to keep them for for that initial few weeks As far as You know, it's a nine to five job You need to show you know, it's not you know, it's not like driving for uber I presume that they would understand that before applying for the job and certainly they would understand it You know, it's part of the interview process. So I Mean, I see it. I'm just I can't explain it though. Maybe you would have some ideas as to why People would be taking the job and say god They really want me to come to work five days a week or it really matters if I show up on time, you know What's that about? Well, I think that it's it's not just that as far as it's super competitive out there I think it's like, you know, I did a presentation the other day that says we are in a talent war Like we are in a talent war right now and war isn't about who's wrong or right War is about like who's the last person standing and So we're in a talent war. So when people come to a job that market out there if you're an applicant is super competitive So what does your culture look like is what you said on your job ad true and when they get there and they a week later Those core values were just listed on a piece of paper, but you don't embody them They're gonna see that in a week and they're gonna go somewhere else Right because they know they can get a job if you didn't live up to your pay expectations your culture your benefits if your company was Disorganized it is so competitive right now that I feel that we are in a talent war And that you cannot do business the old way you have to change the way you do business Yeah, and one of the greatest Cultures I've ever seen is in the office. I'm literally sitting in right now is at this result of cleaning services He has created a movement in Chicago when it comes to culture And I'm like can we just you know, I wanted to just come learn from him So it's one of those things where the people have to want to stay Yeah, and I don't think sometimes money's great But is it always all about money? Are you living up to the expectations that you've put out there in that job ad? Because if they're if you're not they're gonna see through that in a matter of three to five to ten days And they know they can get a job somewhere else So when people say nobody Different, it's it's a big difference people people don't talk a lot about that But that is a big difference Before people were afraid to leave a job because they were afraid will I be able to get another one? What if I can't get another one? What will I do now there is like you said There is that safety net of Uber door-dash, right? There's a safety net there So I know I can get a job, but if I can't I'll be okay. Yeah, I still do this thing. So technically You know technically there are actually more jobs than there are people There are if you look on indeed like the stats there are more Positions posted than there are people looking for jobs. Yeah, so they're always so it goes back to like baby shortfalls I don't know if you guys have read up on the baby shortfalls, right? We have too many people aging out not enough people aging in So if if you look at it like that and the baby shortfalls research shows we're gonna be in this epidemic for ten years And minimum the next ten years we're gonna have a shortage of people so there's Awesome, right because we're anything that lasts for a long time like that That that gives us so much opportunity All we have to do is figure out the new paradigm and how to work it and then work it and we have a long time to be able To use that it's harder when it keeps shifting So, you know what this does for me this makes me excited and I kind of like it You know why? Because for me to attract and retain people all I have to do is be different I have to be different I just that means I Be different in a good way No, I just have to be different I can't I can't operate like every other cleaning company like every other service company. I have to Be extra we have to be innovative. We have to be big thinkers. We have to offer outside the box benefits, right? We have to be different. I'm gonna go on record here again Saying that I really don't think Anything has changed in this way What people want in a job? Has not changed the thing that makes the job sticky that hasn't changed It was never about money and never was and guess what it isn't now either It was always about the same four things and it still is today and actually the problem is it is more These things and people will not tolerate not getting these things anymore So in the past if you didn't respect your employees and you didn't treat them with respect. They would tolerate it They would tolerate a lot of things in the past. They won't tolerate anymore So I'm gonna hit on my same four got to do it. You all know, but people need to feel like they matter Period they need they they won't stay at a job if they don't feel like they matter and in that job They're not going to they don't have to because they'll go somewhere else Liz that's the difference now. They don't have to have to and they're not afraid anymore They're willing to stand up and say I deserve this now Are they entitled? They're entitled in a different way, and I'm not gonna say they I'm gonna say we You're entitled in a different way because we all have the same feeling that we should matter When you when you say that explain that just so everybody understands. What is that? You know, do I matter? I mean, what does that mean? That for what that means is that people feel like they want that my Individuals to be who I am as a person the things that I bring to the table Those are important things that people see value in me Myself my person as a human being not as a number not as a checkmark but as All of the things about me are valuable So people feel like they matter in that way that they personally are valuable That's the first thing they feel. I feel stickier for that job You think about that in any relationship that you have if your person Husband wife boyfriend whoever the person is when you feel like you matter to them That that's cool, right? And that's what we're looking for the minute. You're most upset about your Person is when they're treating you like you don't matter Anymore like you don't matter. They don't care. You're just a Any person can fill your spot. You're not happy in that relationship any relationship Friendships anything right? It's why we like our dogs dogs think we matter Dogs think we're the best things ever You know, I want to hit on that yeah, it's you said the we and So, you know owning recruit we do a bunch of inside teaching We have like a whole LMS built out. We do calls every month where we're teaching people how to interview what's proper What's legal questions like how to set up your office like our That's my mission inside of recruit is to really get you to fall in love with that recruiting process because everybody hates it like taxes So When you said, you know, we what I find a lot of owners do is that they think that What they want is different that what then what an applicant or an employee is looking for in life, right? And ultimately they want more flexibility or time freedom And they want to be heard just like the owners, but the applicants want the same thing But they're still stuck in this mindset where I just pay you show up Do the job because that's what you're supposed to do That will old way is not gonna work and you have to change or you will be left behind And when people say well, no one wants to work. I said no no one it sounds horrible But no is it is it that no one wants to work or is it no one wants to work for you? Yeah, it's got to be a lot more than just a financial transaction. Yeah, it does because they have choices now They do have much bigger. Okay, so I got to go back to my Going to choices made me think of my second thing on my list, right? There needs to be some kind of meaning in the work that I'm doing and I'm not just going to stay at a dead-end job if I have even the slightest bit of Respect for myself. I want to feel good about who I am and what I'm doing and I want to feel like Actually the people nowadays the younger generation They they want to they want to do work that has meaning. I mean this thing going on for a while But you know, right? There's a reason why so many Companies are jumping on this bandwagon But that's not going away. That's getting more people feel more like they want to do something that makes them feel Intrinsically like a good human being Not not because of who they are because we already dealt with that would matter, right? But of what they're doing that I'm putting good out there into the world. I'm a good person We're seeing a lot more of that too. That hasn't changed. It's just more We're seeing it more and people are coming into it more So we can't we can't pass up that that meaning piece there And it's maybe it was like a nice to have but it's really like more of a requirement Absolutely, and actually it was always a requirement. If you wanted to really Nail that this this part of the job, right? If you wanted people to love to stay with you if you wanted people to be really so Sticky that they they couldn't leave it was a requirement, but more people work weren't into that I heard somebody just yesterday you guys was so freaked out Somebody was saying that in their area They don't really have to worry about retention stuff because there's so many applicants They can just y'all how old is this phrase? They could just churn and burn through people. Oh, yes I just used that phrase the other day churn and burn Why somebody just said that I was a strategy No, it's a strategy like I let's bring them in get some work out of them get some work And then get them out and get new ones in I was like wow No, okay, but it's interesting. I was like, okay talk talk to me about this. Tell me more about it And here was her thinking she's like everybody out there knows there's another job out there There's nobody is sticking in any jobs unless they're amazing And they think every job is not amazing. So nobody wants to work, but they have to why not here? They'll come work here for two weeks and then they're gone and they'll work somewhere else But there's always somebody else looking to come here and hang out for two weeks. I was like well already then How old school is that? right that that that's a horrible way of thinking because you have to think about quality reviews Profit like it's gonna hurt your your your profit because you're gonna have to constantly train and recruit or not apparently Or not train right just here's here's some stuff go do do your best. I don't know it's Not my way of running things and The Well, it remains to be seen. This has spent her strategy now for three months not a long time and She's thinking that it's a pretty good strategy Until something goes wrong How how has so many things how have so many things not already gone wrong? Well, you never know you never know it could have she just doesn't know yet Maybe yeah, very true. Very true. And there are things that are going wrong behind the scenes, right? It's impossible for me to believe that all of her customers are thrilled with her cleaning service and Just like employees are ready to bounce at the drop of a hat Customers are getting more ready to bounce than ever before and the past our customers were way more loyal as well Yeah, and during covert they were falling in our lap. Oh my gosh and Throwing money at us, right? You don't have to clean here. I'll pay you anyway. Yes That has changed as well All right, so that's that's my my tomb I matter my meaning I got to hit the other two real quick here measure That has always been the same people need to know where they stack up They have to be able to see where to go where they're going so you got to have that job ladder y'all if you don't have one you need to have one and People need to be able to know whether or not I'm doing well because a lot of times in a job They don't know how to evaluate themselves if I'm doing well or not They don't know so they need a measure and that measure can be almost anything that people can hold onto to make them Feel like they're doing a good job Could be your quality score How many howls you lose could be did something happen Tom? Yeah, we're good. I don't know what happened Did I disappear? I know I heard you grunt. We were talking. Yeah, I was just talking to myself My my screen went crazy for a minute That's something to aspire to maybe And then I just got to my last one real quick because I think this one is the one that people are noticing more than ever before more than ever before people are really really recognizing that People today want autonomy They not want they insist on having some autonomy in their work that they will not Be pegs, they will not Be automatons they they will not they will bring their best selves to the job and they will Insist on doing some things their way and you even spoke to this when you were talking about Libby when you're talking about Advertisement that you heard how much of that advertisement was about autonomy Mm-hmm, right. Nobody looking over your shoulders. Nobody any telling you what to do It's huge now. It's always been a thing and I was bigger It is I just this is off the topic, but on the topic I just finished writing the vivid vision for what recruit and organize it I don't know if you guys have ever heard of vivid visions. I have it. Oh, okay So I just finished writing them And it was a life-changing experience for me. I have to say that it was it took me a month to do it There's 16 pages about 16 to 18 pages long and it and the reason I bring it up is because they're really good for recruiting and Retention because inside of your vivid vision you're talking about if I was to wake up I'm waking up three years from today and what does the company look like? How does the company run? What does it feel like? Where can we be found? Where will we be in the media? And so you use this to attract and retain your employees. You can also publicly we're gonna pop up I'm gonna publish mine very soon Outwardly we're gonna announce them on Friday inwardly to what recruit and then next week We're gonna announce it inside organize it but your vivid visions and in my vivid vision when I was right writing it One of the core things that I wanted that was very important to me was autonomy in asynchronous management But that scares a lot of people. Oh, yeah, a lot of people, right? Yeah Yeah, that scares a lot of people but you know, I rolled it out to our leadership already They've seen it and they reviewed it and they loved it like they literally were gonna cry when they read this vision That's meaning But if you have never heard of one Because when people say, you know, I can't oh, I can't find anybody. There's no good people out there My first question is gonna be like, well, what are you looking for and so many of us owners me being one guilty of it We don't even know what tomorrow looks like. We don't even know what tomorrow looks like We're just trying to get through day to day. But how can we how can we get employees to jump on that bandwagon? Like and so it's sitting down and really figuring out what you want What's your company supposed to look like creating those career ladders, right? Like Liz said gives people a reason to stay. I Have somewhere to go. You mentioned a term asynchronous management. That sounds pretty cool. Explain what that is So angry asynchronous management. It's really coming from the software industry, but we already do it and organize it I was doing it and organize it and didn't even realize it until I really was in the software world and We're we're working in there and asynchronous management just means it's you're kind of always have a hub or it's always on We record everything We're very open Transparency but people can go and digest their training when they want they can go and if they're interested in what we covered in You know in the company L10 they can go and watch that recording So it's that asynchronous management where everybody sees everybody else's scores, right in QDS They have access to that. It's having an open platform That's always on a hub, but also everything's recorded or captured so that they can go reference it at their leisure or their time We don't care when they do it Because I don't micromanage. I'm more about the output versus how it gets done. Sure So that's really asynchronous. It's it's about they can you know, they have the ability to access what they want at their fingertips and They can digest the content at any time It's as the autonomy I guess is an example of how you can make that happen. Yes Yeah, I explained that well, it seems like it sounds pretty awesome, but I guess not everybody wants Well as business owners it we get scared of it, right? It's we need to do more things It scares the business owners not so much the people working for them The people working for us want it because then they feel a part of the company. There's transparency You build trust by doing this But it scares a lot of the owners because they're very fearful of just even saying something like having More one-to-ones I've had so many people tell me they don't want to do them because they're scared people are gonna ask for a raise Or they're scared that they're gonna complain about something So then they just don't do them these little things scare us owners into just not doing them And so the having the idea of like our our interviews are recorded, right? Our meetings are recorded Our one-to-ones are even recorded and that if someone wants to watch them Great now if we need to have a private conversation that's different because that's HR right those are private if we're writing someone up Those aren't recorded or put into the hub but We want to open we want to be as transparent as possible because I need everybody on the ship with me if I'm gonna sail it to the end of the earth So the one-on-ones like when management is having a one-on-one with a cleaning professional That's recorded and other people in the organization can can watch that essentially yes Wow, okay, because the one-on-one is just like hey, how are you doing? How can we make your job better? How are you feeling? How's your workload? Is there anything we can do to help right? That's it's not a performance review I got you. I got you You do you find that I mean you have a way of measuring how many people are watching Some of us recorded well it depends on where you build that hub out in right? I'm you have like if you're gonna build it out somewhere and like Monday calm You can see who's logged in how long people were logged in for if you're gonna build it in something like Google drive or workspace You're not gonna really have that ability So it depends on where you have that hub at but we've been doing this and organize it forever because I've been out of the Business, but I have everything recorded and that's how I train or teach or send messages to people And it's all inside of a hub And so it's worked really well for us there and we were doing it without even knowing But we've captured what that means and how that helps people grow and it also builds a lot of trust in your you know Within your company that you need for people to stay Wow, that is that is that is pretty cool. I would have I'm not aware of anybody who's I mean I'm sure it's out there you've been traveling around you're seeing a lot I mean, this is pretty unique stuff though Isn't it and so when I said the only thing I have to do is be different to attract and keep people these are the ideas Right we want like Liz said the commercial was all about autonomy People crave it. So how can we do that inside our cleaning companies? Because our cleaning companies at the core when we think about it or run very traditionally, right? You go you do the job you get paid you go home like what can we do to shake it up? What can we do to be different? What can we do is a big thing to Libby? Mm-hmm that and you know building that trust and transparency really does build trust faster than Almost anything else. It does but almost anything else right transparency is huge for building trust I so I can see how I'm Turning in my brain some of the conversations lie like this I have to have a conversation with there's no Libby you didn't do anything wrong as As the housekeeper. Mrs. Johnson was saying that the floors weren't done. Well, tell me about that And I'll talk to me about the floors. What happened there? How can we get better outcomes next time? What do you got? I can see how that being recorded for everyone to see would be a very very valuable resource easy to have those conversations now easy for people when especially as a Company that is now remote, right? Because when when you're all together in one room you can have those conversations everybody can see them and they can get the message very quickly that We are about being helpful and supportive and talking through problems not as Failures or your failure, but just as things that we need to work on and get better But that's harder when you're and remote or solos, etc. But this kind of changes that up Well, that's why we had started it. I've started I've built mine out. It's been two years since I built it out and you know, we when I started building it it was because I Didn't make our technicians come to the office on a particular day They didn't have to come every week. They could come when they wanted they had a door code like and as we grew It's like, okay. Well, maybe I shouldn't give a door code to everybody yet But as we grew it's like how we don't see each other like how do I build that trust? How how does that happen? And so that's when we started to record everything and really capture it and Store it all in one place We have everything in there from training videos to like hey, here's a tip on nutrition because you're gonna work all day To you know how they calculate their pay to we have a whole company calendar so they can see where You know Lisa's off today or Susie's off That way because that's how we manage the unlimited approved time off And where do you house all of your your videos and all of your stuff? So I Built mine out on the back end of my website Mines built out but you can use anything like Trello. You can use Trello. It's free You can use a sauna you can use click up. I think because you're you have to remember your staff has to be able to log into it right As in your cleaning technicians have people log into it Central that would be an easy place I mean There but I mean I know a lot of people house their They get their manuals they can access that inside of the employee portal, but overarching I guess part of the theme anyway, Libby is that Technology is giving us an opportunity to differentiate ourselves and kind of do some unique stuff then you've you've shared some ideas and You know what the heck there's a there's a theme that we're starting to pick up on a little bit in smart business moves It's like well, where's this going? Especially with the changes in technology and artificial intelligence and you know Do you have any thoughts as to what this might look like six months from now a year from now? recruiting side or on the Or just a differential. Yeah, you can take that wherever you want to go with it I'm certainly on the recruiting side, but I guess before we get to that just making yourself different What can you use some of these new tools with? Kind of like recording the one-on-ones and sharing it with your group the Asynchronous management, I mean with it with as technology evolves you could probably do more and more with that couldn't you you can and you know at the end of the day all that is doing is showing our Trust and transparency. That's all we're doing at the end of the day We're showing that we care so much that we want them to have everything at the tip of their fingers Just like what Liz said earlier. That's all that does it builds trust through our transparency and I think that you can do a tremendous amount of things you have to remember that With technology, I think that people don't necessarily Want to do a lot of things at the office. They want to be home more right and how can we let them be home more? This is one of the ways that we can do that And so use technology because one of the things that you have to do to have a successful business, right? You have to have adaptability flexibility and speed and if you can't business has changed and for the people that haven't have They're not adapting. They're not flexible and they don't have speed and what they do Those are the ones that are feeling this really tough Market right now whether it comes to leads or when it whether it comes to applicants But you can use technology to create these processes that really make you much more efficient They save time they help your staff feel more included Because if we didn't have these our technicians would have no idea what's going on and they don't have to go look at it They can look at it if they want Yeah We have a question here too or not really a question but a statement and Because what you do Libby, I'm guessing it's like she would love to have your insight into this. Oh The I can't even get people to show up to the interview So there's a few contributing factors to that there's actually a lot so one Go on indeed and look at your ad like look at your ad compared I talk with my hands and I'm like I'm in a small screen Go in indeed and look look at your ad like what do you look like compared to the competition? Do I just look like everybody else? There's so, you know, look at that 89% of applicants will go and vet you before they go to the interview They'll vet you Go look at your brand which is your social media pages look at your website Also, there's a few things to consider as in where is your office located? When it comes to where your applicants are coming from like if all of my applicants live in a city That's 30 minutes away, but my office is in my service area That's gonna affect your show rate because they're not that's a bigger commitment Right. I guarantee that if you go to them, you'll have a higher show rate Also, how many days are you allowing to put between the interview? Like if you want to interview somebody it's tomorrow It's two days the more days you put in between the interview from the phone call to the interview the higher the show rate I Mean the higher the no show rate sorry Yeah, all right. I forgot one word in there. That's the no show rate. That's show rate I So look at those things Your pay effects show rate, but also culture in your ad like if your ad says we're the best company in four Mayors We're the most organized, right? We're we're innovative We're doing all these things and you go look at my website and it's just a bunch of pictures stock pictures No, no employees on there. It just looks like everybody else. Well, then, you know, you're kind of like It didn't really speak to me. Yeah Yeah, it doesn't seem true. Yeah, it doesn't seem true It's more discerning now. They are paying much better attention to whether or not this really looks like a good job They have these at their fingertips, right? Which is a great thing, right? It's a great thing, but it's also a bad thing if if you're not if maybe do you have some bad reviews? They go look at your reviews. What is your indeed profile look like? What is your Facebook profile look like? What is your website look like if 89% of people are vetting me before they show up? It could be what they're seeing Maybe it doesn't speak to them. I'm not saying it's bad, but maybe it doesn't speak to them 89% is that that came from glass door indeed zip recruiter. They did a study. I did not make up that number That's a high number And they might as well have said a hundred percent That they will do a form of vetting before they show up to the interview whether that's looking at your indeed Right, they'll look at your social media or your website. They will look you up And the 11% that aren't doing that. That's probably not a real sign that they're gonna be awesome employees either Those are the people you probably don't want working for you. So it's like fine So, you know, you have to also have something that is really attractive to them So we send a welcome like a we can't wait to see you at the interview video Before the interview there's this really good book called the power of moments and it talks about John Deere Greene's Onboarding and they had an issue with onboarding. They couldn't get people to show up for it So We I took some of the ideas and I incorporated it into the Interview because they said there's three determining factors what causes people to not show up to the first day of a job And I said well if that's contributing to that it's going to contribute to them showing up to the interview And so it was environment environmental new place Social new people and intellectual new information That those three factors contribute to the anxiety or stress that contributes to no shows For the first day. So I said if we can alleviate those we could have a higher show rate So I've done a welcome to the interview like we can't wait to meet you video. It's the same video They just sent it out. They send it out And it's just me introducing myself Standing outside the road saying hey, this is organized it. We're on the corner of Cypress Lake in McGregor You're gonna see the Walgreens Here, let me take you into the office. The video is like a minute shot on my iPhone very unprofessional And I just show them the office you're gonna come in and you're gonna sign in right here And you're gonna have a seat over here and and you know wait for wait for Lisa to call your name If they watch the video we know because they come in and they go straight to the iPad Right, it's also kind of a test. We know who watched the video and who didn't So tell us Libby. I love that. So you're saying at this video you started sending it out How many people now go straight to the iPad? I would say that it increased our show rate about 20 to 30 percent and Just about I would say 75% of the people go to the iPad. They're like, oh, yeah I saw it on the video they go in the room because we have books waiting like we have the whole office set up And what do they do with the iPad? They just sign in like a doctor's office Got it. It time stamps their arrival Because when you when you start to interview and you have a lot of people you're gonna notice you didn't know what time they actually got there And I've done studies. That's one of the things I love about having root recruit is the data. We have so much data It's unbelievable We did a thing on your rock star employees a players whatever you want to call them they showed up a minimum of Five minutes early to the interview anyone that showed up five minutes that Within the five minutes after that like say if I'm interviewing at 12 and I showed up at like 11 58 or 59 or even on the hour. They actually didn't stay They weren't long-term employees anyone that showed up five minutes or earlier than five minutes is a long-term employee or a rock star So when you're when you have multiple people in the office It's hard to time stamp when they actually got there so that you can keep collecting this data so we built it out inside whoop recruit that they can sign in and You know what well when I first started actually I had them sign in with a piece of paper like at a doctor's office Yeah, but then then people weren't being honest with what time it was because you're like, oh well my watch says it's three You know 57. I'm just gonna put I got here at four, right? We want to know to the second what time they arrive So we built that out and that they that sends that time stamp so we can keep kind of auditing which ones are the Like ones that are a players rock stars versus you show up on the hour Those are the ones that end up showing up late to work Somebody shows up at two minutes after do you interview them? No, Lisa turns them away She just it's just a hey, you know, I have a whole bunch of interviews scheduled Unfortunately, we've we've already passed your time. We just need you to reschedule or reapply And the people that are one minute early you still see them. Yeah, if they're on time We still see them even though you don't believe they're going to stay Well, there's still that anomaly right there's still that anomaly we're saying the majority of them I have the percentages somewhere. I'd have to pull them up But you wouldn't disqualify them you were only two minutes early, so we're not hiring you're not saying that We're tracking the data so that we can keep seeing how like the ones that work out versus the ones that don't There is a trend with what time they're showing up All right So your home-based Libby. Oh my gosh. Yeah, so when I first started I can tell you the story about how I started with recruit guys so I started organizing and I got this grand idea that I would open a cleaning company to make money without working And I knew nothing about cleaning at all I never had a cleaner Nothing at all. So I said, okay, I'm gonna clean for the first year and Right when I started the cleaning company like two or three months after I got pregnant with Yaya It was a great surprise, but it was like bad timing because the cleaning company was doing great And I'm like, oh my gosh, what am I gonna do? so I was trying to hire and scrub toilets all day while pregnant and I would manually look at indeed I would set up interviews and I do all this work Change my clothes in the car Right and run to a Starbucks all for no one to just show up And I said this is like insanity. I said there's got to be easier way So I made up the process and then I automated it and that's what we use what recruit now turned into that But I remember Tina many times Having to clean house all clean houses all day scrub toilets change my clothes in the car in Fort Myers when it's a hundred degrees outside all sweaty To go and interview at Starbucks. I Suggest that and that is the only way I got myself out of the field Right is is it gonna be hard? Yes, it's gonna be super hard. It's gonna suck You're gonna have struggles and but the there is like light on the other side of the of that You know tunnel so I Suggest, you know hit it hard Find a place where you can interview don't ask permission Starbucks doesn't care if you're sitting there every day at four o'clock. They don't care You know find a nice coffee shop a Starbucks interview somewhere close to your home or where your applicants live And and stack them say I'm gonna do them every day at four o'clock because many as you can in that slot. Who cares how many show up If people show up that's a win That's a win when they show up All right, so Not it not at your house Tina. That is the official recommendation from Libby find a find another place Starbucks has been proved by a lot of people to be a good place so The one thing I want to say about that is COVID. I hate using the word COVID COVID changed People's perspectives of doing business Remotely right. Yeah, they changed it like that is that's not looked down upon anymore So to be a home base like say we're a hundred percent remote. You don't have to say home base. We're remote business That is actually normal now Oh, you could you could do your interviews through Zoom or some other well the zoom has a higher no-show rate Why is that? Because there's to me the technology. There's a little bit less commitment Versus, you know, oh, I have an appointment. I'm gonna get my car and drive Zoom may sound easier, but with zoom it's harder to also stack them like say a book five and one zoom appointment What happens when all five show up? But in person I can just talk to all five at one time or I can just do a quick talk to each one of them With zoom you can you can do zoom, but I I don't know that many people that have a lot of success with zoom If you don't need a high flow like if you don't need a lot of people you could do zoom to try But I Think that technology one people don't like to be on camera That's we're used to it because we're business owners, but that's not the norm when it comes to our demographic when we're hiring for cleaning technicians They're more used to going in front of people now if you're hiring a salesperson or someone like that zoom Yes, they're used to it. Absolutely Because we got to kind of conform to what they're used to what they're comfortable with And more of their expectation Right expecting and what they are going to be comfortable doing because it feels normal Yeah, yeah, because the zoom I feel like adding another factor to that fear Or uncomfortableness because how many people we ever heard say oh like I hate being on camera. I don't like it But they're okay talking to someone face-to-face Yeah I do know that people that have a strong Lead flow are I know quite a few people in my circles that have strong lead flow that Have much better luck with the zoom They're getting more people, but they have a strong lead flow. So they they can afford to do it That there's what I'm hearing is that the close rate is much better that people That that they close on zoom that they stick and they show up for that first day and Continuing showing up now. I know that there's a lot of different things that companies do that change that though How do you get how do you get people to show up? So I'll just give a quick thing I mentioned this before on smart business moves, but and then the circles not not very often though One thing that we have a lot of people doing that it's working really well To get people to show up to the zoom interview is to send out along with the Time when you want them to show up and where they get to choose their time Send a little tiny survey three to five questions about them personally have them tell you a little something about them Do they like dogs or cats or? Something that is just very very easy simple, but personal so that they can see like oh, that's weird And it's a curiosity that you would care about these things about them because don't forget matter Matters people want to feel like they matter. So if you Bring them on your call and the first thing that you talk about are those three to five questions That are of things that are important to them that are light And not just straight to business you can get a few more people showing up I think they're gonna remember you more too because it's odd. So they're gonna remember that interview It's like why people set appointments at like 759 I'm like well, that's weird But it's because so that you remember the time Yeah, well, and it goes to exactly what you were saying earlier, Libby, right? It's just doing some looking for those things that you can do differently That you can make make an impression that you can stand out somehow All right, so I love your website always have Libby. Oh, it's getting ready to change Oh, is it? Yeah What's it gonna look like? Well, well, you'll see when we roll out we're having a whole re we're doing a whole rebrand We're changing everything very very soon. So All of you guys that are listening we have we will have a huge announcement coming up In the next week or two and a whole rebrand an overhaul of many things Cool That has at least partially to do with that vivid vision Yes That you know spent so much time working on. All right. Well, what are we looking at here? What what do we have for our people who are listening and watching today? What do we know about what we're for? I was like, what do we have? I was looking at my screen. It's tiny This is your just your your website So I dropped your url and chat if anybody wants to Know more about root root recruit wants to know more about how do you? You know attract talent and select them and some of the neat little, you know tricks and hacks that we talked about You can help them with all that right Libby Absolutely. So what root root is we want to we want you to think of us as like an extension of your business Kind of like you're hiring a fractional recruiter right, so you have customer service That's on your side. We have account managers at Manager indeed account. We write your ad we do your posting And then we have the tool that creates the speed and efficiency behind it to make it super fast So it's a lot more than just downloading an app on your phone. Oh, yeah Yes, we will be a part of your business and then we have We have calls four times a week teaching calls Four times not a week four times a month When in that recruiting realm when it comes to how do we interview because what I've learned in this whole process Is I could give you a hundred applicants to your door, but you don't know how to interview them or pick them And so battery we assigned our office manager to do it and we didn't do a good job training them how to do it So we really focus on training you on how to do an interview efficiently One of our account managers is google certified. So we do google certified organizing your office with google Inside our community as well. So we do a lot of Teaching around the recruiting and culture part like how great how can I attract them? How can I get them sticky? Oh, and I thank you and we love Renee too, but um So we can help you in that way and what what does really too we can decrease your ad spend Typically it's about by two-thirds. So if you're spending a lot of money on indeed we can decrease that ad spend We can save your office about 10 to 12 hours a week In recruiting tasks, whether that's posting vetting scheduling interviews. So we can save you money there And then we can also bring you a higher quality of applicant Wow So this is kind of this is kind of a no-brainer The only the only person The only cleaning business that wouldn't need this is the cleaning business that doesn't need to hire anyone. Yeah So I don't know. I don't know any of those cleaning businesses Yes, so and in our rebrand we're rolling out a bunch of stuff I will post the date when we launch our rebrand. It will probably be in the next week or two We'll have some updates to the product What we do and we're going to add some new features We're going to announce our new features That's very exciting It is top of the hour Isn't it crazy how fast an hour goes It does always go crazy fast. Yeah, well, liby. Thank you so very much for joining us interesting information No, a lot of stuff to think about here but the world's changing and we need to change with it and there's A technology out there that definitely needs to be a bigger part of you know, how we recruit hire and retain our people That's for sure Absolutely One last thing too. You guys heard. Let me say earlier. She said we have so much data So if you're out there scrambling around don't know what to do. Don't know the right way Go to the gal with the data They have a ton of data that is the way we always recommend making those big decisions, right? So go to where the data is absolutely So we're going to go ahead and call it a take for today. We'll be back next wednesday five o'clock eastern You'll have an awesome week. Thank you again, liby. You're welcome