 Hey y'all. So, Liz here with Smart Business Moves. How weird is this? Are you all wondering why I'm here by myself? Guess what? Me too. So, Tom is absent today. He had a previous engagement that he had to get to. And then our guest, I think something has happened with our guest. We were going to have Sean Day on today. Hopefully, he will pop in here in just a little bit and help us because we are supposed to be talking about never being short-stacked again in 2023. And one of the things that we love about Sean is that he is so good at sharing ideas, tips, tricks, etc. that are real-world useful. All right. Hey, Denny. All right. Doesn't it seem weird to come to Smart Business Moves? And I'm the only one here. Seems weird to me. All right. So, until Sean gets here, or unless he doesn't get here, I guess we will still talk about not being short-staffed in 2023. I'm going to hit it from a couple of different angles since Sean's not here. Sean would normally talk about recruiting and bringing in new people, bringing in new people, and how to go about doing that in the most effective way possible. Similar to Libby with Root Recruit or, oh, what's the other one that is very popular right now? Can you think of the other one, Denny, that a lot of people use for recruiting with one pipe hire, maybe? I think it is pipe hire. All right. Well, anyway, there are a few different ones today. We're going to talk with Sean since he's not here. I'm going to talk about the other side of remaining fully staffed and not being short-staffed. I think we focus a lot on our industry, a lot of service industries. Yeah, a pipe hire. Thanks, Denny, on bringing people in and making sure that we have that steady flow. I'm all for that. I vote yes. Don't anybody stop doing that. But I also want to say, and we need to make sure that we are keeping people on the back end, right? Not letting people out the back door as quickly as we're bringing them in. Now, I don't know about the rest of you, but for most of us, the hiring, not most of us, for a good chunk of people that I know, that I work with, the hiring crisis that we were in is better. We're not in as much of a crisis as we were. There was a hard time hiring anybody and hard time keeping anybody there for a while. Just people were churning as quickly as you get them in. Things seem to have stabilized pretty much, but we still got to, we still got to stay on top of that. Otherwise, we're going to end up in the same exact boat that we were in before, where we can't bring them in quickly enough and we're losing them just as fast on the back side. So curious, what are some things that y'all do to some tricks, tips? Anybody on here does anything either on the front end or on the back end that you know works really well that you have maybe switched over to or maybe switched to and then decided, oh, that didn't work and you had to switch away from it. Anything like that with anyone? One of the things that I know a lot of people are doing that they're having success with is they are doing, instead of doing all in-home interviews or in-office interviews, they're doing a lot more Zoom interviews. That seems to be effective for a lot of people and at least to help weed some people out. Another thing I know that people are doing right now that is kind of hot is on Indeed, how you can ask them to do like a video recording and then send it to you and then you get that and you can look at it beforehand. You decide if you even want to move forward with this person. While I really do like this, I also struggle a little bit with this because many people don't don't show up well on camera and they get a little tongue-tied and a little uncomfortable and so they don't they don't show as well on camera as they might in person. That's one little kind of a glitch, one little problem. Looks like somebody's trying to get old me. Is this Sean? It sure is. Hold on. Let's see what Sean has to say. Traveling, Wi-Fi issues. He's going to be on here in a minute. All right. Well, that's great. Let me get back to stream yard. Get back. Oh, or if I can see you all again. Another problem with that is that sometimes we can be tricked visually. There's a lot of evidence out there that if you see someone that is very attractive, you will give them positive traits subconsciously without even recognizing that you're doing it. If they're very attractive, very good looking, it's easy for your subconscious mind to think, oh my gosh, they're a great match. They're going to be amazing for us. So that's something that you kind of have to work against and that natural bias, even if you're thinking about it, your subconscious mind will still argue with you. Hey, Linda, your subconscious mind will say, yeah, but in this case, I know they're attractive. I know there's a bias, but I can tell with this person, they really are a good fit. So having that natural bias kind of works against us a little bit. So Linda, are you wondering why I'm here all by myself too? Did you just come on? Sean is having some Wi-Fi issues and he's struggling. Any of you all want to join me on here? Come on in. Be with me on SWI business moves instead of just me talking for an hour. Yep, I just sent Denise a message. You want to come on? Is that what you're saying you have to? I can always, I know you don't tend to usually love being on camera, but I'm happy to bring you on here. I'm happy to send you a little link. Do you want to join me? All right, so we're talking about just some little tips and tricks, the thing, no, I wonder why you're alone. So Tom scheduled to be off today. He had something else, a previous engagement. Well, actually, it's kind of like an engagement. It's his anniversary and he and his wife, Janice, are spending some time together. Isn't that sweet, especially after all these years? And then Sean is having some tech issues. He's traveling and he's having Wi-Fi issues. So he's still trying to get on here. We just don't know if he's going to make it or not. Anyway, we're talking about the, one of the things that we were talking about is the video interview where on Indeed, you can ask them to send you a video. One thing about another thing about doing those videos is depending on how you pay with Indeed, if you're paying per lead, if once you request a video from them, you're on the hook for that money, depending on however much it is where you are. I've heard prices as little as $12 per lead. And then up in Colorado, Colorado, it's a new way of saying Colorado, up in Colorado, I know somebody that's paying over $70 per lead. So that can get pricey just to see a little video. Also, I don't know if you'll have seen this yet, but you can ask for a video and usually you ask for a video for them to tell you certain things. And if they have the option to say, hey, my video is not working or I can't do that, and instead answer your questions manually, type written answers. And my experience has been I get more of those than the videos, which kind of defeats the purpose because I can get those written answers any old way. It's Sean. He's coming. Here he comes. It's Sean. I'm in St. Louis right now, and I'm from Cleveland, so I don't usually come here. And I have to come on the third story inside of a particular bedroom, not the one across over here, but this one, I finally found it. And I'm so sorry I'm tardy. No worries, Sean. But I promise you that our audience is going to be thrilled that you're here because it is not fun to listen to Liz just babble on. And I'm already sick of myself, and it's only been nine minutes. So I'm so glad you're here. Tell us what you're doing and say. Hello, Sean. Anything fun? It's crazy. Last week we were in Phoenix and we did ResponseCon, so we were presenting there and boothing there and doing some vending and seeing a bunch of good friends. And now we're in, I don't know how we get hooked up with this one, but we're in something called Trans World. And there's 15,000 people that are going to attend this convention on Halloween stuff. And so there's, we just set up the booth a few hours ago. And literally it feels like we're walking through a Freddy Kruger haunted house thing. Oh my gosh, that sounds so fun. We'll post all kinds of pictures and stuff on Facebook, but it is just setting the booth up, looking around was just absolutely amazing. And there's a lot of, I mean, this is like a big deal because there's a lot of people that are like movie production caliber, like, you know, avatar type of costumes and just mechanical goofy monsters. And here we are. We're usually a pretty excitable group, you know, for bookkeeping guys. And here we are just like we look like, you know, just regular Joe's now and we're the ones that everybody's going, they're boring. We're not using that. Oh, wow. That actually sounds really fun. I never really thought about it. But I guess every industry has to be recruiting. Right. So yeah. And they've got, you know, there's a lot of people, I guess, we'll find out a lot more because this is the first time we're doing this. But I think we're actually somehow we're hosting a networking group tonight, the tables and that type of thing. Yeah. Yeah. And so there's there's a lot of people here that have like corn mazes that aren't like the corn mazes I'm used to where you're in and out three minutes, you don't lose your child or anything. These are like taking three hours on 100 acres to get through. And then there's like they'll put a haunted house on their property that like Walt Disney World would have. It just it's crazy. Yeah. So it's really, it's really exciting. So you might need 50 employees or 100 employees. And we do a lot of recruiting and hiring for like the Christmas light hanging, you know, industry that we're a part of. And so this is just, I guess, you know, I guess we'll be doing Easter next year, maybe I don't know. Yeah, I wonder what you're going to be doing all of the different holidays. Kind of fun though, right? Yeah. We have a corn maze right down about a mile from my house. It's a big one with a big haunted house too. And we sleep with our windows open. It is very, very loud over here around Halloween, that whole month of October. Yeah. It's big. Our maze usually takes at least an hour to get through. They might be here. I mean, you never know. They might be down here somewhere. I wonder, isn't that crazy? I love this though. I never would have thought of that. It's probably, I know it's the largest convention as far as attendees. You know, usually there's a couple hundred to 1200, 1500 on average. I mean, like, so we're also presenting. I don't know if we're presenting in front of 50 people or 5,000 people. So, you know, I have no idea. So it'll be cool. Well, you know, I got to tell you when you said it was trans world, I was not thinking Halloween. As soon as I heard it and Dan brought that to my attention, I said, dude, I think we're our core values are mixed up somewhere or something. I mean, I'll do it. I don't care. I'm thinking it sounded like a lot more fun with the other one. A lot more exciting with my first one. I was like, I don't know. But I don't know. Halloween sounds fun too. All right. Tell us, tell us what you got here. What are we going to talk about today? House cleaning industry or any cleaning industry, I guess, what are the big things that we need to be focusing on? Because I'm guessing that recruiting is the same across the country. Everybody's, you know, got some recruiting needs. But there's got to be some differences between the different industries, different things that work. Don't work. Is that true, Sean? Or is it just all the same? I think it's not so much because the industries that we serve are primarily sort of the blue collar industries. So I think that, like a technician is a technician. We all pretty much want the same thing from a technician that's going to go clean something or repair something or install something or something like that. Scare somebody. Yeah. Scare somebody or put on corn maze up. And I think those people are the same. I think what's different is geography, different labor markets. I think that'll always be true. You know, an example I always give is we've got a cleaning company we own in Minneapolis, Minnesota. And I've been recruiting there now for almost 10 years. It was before I even, I never mentioned the words boosting and sponsoring because you didn't have to back then. It was just, you know, the problem then was I've got 700 applications. I came in overnight. How do I get through them all and find the good people? Right? Yeah. So a totally different labor market, but it was still very difficult to recruit at Minneapolis. We owned up and partnered up with, you know, Derek's in just north of Cincinnati, Westchester, Ohio area, completely different labor market there. So it actually cost us three times the investment in just boosting and sponsoring ads to find one good technician in Minneapolis compared to Northern Cincinnati, Ohio, same company, same job position, same pace, same healthcare benefits, everything is identical to labor market. Okay. So the thing that I love about that is it gives people a thing to kind of focus on, okay, might just be a bad labor market right now. But that doesn't stay that way forever, right? I mean, some are harder than others and for a longer period of time. But for the most part, I'm guessing that they shift, right? They all shift. Yeah, for sure. I mean, there's two things with that Liz that come to mind. One is it is what it is. So if your labor market is tough, then it's tough for everybody there. So it is what it is. You just need to have, you know, so that fundamentally doesn't change, right? If you have an easy labor market, you still need to have good culture, good leadership and things like that. So you have to fundamentally still have a good business and good culture and good fundamentals. But one of the things that is really different than what it used to be maybe even eight years ago or so is, you know, when we talk about the marketing end of our business in house cleaning or any of the cleaning industries, it's mainly our marketing is versus the window cleaner or house cleaning company down the road. But recruiting, we're recruiting against Amazon warehouse, manufacturers, restaurants, all these so the competition is just massive compared to marketing, right? Right. And so it's a matter of, you know, you've got to have a great job title, job description, the keywords and all those again, all fundamental things, you would want that in any labor market, right? I think the difference mainly is are you willing to invest the money you need to in boosting and sponsoring and getting some creative things going? And that could be boots on the ground stuff, right? Whatever it is, we just have to spend more in tougher labor markets to find employees compared to easier labor markets. So there's a couple of things with that. And yeah, I mean, if a couple of cleaning companies open up their door down the road, it's going to be a different labor market. If some go away and sell or close down, it's maybe an easier labor market that changes all the time. Yeah, it's fluid. I think one of the things we do, and I never used to do this, but I am very, I think it's very fundamental. And if you think about it, entrepreneurs and business owners love to talk about the revenue, how much revenue, how many clients do you have? It's how much did you spend in finding an employee? There's nothing sexy and juicy about that. The most juicy and sexy, right? So I've been doing everything I can in the last three years. And I think it's really, and you know, Libby and Paul do it and Chris, and it's really cool because it's starting to become, you might need a recruiting, some recruiting help out there, just like you need marketing help, right? Yeah. And we're trying to change that mindset where why is it so easy to spend three or five grand a month or a thousand dollars a month on marketing, but it's like pulling teeth to spend $300, you know, and some ads to go find two employees? Yeah. We're hopefully changing that mindset. I see that it is changing. So I feel like this, we've been talking about this quite a bit, but you're still seeing that people don't want to spend the money. That's what I'm hearing. There's two things I know for sure. And that is those people, that those business owners that I still hear complaining about the labor market, its top employees, stake and all that stuff, without exception almost are the ones that are not executing on their hiring needs. The ones that are saying, dude, what do we got to do to figure this out? And how much will it cost? Let's do it. Those people are almost to the executing on their hiring needs. It's really that simple. It really truly is. In the mindset, if your mindset is still just complaining and whining about it, and I don't think everybody is, and I know it's not easy, but we've been trying really hard to change people's mindset. It is what it is. That's the reality. It's called acceptance. We accept what is reality, and then we've tried to figure out how to attack it. And again, everybody in your neighborhood is going through the same thing that owns a business. So how do we solve these problems? Okay. So that is something that is, I do know that that does shift and change because once something, once one group of people starts doing it, everybody starts doing it, and now you're back in the same boat again. So you have to be constantly shifting it up. What's, what's kind of new and fresh right now? What, what should we be doing or like? For us, in a lot of our clients, there's a lot of, we've got some artificial intelligence that's come out. So when we put together a job title, job description in our system, it'll automatically scrape into a database that starts to identify and pull people out of that database that match that skill set that are in that geographic area. And then we can start to market to them. So one of the things that I am, and this is maybe a longer term thing, but we started planning the seeds about a year ago with us, I'd like to get it to a point where, and we're doing this already with, with clients of ours that we're recruiting for in our own businesses, our own cleaning businesses, our, we are spending less and less. Now we're turning a corner on Indeed and on Facebook and on Craigslist and whatever else is out there because we've built up such a large database of candidates, just like marketing and perspective clients. And we're continuing every three months or so to tap them with an email and a text that says, Hey, how's that job going? Hey, are you still? And one of these days and it's, and it's proven to be true. We're proving this right now. We're now getting applications and interviews and new hires from people in the databases that we're recruiting for. So my goal and to God's ear is that maybe one day we don't have to use Indeed anymore and play their nonsense games and have a database just like marketing. You know, we still, we do that in marketing all the time, right? Even I say this, if somebody came to interview and they took their job, we don't say they're, they're not a bad person necessarily. They just took another job. Maybe that job was better than your job. Maybe the timing was off. Maybe maybe just started to recruit and they've already had two interviews and then saw your job. So we continue to market to that. We don't even use the word recruiting very often anymore. We use marketing and our CRM. We call it a candidate relationship. I don't care what it is. You take the word sales or marketing and I'll replace it with the word recruiting and I'll do the identical thing. I just am attracting a different person. One's called a prospective client or client on the marketing end. Ours is called either a job candidate or an employee. Put a yard sign up for marketing. That's what it's traditionally for. Why can't you put one side marketing and one side for recruiting for the employee side of that, right? Yeah. You see both of those yard signs up. That's for a darn sure. So okay. So one thing that's the one thing to short answer to your question. And so artificial intelligence. Well, I was going to go down another path altogether, but let's go to AI here. So like the let's say the everyday Joe wants to be hiring somebody. How would the everyday Joe use AI? Like what would they do? I've kind of conflated a few things. The artificial intelligence automatically will pull that in. You can do some of that on your own though and not really. We'll pull that in. Like break it down for me. Let's make a database. So if I'm typing in a job title and I start the job description in our CRM. Our CRM also has a database of almost 800 and some million people that it will automatically and zip recruiters like this a little bit. It has that artificial intelligence or sort of that. It'll start to pull people with the skill set you're looking for and automatically sending them information saying, Hey, this job might be for you. Now there's some what I would call strategic things you can do that aren't like automated or automatically doing that artificial intelligence. So it's not as artificial, but it's certainly intelligent. And I'm getting some strategic things like. I know that if we've done this in the database and you can do this on LinkedIn. Okay, so hold on. When you keep talking about the database, are you talking about? We subscribe to a database. Say what? We subscribe to a database that has 800 million names in it. And so that's the first thing they need to do is instead of just relying on indeed, subscribe to a database first. Now, yes and no. One is the database is about $15,000 a year. So it's probably not for everybody. So but you can do a lot of things with the LinkedIn and I know that's typically a white collar maybe type of platform. It is more and more and more and more of becoming blue collar. There's a lot of technicians that are on there now. You can do some pretty cheap automated stuff with that. You can do some things if you if you go to YouTube and search for the word Boolean B O O L E A N. It's a mathematical thing, but you can find a lot of cool things just by googling some certain things with Boolean searches. And that's free, but it's time consuming. Yeah. So what I'm hearing right now is either indeed, I'm hearing three options. There's three options. Hit indeed, hit spend all your time, energy, resources, doing these things like LinkedIn, going to YouTube, or hire somebody like you that is going to do all these as a database, etc. Right. I'm hearing those three options. Are any of the other things working alike? Is Zip Recruiter working? Zip Recruiter's got much better. And it's again, it's a geographic thing too. So like Craigslist works wonderful in some parts of the country and it's just a stinkpot and others. Zip Recruiter, since they went public about a year ago or so, and they've collaborated and have partnered with Google on some things, they've become much, much better job board to consider. I would do a lot of different testing there. And you can post free there, just like on Indeed. And we're getting a lot of application flow, a lot of free application flow from some clients around the country. And that is our sole thing that we're doing is Zip Recruiter. And that's it for a few more clients, believe it or not. Yeah. That wasn't the case a couple of years ago at all. No, not at all. I mean, most everybody that I talked to, I guess I haven't even talked about it in the last three years, everybody was like, why waste your time? You're not going to get anything of value from Zip Recruiter. Yeah. I would try it for the free stuff because it's free and easy. And it works in your area. Yeah, absolutely. Okay. A few pointless things change, right? Like you said, the labor market changes, technology changes, things change all the time. Absolutely. All right. So did I also hear you suggest that wherever you're going, if you're going to Zip Recruiter, if you're going to Indeed, et cetera, when you are contacting people, begin creating a database, just like, even if you don't have anybody in it right now, start today and start collecting those emails. And when you need a job next time, hit those people first, or not first, but along with all of your other recruiting activities. That's one of them, right? Absolutely. And over time, you're going to build a big database of people where you're just going to be tapping into that. And, you know, it's, I'll give you an example. There's a company, a cleaning company in Evans, Evans or Evansville, Georgia. And he's been with us, Semina's wife, Brandy, Dean and Brandy have been with us for about five years. They've got thousands of names in their database now. So Dean calls us up and says, I lost two people. They're ghosting me. These are like two of those best employees. Something happened. They just together partnered up and said, let's do, maybe they, maybe they're trying something on their own, starting a business. I don't know. So he, his wife is in charge of like the office. He's still out and doing estimates and doing some things. So he calls us up all nervous about it. And we're like, you're, you've got the database, right? You're still kind of, and he's like, I don't know, let me talk to my wife. And she's like, yeah, I'm still interviewing people, even though we don't need to hire people. So like they were able, because of that database, yeah, think of that time, 72 hours later, they replaced those two people that left 72 hours. Yeah. Yeah, that is a game changer. I agree. Okay. So that's the, that's the big news right now is create that database, right? You can do all of this other stuff. But while you're doing it, begin building your database. I would say to not to do a lot of screening with that. I mean, just get, get the database as big as you can, because you would have never hired me when I was in my 20s. I was just, I was not, I was in trouble having fun and you spent a lot of money and all that. I was not somebody you'd probably want to employ. I would hope you would now, maybe not, but, but we're not the same people we were five years ago, 10 years ago and so on. Maybe you didn't have a driver's license today, you do. Maybe all those sort of things, right? So yeah, yeah, absolutely. But that database is a gold mine. I love that. And you know, that's not something you hear anybody talking about right now. Why aren't you? We've got all of these names. Why aren't you collecting them? Although I think that most of the people that we get off of like, indeed those places, we don't actually have their direct contact info most of the time, do we? A little bit. You do if they apply, and if you do some resume searches, you'll have their, their information as long as they reply with their resume. Part of the, and again, this is, we're able to do this because we do it on an economies of scale. Yeah. So one of the things that with that database, even though you might pull up, say, 2000 names, that doesn't mean you have their, their email address and their phone number yet, right? But when I click a button about 65 to 70%, I will then have their email address personal and their personal mobile phone numbers. Wow. That's a good chunk right there. Yeah. Now here's something to list with an example. And you guys can do this on LinkedIn. And I know LinkedIn's a goof. And I don't, I would highly not recommend like advertising and paying for a job posting on there for a technician. But there's a lot of automated month to month things you can pay for a couple hundred bucks a month that allows you to automatically send out connections on LinkedIn. And I do it for cleaning companies. I've done it for technicians. I've done it for all kinds of different things. And it automatically can happen. And I can, you know, recommend a couple of different companies. We use a company called E leads, E-L-E-A-D-S. E leads. Okay. Yeah. It's a cleaning company too. Okay. We understand our industry big time. Yeah. So, so is it like E leads.com? Like, I think it's.com or.net. Yeah. Let me go, let me go see if I can, since you're recommending them, I'm guessing it's a good company. So let me see if I can get some E leads CRM, it sounds like. I think it's E leads pro.com. Oh, okay. E leads pro. E leads pro.com. All right. Let's see if we can get them a little bit of hope here and help ourselves as well. Right. Yep. There we are. Lee Jentul. And you're saying that these people fully manage. Yeah. It says right on here, LinkedIn. And you're having good luck with them. That's what I heard, right? Yeah, absolutely. Yeah. One of the things that, well, I'm saying that if you can't afford a $15,000 database, this would be a way to very inexpensively over time get you a nice, large database that you can tap into. Now, so let me give you an exact example of a strategy you can use. And this has been successful for us. Okay. So going, you can go into LinkedIn and do this, you could probably buy a list if you, if you wanted to, from a list company, US info, if that's still around or whatever. And what we did was this, we went in and we found as many people as we could that were housekeepers at cheap motels in the area. Okay. So we said this, okay. You are probably working nights, weekends, maybe your short staff, right? So you're working hard. You've only got about eight minutes to clean a hotel room and get onto the next because there's somebody with a camp with cameras all over you with a clipboard and they're all over your boss and manager. That's our industry. Now, I won't say what, but I'll let you guys have a nice imagination. And imagine the things they see and maybe smell in a hotel room at a motel eight and a red roof in that you need to clean. No, now you can make more money not working nights, weekends and holidays during the day and go into homes that are owned by affluent people that you might not even be able to tell me clean or you can continue doing what you're doing. Yeah. We walked out to 2000 housekeepers in a 25, 30 mile radius. And guess what? We hired a lot of people and executed on that really, really well. That is such a great idea. So, Sean, that is why I was so sad when I thought you weren't going to be able to make it because you always bring the gold. I mean, nobody's talking about that. Nobody's even thinking about that. And we don't even know how to tap into those people, but go by a lead list, right? All right. All right. So Whitney wants to know, Sean, what kind of information should they be collecting for the database? Just all you really need is the contact information because the database is like buying in the old days a mailing list, right? You buy a mailing list and probably 30% of them at least are people we would not even consider to be our clients. Right. If we're doing everything the same as we're doing in marketing and recruiting, it's the same thing. So just contact information in a name is all you need. But what you have to do then, because that's the only information you have, is you need to make sure that they still go through the same application screening process that everybody goes through. Keep that consistent. So again, in marketing and sales, if I was to look at your websites out there, I guarantee it doesn't say, if you're going to be a cheapskate, don't call us. If you're going to complain about one cobweb in the whole damn house of screen, don't call us, right? We don't screen and do those things. We do want a big funnel at the top of that, right? That's what our website's for. Same thing with this database and these leads. I don't care who it is, but you're only about 5% of you are going to make it through my application process. Okay. But I mean, that makes sense. I feel like why not? Especially if it's automated, what do I care? Like, bring them all and get as many as possible and send them through that How many of us out there actually keep a CRM of our job candidates? If you've been in business for 25 years, you think you'd need to use Indeed anymore? Because you'd have probably 100, you'd have tens of thousands at the minimum. Yeah. Especially like in a city where I live, a small little city, everybody comes through here at some point in time. If you haven't worked at a cleaning company at some point in your lifetime, in your job life, you either worked at a cleaning company or you worked at fast food. One of the times you worked at both, right? So yeah, absolutely. Gosh, it just seems so simple that never, no, I have no names on the list. All right. That'll change. That's a great idea there. You said this a lot, Liz. I know it may not have said it in a while, but it's great when these things happen to us that are difficult because it forces us to become better, more creative, more innovative, and all those sort of things. Absolutely. I do say that all the time. You're right. It's a wonderful opportunity for us that we just didn't know was going to hit. We didn't know that we were going to get this opportunity. All right. So we've got to collect this database and begin collecting this. We can buy a leads list. We can go to Elite Pro. That's a great place. Sounds like they are specific to LinkedIn. Yes. Yeah. Are there other places that we might go are like, it used to be you could buy leads list or you could get them from the library. Is that so? Yeah. You can do that. I mean, think about creating a Facebook group in your area just for job seekers and how to get a job in this area or go into other groups that are similar to that and talk about it. Be, have a servant's heart though. We're trying to help people. Magically, when you help people, good things begin to happen to you. So one of the things that we're focused on right now is the candidate side of it. We have clients, but my goal is that I want to educate and help people around the country that would be people interested in hourly wage jobs, blue collar type of work, painting stuff for us. I'd love to be able to have them think, hey, if I want a job in blue collar stuff, I'm thinking of blue sky services. Just like when we say name a fast food place, 80% of the people go McDonald's, right? So you can do that in your area. Get in a group and talk about how you'd love to help with anybody help their resume free. We're going to help you with your resume for free if you're an hourly wage type of blue collar person. That's what we do. And imagine how many people you might get some attention with and don't make it, hey, I'm hiring, I own a cleaning company. I'm hiring and I need this and you need to look like this and sound like this and not that. Just I'm here to help. If you know anybody that's, you know, looking for a job, having trouble with their resume, we've got all kinds of free stuff we can help with. So that, that all sounds fine and dandy, right? And it's like, yeah, that sounds like it's a great idea, but I'm not a recruiting company. I don't have time to help people with the resumes, right? I can't do that. I, and I might know what will work and what won't work. I can tell you all that because when people apply to come work for us, I can tell you right off the bat, this is why you're getting kicked out. So don't do this, right? Don't do these things. Don't come with your friend, right? Wear shoes, some basic stuff. Don't bring your kids, right? Show up on time. Yeah, I can, well, maybe a simple thing that we could do would be to create a list like that. Here's a list of things that we know from, from recruiting a lot of people. Here are things that will keep you from getting a job. Top 10 things to keep you from getting a job. That'd be a list. We could probably even just brainstorming off this idea that you gave us. We could probably come up with a new list once a week, right? Top 10 things to say in an interview. Top 10 things not to say in an interview. Top 10 things to do before you ever go to your first interview. You know, I bet we can come up with a bunch of helpful things like that. Here's something too real quick, Liz. I know, we haven't done this in a while, and I bet this is always good talking like this because you get these ideas. We used to have a saying, hey, it works so well, we stopped doing it. You forget about these things. You're trying to do other things, but I know I've downloaded, I've got thousands of friends on Facebook because that's what we do, and I know I can download that, and a lot of them will have their phone number and email addresses. I'm friends with so many people. I have no idea who they are, and they're friends of mine at Facebook, and that's a huge database right there. Think about that. You can YouTube how to download all of your friends from Facebook. I didn't know that was a thing. Yeah, and not all of them, but some of them have their email address. Some of them have their mobile phone number on there for a variety of different reasons, and while you've got yourself a database. I love that as a starting place. There's a lot of people feel, and I know I'm one of these people too, it sounds so hard to start from scratch, but not even one name is like, oh, it sounds daunting. Tom and I have a saying similar to your saying, we say we need to eat our own cookie. Yeah, because a lot of times we are really good at saying, hey, this works, this works, this works, this works. We know that. Are we doing that? Well, no, we're going to get around to it, though, because we work with so many businesses that we see these things working, but it's easy to get caught up in knowing what works and then not doing it. So at least some of the people that will be listening today as on a podcast, right, are going to be thinking, oh, this is a great idea. Yeah, that's a great idea. And then they're going to click to the next podcast, so they're not going to make any changes at all. Right. I would say, you know, the easiest thing to do is throw money at it. And I know that's not the best thing to do all the time. But if you are somebody with the mindset that $300 of boosting and $400 or $500 of boosting on Indeed is expensive, you've got the wrong mindset. If you need to hire, so for example, we do research in all kinds of different labor markets around the country. We can find out a lot of different things. One of the things that we come up with based on our system and processes of the way we research, and I can do a whole another podcast on that, we've got it down so that I can provide a budget for anybody in any part of the country based on the job title and your wages and how competitive you are. And I can say to you, we've done this in Minneapolis, our company there in Northern Cincinnati. Again, same company, Blue Sky Services, Cleaning Company, same job position, same pay, same healthcare benefits, same everything. The only difference is geographic location, different labor market. It cost us about $1,000 in boosting, just in boosting and sponsoring job ads in Minneapolis, not a month to find one good employee. So when we need five employees there, you're darn right, we spent $40,000 just in boosting and sponsoring at that one location. Now, we hired about 40 people, a few of those were admin, and we had about 25 really, really good employees from that. So some turnover and things like that, obviously. With that said, the good news is we did $200,000 of revenue in the month of June. So that investment, but you've got to be willing to take that risk, but you do it not based on your feelings or what maybe, or she did it over there in Washington, so it'll work for me in Florida. No, you've got to do your homework. And I spend a lot of time on my demos. And when I zoom with people just to talk, shop with them, do the research in your labor market and find out. And it can be as easy as this. Get on indeed as a job seeker, login as a job seeker and look for jobs in your area for house planning and just grab what people are paying, what they, all kinds of different things for that. You can go into something called hiring insights on indeed, it will tell you who's getting the most clicks in your area. A lot of times it's some franchises, a lot of times it might be ABC cleaning company. Yeah. And why do they get more clicks? There's only really two reasons. They've either got a better job than you do. Yeah. Or they're spending more money on boosting job ads than you are. It's really the only two reasons. Okay. Okay. That makes sense. Now, you know, I'm arguing in my mind, I'm like, Oh, there's got to be more reasons. Yeah. That's really it. On a high level. That's really all it is. Yeah. Now, the good news is for everybody that's going, like, I'm never going to be able to afford to pay $1,000 for an employee. Yeah. First of all, if you're a Minneapolis, Minnesota, and that's what it is, that's reality. That's reality. Sorry. The good news is in Cincinnati area, it only costs us about $350 to find one good employee there. So, okay. Boy, yeah, that is a huge difference. I do know a company that's in Minneapolis, and they struggle mightily with hiring as well. Yeah. Like you said, it's just, it's Minneapolis. Why is it so hard to hire there? They're just not enough people that are of this milk or it's, I think it depends on a couple of things. I think this, like the cities, St. Paul, Minneapolis, the Twin Cities are really goofy. But the other thing is that I find, and I am like super a new, a political, neutral political guy. So it's not what my belief is. But when you tend to have states and cities that tend to be a lot more favorable to the employee side than the business side of things, yeah, they tend to have more goodies that they can get and stuff, which then that circle of candidates starts to get less and less and less. Okay. Yeah, that makes sense. And plus, like everything else, it's supply and demand. That's all it is, right? Yeah. That's what I was wondering, what's driving that, right? There's something. All right. So, yeah, it's the environment. Well, we're a little bit lucky in Washington State, while our entire state is extremely employee friendly. We're lucky that it's the whole state, because the whole state is this way, and people have to work. So they're going to, they still, there's always still that group of people that is going to want to clean houses. Yep. All right. I had something else on here that I wanted to ask about. Oh, you said hiring insights, Sean. Yeah. So on the hiring insights, it does this cost anything? Is this, you know, at one time it was free, and they've changed so much with Indeed. And I, and I, unfortunately, I don't know. I apologize about that. I just, I don't know. No worries. I was just curious. But it's definitely worth, you know, maybe call on your WAP up and say, Hey, I'd like to try hiring insights for free for 30 days, if you don't mind. Oh yeah. Maybe very well. Yeah. Yeah. And who knows? It could be free. Go check it out for sure. Yeah. I really have enjoyed the new, I guess it's not that new, the thing where you can go in and search for people that match your job description, and you can invite them to apply for your job. That has really been awesome. Now, one of the things that I like about that is it gets traction on your ad, I think, right? So people are applying, even if you don't hire any of those people, your ad is popping up more and more. People see that that motion and Indeed gives you a little bit more of a boost if they see that your ad is getting a little bit of traction. There's one other thing too that came to mind too, because we're talking about Indeed. Yeah, I think you're, you know, the resume searching that they offer, and I can't remember how much they charge per resume or whatever anymore. But a lot of times, a strategy that we used to think about night and a lot of other business owners was okay, we on Indeed, you can tell if they've updated their resume, literally yesterday, a week ago, or like six months ago or whatever. We used to have the mindset where, okay, we want to find out like a week ago or yesterday, because that must mean they're going to be looking for a job. Well, we've also looked at to 24 months ago, 12 months ago, because they may not be looking for a job. And that's great, because that's called a passive candidate. If 97% of us are employed, because it's around 3.5% unemployment, some like Minneapolis might be 2% or Salt Lake City or some other places are under 3% maybe. That is who you actually need to tap into is that person that's maybe not looking for a job, because I've seen a few different surveys and studies over the last few years that go something like this. They survey people that are employed and not actively looking for work. When tapped on the shoulder and shown another opportunity, would you consider it 80% over 80% said absolutely I'd consider another job if it came to me. Yeah, we all know that. You don't even have to do any kind of research to know that that's the majority of the people out there. I don't want to say lazy and I don't want to say apathetic, but kind of a combination of lapathetic or something. We all do that. We just keep going down the easy road similar to what we were saying earlier. You're giving us a ton of great ideas here today. And while things are easy to do, they're easier to not do. So a lot of times we'll hear all of this great stuff. We'll get all of these great ideas. We're like, okay, I'm going to do that. I'm going to do that. I'm going to do that. But until then, you know what I'm going to do? Same thing I've been doing. And I'm just going to fall right back into that rut again, right back into that pattern of what I've continued to do. Actually, this is the number one reason why the strategic success circles that I run are there because people just fall down. They just keep doing the same old thing over and over again. That's so true. There's a couple of things with that. One is I call that creative avoidance. We're coming up with ways that we feel like we're staying busy and subconsciously probably, and maybe even consciously probably, we know we should be doing something different. And it kind of couples with when my son says, Dad, what's the difference between, you know, what's one difference between successful people and unsuccessful people? And I always relate it to business because I think the answer is, and I'm not the one that came up with this, but successful people do the things that unsuccessful people do not do. One of the differences, though, is that the reason the unsuccessful people do not do it is because they don't like it. It's not comfortable. They don't want to do it. They want to do it. That's the same damn thing with successful people. The difference is they do it anyway. Yeah. Yeah. I think the way I have talked about this is that they do successful people do the things that non-successful people won't. Not that they don't. They won't. They just won't do it. They don't want to do it. They have zero desire to do it. Successful people, they don't want to do it either. That nobody wants to do. Successful people do the things that nobody else wants to do. All right. They can do it. I do have to also say, though, this is based on my own experience. Also, you can be unsuccessful sometimes doing the things that other people don't want to do because really they just shouldn't be done. They're not smart. Yeah, I shouldn't have done that either. I wish I could just say that I have only done smart things, but now I've done some things that, hey, nobody else wants to do this. I'm going to do it. You know why, Liz? Because it wasn't smart. It was just... Yeah. But you know what, though? That is still something that will benefit you if you... Absolutely. I always say the only way you can build character or build your character or better character is when bad things happen. How else can you build better character and build character? When good things happen, that's easy. It's when bad things happen. That's when you show who you are and you build upon your character. If bad things do not happen to you, you're not going to grow. It just flows. Some people do. Some people actively go out there and they claw and they strive and they reach for building themselves up, but that's not the majority of us. So here's something, and this is a whole different show, but it's Amy, right? Amy, we were emailed back and forth and I'm like, should we do some leadership stuff or recruiting stuff? That's what I do. And so I'm 55 now and I'm at a point in my life where I'm very big on acceptance. And so basically, I find myself to be happiest and most peaceful when I accept the world as it is and the people in that world as they are, not how Sean thinks it should be. That makes me sound very passive though. It kind of makes me sound passive. And I also believe that I don't necessarily need to be hyperactive. I just need to treat people really good and serve people, stop thinking of Sean Day and think of everybody else around me and serve them. And that's enough sometimes to just have really cool magical things happen. There's a lot more into that, but where I'm at right now, that's kind of where I'm at with things right now. And all kinds of good things happen when I stop thinking of myself. And I mean, because when I do, I get trouble. I get worried, right? It's me. What do I think about? How great I am? I think about my problems. I think about what ifs. Why didn't I do that? I think of the past, the future. When you can start to, and I talk about this when I do recruiting, and I'll do this Saturday, I'm presenting here. It's an hour presentation. The first 20 minutes is about great leaders manage perceptions, right? Yeah, I can go out about that forever. And that's really what I'm talking about. It's serving other people. And when I do that, I understand them better. I hear them better. I know what they're, I can now hear their story. I know what they're experiencing. Yeah. Now, how does that play in the recruiting or interviewing? It's changed everything for us. Everything, right? Everything for us. That servant mentality is it plays into everything you become an attractant in that way. Okay, we cannot go down this path right now because both of us feel a little bit passionate about this topic. And we'll be on here for a whole nother hour. And we're already out of time, Sean. All right, well, I know that we've had already a few people on here that are saying, yay, great stuff. Amarlo, thanks for the love, Whitney, Donna, thank you. Appreciate that love. And Sean, thanks so much. I'm so glad that you came in and bailed our poor audience out of having to listen. I'm sorry I was late. I don't like being late. Oh, we totally understand that, you know, things happen. I'm just glad that you're able to find third floor, the right room. Get to us and bring us the goal. All right, for everybody that's on here, everybody that's listening in podcast form, don't just go away from this information and think, what a great, what some of these great ideas, what are you going to do? Take action, y'all. Do something. Sean, let me just real quick, I know I'm supposed to get out of here. Tom hates when I, every time I'm on it, I always go too long, but I'm going to put, it's yourblueskies.com, yeah? Correct, yeah. All right, let me just post this for everyone. And if y'all want some more information, thanks y'all. If y'all want some more information from Sean, you want to get some more of this gold. Here you go. I just posted a link to his company and you can, you don't have to do it all yourself. Oh my goodness. What perfect timing is that to lose Sean? All right, y'all. That's it. We will talk to y'all later. Bye.