 Hey, good afternoon everybody. Tom Stewart here with Liz Trotter. This is one of the business moves and it's a Monday the beginning of a week Last week of April, right? Oh Yeah, you're right I know already like the first third of the second quarter gone Not quite gone yet. I'm holding on to this whole week We'll be here The end of the year before we know it Yeah, it's true. It's true. And you know the older you get the faster it goes. It's totally true I gosh, it's like a different ball wax than it was when I was 20 for sure Not that I can remember that far Lion if I said it can It was really cool. I did something cool this weekend. Um I got a text from a niece of a really good friend of mine that I Never really see anymore But we used to work together back when I had a real job. Yeah And it was like the first real job I ever had. I was an industrial engineer at a distribution center for for jc Penny we shared an office together And this guy's got me by a few years Um Anyway, um, it was his 70th birthday anniversary and they were throwing a surprise party And they found his phone that they got into his phone and found his contacts And I guess he's told enough people About us that they knew I was a friend and invited me so we drove up to north carolina for a surprise party And it was awesome and part of the discussion was boy, you know how time flies because I haven't seen the dude in 20 years Wow And I said, well, you know, I had a couple of choices. I figured I could either do this or I'd rather do this than Come up for your funeral Good job tom But you kind of get the point, right? You know the things that we wish we would do and get around to do and we just never do and Then it's too late to do it, right? Yeah, I I wish thanks denny denny likes my backdrop tom made that for me Thanks You like this better than what you saw earlier on the in group She was on earlier and in the mma group and she was like Liz Everybody was giving me grief because I had my green screen on it's a little tiny in the background. So Yeah Um, I totally forgot I was going to say about your friend and Lost myself there. Hey linda Oh That was what we did this week, uh Yeah, I was going to say that that is you know What they talk about is at the end of your life What you always regret is those relationship things that you didn't do and so you did tom There you go. Yeah I'm working on the bucket list. That's right. You don't have to worry now. Yeah That's good. Well, I am excited You just wanted to tell me about something that's going on in the news And right before the call started, but I didn't get to hear the whole thing. So why don't you fill everybody in? Hey, Pam Thanks I know my background before y'all was like This is kind of tragic back there There was some discussion late last week That president biden is looking at some ways to insect employers to make it easier for their employees to give COVID vaccines Uh, some programs such as paying for uh, you know, pto Reimbursing employers for for pto that they can give their employees so they can go get a kovat shot Or possibly pto the day after the kovat shot if they feel bad, they don't have to come to work I don't know if any of that's become real or not, but but that's kind of out there. So something that we'll be be keeping an eye on and You know, I think Behooved our businesses and it you know behooves society as a whole to get as many people, you know to get kovat shots as possible and if federal government wants to give us financial incentives that we can pass down to to our Team members to do that. I think that would that would be awesome Are you getting any kind of pushback in? Your company tom about Asking people to get the vaccination. I think I need to push back about asking. Uh, have you know Got this hit and miss in terms of how those asks are are being received in handful and there's some people that are Just don't want to do it for for one of a number of reasons So, yeah, we're getting a little bit of that too. Uh, we You know, we're trying to implement the pin thing with the you know trying to give people Some some swag and so we have a pin for That you are Immunized is it like a little hypergermi needle? Yeah, it's a little medical pin. Yeah a little medical And Yeah, we got a little pushback on it. They were like that's not fair You're you know the normal stuff It's not fair why that you're giving pins to people for that It's not fair because you're giving you're giving people a pin Um for doing that and it's not a good thing to do. It's not safe And so you're rewarding them and some of our employees might not recognize How unsafe it is and they're going to trust you Liz and they're going to do it and So that conversation Susan my employees have all gotten it except my newest person who isn't sure she wants to get it. She's 21 years old Yeah, so Yeah, we it wasn't a lot of pushback. I'm making it sound a lot worse than it is But you know, I know that underlying what people say is that whole grindy thing So I was just wondering if you'd gotten any pushback like that, but it didn't sound like you have it's nice Yeah, I mean nobody's complaining that we're asking but there's some people are expressing a Dispreference to doing it Yeah, two of my ladies will not do the vaccine because they do not want a chip in them from the government They do not want to be tracked lol Yeah Come out this whole topic so Yeah, I I have an employee that hasn't gone quite this far about the chipping and the tracking but It doesn't doesn't want to Put something in her body that she doesn't know what it's made of Same same Has been known to do a little bit of drugs in the past But she knows she has at least she thinks she knows what it's made of Yeah, I guess I don't know so Interesting interesting conversations there So Yeah, I was just wondering if anybody else is getting any kind of pushback sounds like you guys are getting a little bit of pushback too And I don't know about you guys But kind of goes to the topic today. I haven't heard that one yet weird. Yeah um The the topic of you know Keeping our employees and being fully staffed to be able to make money Post-pandemic with the people that we have and the opportunities that we have for hiring I don't tell people what they do with their body I don't tell them what they do with their body either, but i'm definitely asking if Actually, I haven't actually asked either I have done a what I consider to be a very very light incentive I didn't really think a pin would be a big deal I had started with The idea of having a $50 incentive for anybody that wanted to take it you get the paid time off while you were taking out was like three hours or something and a $50 incentive but um people thought that was not a good idea so I I just did the pin and I didn't think the pin was going to be such a large incentive to frustrate people but I should have known better people do love those pins so Anyway, this goes to the topic of today tom of you know working with people in the new This new age this new time this unprecedented time even though we are Through the the biggest part of the pandemic for sure It is still very much an unprecedented time in history. Wouldn't you think tom? absolutely Things are just not the same and I don't know about you. You're vaccinated. Leslie high five. Um I was leaving her job of 17 years because they are requiring a vaccine Wow, okay Yeah, I didn't even know you could require. Can you require it? I think there's some occupations I mean, there's some occupations like if you work in health care, they can mandate that you get like B shots And I think a lot of times two people Will consider something being a requirement when it might not necessarily be like strict letter of the law requirement For example, I do have if you work commercial in our company, you do have to have the head B But if you don't want to get that B. Just don't work commercial. You just can't work that job so because you we have to have that but um I don't know not really a Requirement just because you don't have to have that job, but I I don't know I think the rules are now if you're an employer, you can make that a requirement Of course, there's some You know, how do you even prove that you've got that because I understand that you can buy the little You know pre-printed cards so that you got the vaccine off of You know ebay and so forth. So There really isn't even a Bulletproof way to to prove it. We've got got that Yeah, I don't even know if you have to pay for it off ebay. I'm sure that you could just Get one. I feel like they get doctor's notes, etc off google and pictures of flat tires and everything else I'm sure there's going to be if there isn't something on me. There's going to be Flat tires honestly, I've never heard of that. I've seen that one. Yeah, so that that happened on Somewhere a group that I'm a member of they are giving her unpaid leave starting July 1st if no vaccine They're trying to talk her into a religious out But she's not down for it She just doesn't want to take oh Why doesn't she want to take the religious out? Uh, it feels like a lie. Okay, probably all right Huh bottom line is I guess we all get to choose what's going to happen to our bodies. So No, she doesn't want to I kind of get that Yeah, not kind of I do I do get it I also get the employer's Responsibility to the the people I mean, I don't know what job she's in but I'm assuming It's a job where they feel they they they need that That's tough. That's tough. So it's a tough position Uh, I think it's similar to people that don't want to Not exactly the same but similar to people that don't want to give a Do a drug test Um, because they don't feel like they should Should have to that's not not your business. What's you know in my in my body, but You know, some businesses feel that they need to have that so I'm one of them elder care Yeah, so Protect the vulnerable population And that's the actual thing I do feel like that's rational as well tough, uh, sorry. Sorry for her. I think a lot of A lot of our buttons are being hit through covet right a lot of our Well, you were touching upon it being an unprecedented event I mean, there's a lot of unprecedented events that have have spun out of covet and Even though the pandemic itself was At least in this country is starting to take Yeah, um Still having an awful time in other parts of the world, you know, india. It's just a mess at the moment and As long as it's a problem of global level, it's gonna continue to circulate. So we're not We're not done here yet either, but The more people are vaccinated Say for one day in the less cases we'll have but that's created out like you're saying a whole other side of issues and You throw it on top of that. They all the financial incentives and the monies I guess that have been coming up with the federal government That's created a number of issues Good and bad, you know affecting affecting companies small business in particular I'm on my way back from North Carolina yesterday stopped at a mcdonald's right in the drive through And they had a big, you know, the big kiosk sign up front said $500 signing bonus So I had a kid who was, you know, taking my credit card and everybody in there looked like they were in high school, right? And I was like, what's your signing bonus about? And he goes, yeah, you work here three months, they're gonna be 500 bucks So pretty cool. Yeah You know people are desperate. I mean mcdonald's is giving a $500 signing bonus and really They're giving it to you after only working there three months And if you think about if you're working full time 40 hours a week in three months, that's about 500 hours And none of those kids. I mean those are You know, I'm sure they were going to school or other things that are all part time So that's probably an extra two bucks an hour. They're getting with that bonus if they make it Yeah Yeah, well Good for them if they can get it. I mean, definitely we're all having to do what we can do right now to be able to employ A workforce the people that we need to be able to get the work done You know, I'm sharing with you there was a mcdonald's in tampa that was marfing $50 to come in for an interview And they were they're having a hard time giving people to even come in for 50 bucks to just talk to them Wow, I that wasn't me you were talking to tom. Wow. Okay Wow, I had not heard about that Okay, you guys so see aren't you feeling a little bit better? Yeah, you're not able to get your your life could suck more than you know, somebody else's life is worse than ours, right? I do think it's going to be harder to as hard as it is to get people to honestly And I was definitely I think fast food is harder. We definitely have benefits over fast food Jobs Although I think that they're they're having to change and flex a lot too to and make changes Oh Prices are going up wages are going up, you know, it's crazy what what what's happening to to prices at fast food places The dollar the dollar menu is no more Yeah, do they have a dollar menu? No, is it gone? I believe so. I mean, I'm saying that I just can't imagine You know They still have they still have like their two tacos for a dollar or something pretty sure tim said he ordered them the other day It's Olivia What do you want? Okay, we've only got 12 people here. So Uh, all right. Well today I wanted to talk about Something that has to do with some some changes that you probably are having to make because of the pandemic We have four trainees and I attribute that to culture and pay. Yay. Leslie. That's awesome Hey, I'm happy for you. I I I do know a lot of people that are having some or not a lot of people I do know people that are having luck at hiring Uh, and so I've been picking a lot of brains and finding out what is working what isn't working what people are doing the same What they're doing different? Um And culture does matter pay absolutely You know now more so than ever. I mean culture always has mattered to some degree pay has mattered But I think that we're in a cycle right now where Pay is probably there's more sensitivity to that right now than there has been You know certainly pre covid Absolutely Well, we were talking about is there's always sort of these four things There's culture at the top and there's pay at the bottom and pay is important But it's not the most important thing culture was always the most important thing And now it's flipped Now pay is at the top Right now culture is still there But it's just not more important than then cold than pay anymore where it used to be So anyway, I want to talk today. I get a lot of questions people reach out to me and ask me for Interview questions. They ask me about interviews a lot And they want to know about different interview questions And I always skirt Question you guys have seen me do it. I'm like, well kind of pants. What are you looking for? Who are you hiring? Blah blah blah It's situational Situational we have people starting with us and then taking another job within weeks. Yes Robin, I know this is lousy culture and pay for new hires, but to keep your current staff Spunning both of these people Robin and Linda are both. I know working really hard on retention right now and You know the one other thing that we keep hearing more and more and we're actually We're actually starting to work at the consultant I've done for a long time Because he Does a lot of work with the department of labor across the state And it's also here on land and he has access to all these rules You know you've got these I guess they usually call it one stops. There's like a C work. I think is what it's called now Department of Labor Offices all over the state and he's on the first thing days It's where the people that run the stuff, you know, he can make a few phone calls and kind of get it get a pause and It seems like one of the biggest things that people are looking for now is flexible schedules That more and I guess that's been a thing in some parts of the country for a while but It seems to have propagated made its way, you know, south carolina. So You can talk about culture. You can talk about Laird over top of that all things being equal if I've gotten your control over Gaze That's a big Lot of feedback in the mic. I think when tom is talking I hear it too. It wasn't it wasn't bad, but I did hear it too. Thanks, susan I'll stop Tom Yeah, that is something for those of you that are looking for like a quick thing to do We have been putting in our ad title flex schedule and then on the I think we all are doing this right now right the top 10 benefits of working for our companies that's like front and center And that is one of our top three Is flexible schedule? I think we call it flex schedule design your own schedule or something like that design your own Something along those lines. Yeah, don't stop talking tom. Yeah I'm The cool thing about that is or the challenge for that is What processes do you have to change in your production planning and scheduling? In order to make that happen It's easy to say flex schedule, but okay. Well, how am I going to run my business and meet the expectations of your clients? your other team members in just the needs of the business in order to You know satisfy the demands you have and generate enough revenue in a profitable way in order to make it worth your while to do it And especially if it's something that you're going to do brand new like you're saying tom then yeah, don't just shove that onto your ad Yeah, we have that discussion today. It's like, yeah, go ahead and put it in the ad. That's awesome But what take you going to do with it once you hire some people and that's their expectation yeah So we should probably talk about that another day because today it's 2 24. I do want to get to Um interviewing anytime though was Sorry. All right. So first thing I want to talk about is with interviewing if you have been struggling to To figure out how to interview getting people in your office. They're not coming etc jump on the I'm calling it zoom Bandwagon even though like in our company. We use ring central Whatever it is they can pick their days and hours minimum of 25 hours All right, awesome. So if you can make that work Leslie Awesome, that's people are gonna love that right that they love that there is flexibility Even if it's not exactly what they thought it might be so right there. That's very very flexible Yeah, they've got control over it. So I love that flexibility doesn't mean You wake up in the morning and decide if you want to go to work that day or not No, that's not flexibility. No uh, okay, um, so Jump on jump on the zoom bandwagon a ring central or whatever meeting software you use Because you will be able to get more people coming to your interview process All right, I want to specifically share about questions today because we get so So many questions about one thing about that about using zoom or ring central There came up in a meeting today as well and the person told me that You know, I don't do zoom interviews because if they're not going to come to the office for any interview How am I going to get them to come to work? And I said, well, that's so pretty We're a little bit of a butt head there saying that but it's true Pre-COVID thinking and we need to be aware of you know, whatever assumptions we have Well, are those pre-COVID assumptions that they still hold now So you need to be looking at the interview is like a sales opportunity It's kind of like you're doing an estimate for a client You know, they may or may not you know take whatever you're offering But you'll see whatever medium or means necessary you want an opportunity to talk to candidates Then you try to persuade them what an awesome job you have. Yeah, they make them want to come to work Yeah, so um, we we should get heather back on here again. Heather does just a An awesome job of getting people to think her job is amazing And she's had to same as the rest of us She has had to change up what she does And how she does her interviews etc to make them Her job appealing but she does a lot of things really really well We definitely have to get on her or get her on here I know she's going to be on next Monday if you guys are interested in how companies pay Different types of pay percentage hourly job ticket hour commission all the different types That's what we're going to be talking about next Monday I can say that now when I tell you that we're going to talk about interview questions We're halfway into the jail. We still haven't started But I promise I know how start let's start I just I can't wait All right, so I am going to share my screen here real quick. I'm gonna try Share the correct screen All right Oh, I don't know if this is gonna be big enough does it can you guys see this on my screen? It's big enough If you go down control at the plus it'll blow it up a little bit If you're clicked on that screen Yeah Want to bet a lot It's just slow It's just slow All right, so Let me close up some of this too. We don't need to have all of this stuff showing Get a little bit All right, so we're going to go over Some questions, but the bigger on a big screen. I can see it. Okay But I do want to talk about some bigger issues when we're talking about Your interview questions So there are certain things that you need to be thinking of when you're putting together your interview questions Not just coming up with questions that you like that you're like, oh, I like that question. Oh, that's really good because Just liking a question isn't isn't going to get you where you want to go Your questions need to have an outcome in mind. You need to be looking for the the The person that you want to have you're trying to match this person to the culture that you have Or at least somebody who would work out right now post post pandemic area era, right? Sorry my cat here We are yes. I know we're looking for people just people who are willing to come to work, but Getting in bad people people that are actually going to make things worse on your Current people and on the culture that you currently have are not going to make your life easier Even though they might seem like they are So really doing our best to bring in the best of the people that are out there will hope Will help us moving forward All right, because I talk a lot about creating that core base of employees, right? And we don't want to hurt the core so bringing in people that are too Against the core Do wound the the the core employees, right? So i'm going to explain this template real quick and the idea around interviewing and if you guys have any questions Go ahead and Chime in Is column c is hidden. Is that where the actual question is? Um, I don't think it's hidden tom. I think it is just Oh, maybe it is I'm looking for the question itself you've got the possibly It is hidden tom and I don't know why it's not there. Let me Try and extend it nope In you are using google docs. So why don't you highlight b and d of Okay, and I'll do the right hand click All right. So here are our questions Oh, I see that I did I see how I did that All right, um all right, so The first thing that I want to talk about is know what it is that you're looking for in an employee And I have a whole bunch of different examples here These are not necessarily the examples that I use in my company But these are questions and examples down here on the left Caring resilience conflict resolution initiative things that you might care about And employees for for your company reliability flexibility Organization getting results accountability coach ability communication. I have a whole bunch of different examples for you before we actually get to the examples though I want to explain how this is sort of set up So down here at the bottom, you're going to see two things you're going to see questions And then you also see a scoring tab two tabs questions tab and a scoring tab And the scoring tab is really really important and if you look Here on this spreadsheet You see that we have the questions and then we have up here We have the score three a two a one. Let's go to the right here And then we see this column that says cq the cq stands for Clarifying question And then over here we have the final score is gonna we'll put in our final score And these are the clarifying questions and then the next column after this is Notes, all right. Let me explain about clarifying questions real quick When you ask this question the the questions that you're going to be asking Sometimes people will give you an answer that is kind of flat When they do You can ask a clarifying question something that will help them to Expound upon their answer give you a little bit more The reason why these questions are written here is There are some laws around interviewing That you can't ask some people questions if you don't ask other people those same types of questions These questions have all been cleared through my attorney as As questions that are okay to ask anybody Putting all of these clarifying questions onto your document if you ever have to justify your hiring And these are the questions that you use you can show how you asked Ask these questions periodically throughout all of your interviewing can save you some some Trouble that you have some potential trouble because if you find that you're asking Questions you can find yourself asking questions that maybe you shouldn't be asking like Um, I'm trying to think of a good one. I'll think of one as we're going. Well, I'll come up with one But these questions are all Very very safe questions Yeah, there's certain questions from any EEOC standpoint. You just don't want to Ask us by asking that You're getting information that then could be turned around and claimed that you or you didn't hire me because of some EEOC issue Which You know, it may not be founded at all, but just by the fact that you asked a question would indicate that It you know, it implies that that it factors into your decision-making process And how can you prove that it didn't right if you ask the question? So also another piece of this is if you have somebody else Asking your questions or doing the interview for you Yeah, child care solutions is a really good one a lot of times what will happen is you'll get an Your interview person will be flat. They will only be able to ask the one question They won't know how to jump off a question So if you give them some clarifying questions, then they can also jump off without getting in a danger zone All right Yeah, I'm gonna drop a link that might be useful in terms of questions I could ask and wait to ask them for most questions that you're not supposed to ask It's not so much about the question, but it's the way that you ask it Yeah, you know Take care because that's kind of bad But you can ask because I mean that's that's going down a path that you don't want to go But you could just ask, you know, are there any reasons that you you might not be able to come to work You're your normal scheduled time and Especially after going through the types of behavior based interview questions that you're talking about because One of the objectives I think that that you you'd be going for here is and asking these type of questions Is just trying to get people open up a little bit. These are the type of questions that make people talk Yep And once they start talking they get a little more comfortable unless you start getting a little more comfortable They will be talking and sharing things with you that they might not share with you Yeah It's almost like courtroom You know logic when you're you know Asked on questions of a witness you ask the questions of a certain sequence of a certain way and Before you know it they start talking about this start giving you information that if you just Ask the questions you really want the answer to at the beginning and you wouldn't get anything you wouldn't get it, right? That that that's exactly the point People are when your people are being interviewed Your applicants are being interviewed. They already have an idea about what they're going to tell you they already have an idea about how they're going to present themselves and how what what they Want you to think about them and there are a lot of very very basic Questions that are asked of applicants that they already know the right answer to so you don't want to ask those questions because People know what the right answer is and They they believe that that is true about themselves and i'm going to give you an example Uh, let's see. We have a lot of people moving here from other states not legal to ask. What brought you here, correct? Do you know? If you ask it in a general sense, yeah, it's like what what brings you to California and they can answer that, you know, you don't want to Like one question you don't want to ask is you know, did you buy a home or you know? Do you rent and stuff like that? There's a take to the questions that you're not supposed to ask but How'd you wind up here in california? I believe that's a fair question general questions are usually going to get you Are going to be safer than very specific questions if you are confused, but Absolutely check out that link tom gave and don't don't take a chance on this you don't And people are much more sensitive nowadays than they were Pre-pandemic I think you guys all know that right people are much more sensitive so Be extra careful take take the care to do to do your homework all right, so the um What I want to talk about with this Spreadsheet that i'm looking at right here that you guys are looking at is that you decide what the answer is to your question Before you ever ask the question So what you'll see here is this answer or these answers will get this person a score of three These answers will give a two This answer will give a one Over here if I can figure out how to get over there Over here where it says notes This is not a place where you are talking about your Perception about what you said or your judgment About what she said this person said it is okay to just put in what they said what the response was Or it is okay to put in here Like why you might have asked this question, but it's not okay to put in here your Your thinking around their answer that can get you in trouble Yes, um, you you can have access to this um The all the people in the MMA groups. I will give you guys Complete access to this but anybody else that wants access you send me over and I'll I'll give you this first page of questions Just not the scoring piece All right, um, and you will tom you can probably type this in Liz at cleaning profit builders calm email me there and I'll get this out to you All right, so Uh, let's go back over here. I'm on a different screen with this little things a little tricky all right, so The main thing that the main reason why this works is because you determine what the correct answers are Before you ever ask the question If you guys know why that's important does does that make sense to everybody? Oh, I forgot we're not on zoom We're gonna get on zoom y'all and then you guys will be able to tell me but the reason why that is is because People are really good at interviewing They have a lot of experience They know what the right answers are and I was going to give you an example of of what I mean by that And how they know what the right answer is and they can actually believe that that quote unquote right answer Is what they would really do So there is a or there used to be I'm not sure if there still is there used to be a show on tv And it was um, it would set up the situations Where they normally you would ask people how would you react in this situation? And people would always say that they were going to react in this really amazing way so they would they would Act out these situations for example, you see a three-year-old crying on the side of the road and what would you do and You know the vast majority of people say I would stop and I would find out what was going on and see if I could help her But when they actually filmed this situation They found out that the vast majority of people did not stop. They were in a hurry They didn't even notice little kid if they did notice they looked Thought looked around to see if somebody else was going to handle her and then they just kept walking But we really believe that we would stop So some of you right now are thinking well, I know I would stop Because we all we all feel like we know we would stop. Yeah, I find that hard to believe that You know It's like unless it's like liz you got this it's like, okay come on I mean like nobody was there you're just So hard to believe And one of the things I used to love this show one of the things they did was They have a really cute little girl Whatever her look was. I don't know blonde hair whatever and really nice and neat and tidy crying So many more people stopped Than the ruffian little boy of the same exact age But dirty and making noise and rubbing his head people didn't stop for him, you know They didn't stop for that little kid. They didn't like They didn't stop for him. They stopped for that cute little girl. Well So anyway, my point here Is how we think we'll act is not actually the same thing is what we will do and I know that you guys all know this You have found yourselves in situations where You didn't really think you'd act that way and there you did but you did Right you somebody else pointed it out. You're like, oh, yeah, okay I really didn't think I would do that okay So trust me when I tell you this that people Think that they will act differently than how they actually act which is the point of asking questions in one of two Very specific ways So there's two types of questions that you're going to see on here And one is like telling me tell me about a time When this thing happened to you and the reason why you ask the question in this very specific way is when people ask you about A specific time that this happened to them one of two things happens They either really tell you about a time that it happened and you can count on that answer Most of the time not always but the majority of the time you can count on it or they get vague They tell you about A time like this so they might say something along the lines Oh, love so was that matt Loud oh voice over there Uh, all right, so we'll use we'll use this one as an example What do you think what do you do that makes you a good leader? All right, this is not a good example because this is not one of the ones that I just gave you Instead I was going to tell you about two types. Let me show you the other one first Before I go on so tell me about a time when you made a mistake or a bad decision Um, how did you handle it and what did you learn? So a great answer for me that's going to get that top score is speaks to a specific example So something that they really did they give an example of they tell you about a person or a time They they have some Details about it. Otherwise, they might say something like um, something generic like well Sometimes when I make bad decisions, I have to go back and rethink them And they're not giving you an example of a time. They're just giving you some Generic how they handle bad decisions and this is going to the right. They're giving you the right answer again So you want to watch for that and ask for will do you have an example of that? And if they do they'll give it to you if not, they don't know how to answer this question at all They're going to give you something in this number two Category or they're going to give it to you in this number one category. They're going to stay Speaking generally or they're going to say, I don't know. I don't have anything specific They'll have a reason why they can't give you something specific And so that would get a one score for me now These answers and these columns are for my company For what I care about and what I'm looking for and my employees You would not take this spreadsheet And use my exact answers. You would not use these exact answers for three two and one Because what you're looking for is not the same thing as what I'm looking for in my employees Chances are good. Now there are some things that we're looking for that are very very similar But a lot of the things that we're looking for are different to be able to fit in with our culture and our core employees So you that's why you have to design one of the reasons why you want to design the answers in advance All right Another reason why you want to design the answers in advance is because I said people are really good At giving you answers and there are some people That are really good at doing a couple of things. One is mirroring. Have you guys heard of mirroring? Mirroring is when the person who's talking you ask a question. They're talking to you They are acting the same way that you're acting So if you're acting very calm and cool and asking questions and not using a lot of hand motions That's how they're going to respond And when they respond in that way, I'm mirroring now somebody like that You're going to feel like those people are smarter. They get it. They're just like you and you're going to like them more Where if you're a really calm person and somebody like me comes in it's just like, oh my gosh all over the place You're like, I hate this person. I don't even care what her answers are She's obnoxious. I got to get rid of her Why wouldn't we be looking for something different than you would be for the same job position? Because our companies are different even though we are all cleaning We are looking for different things in how people clean some people are looking for very high energy people They're real smiling going to go into a job and say hi, mrs. Johnson and chit chat with them and talk with them while they're cleaning Other companies are like no, I don't want people. They're going to talk to my customers at all I want them to walk in kind of slowly sedately smile. Hi, mrs. Johnson and get to work and Smile and nod smile and nod two very different types of companies. So Very different. We have a lot more going on with our team members than just cleaning a lot more than cleaning is just cleaning is going on customer service is huge The how much energy we want people to have How much we want people to think you might want people in your company To every time there's a problem you might want them to call the office and get the right answer In my company. I don't want anybody ever calling my office for the right answer I want them to be able to figure out what the right answer probably is and I want them to go with that Do that and so I have to hire a different person than you do You have to hire somebody that is really good at just doing what they're told and nothing else Me I don't want people that just do what they're told and nothing else Those people aren't going to be able to function in my my environment All right, that's just a couple of examples Susan. I hope that's helpful All right, so I want to before I go into the questions I am I will send you guys these questions. So we're not going to go over them all But before I get into that I want to show a couple more things So on the left hand side, you see that these are some of these are highlighted In my company. I have six of these that are highlighted and those questions have to be asked every single interview So no matter who it is you have to ask these questions if you are the interviewer Because these are critical for our company You might want to have those for your company as well, but total on here. There are 18 different questions Sorry I thought it was quiet enough in the drawer, but that's not There are 18 questions on ours and you They might want to ask more questions. They can maybe they need a little bit more clarity about somebody They're really liking this person. They just want to get to know them better lots of different reasons why they might want to ask more questions All right, so When you ask a question over here you would put the score That's what you're seeing here is you're seeing what their actual score was they asked the question This is the answer that they got something similar They didn't ask any clarifying questions. Maybe they did in this case They didn't this example and so they've given this person a one How this form works is I just want to show you the structure first before we move on As you'll see these scores that are on all of the questions that we did ask Go down Okay, and you'll see on this one. There's 18 questions On this one Here on the final score It will automatically total up everything then what you're looking for is what is just the average score of all of these So you would just take this Two screens is so hard Two screens is no hard job. I'm just saying You would see up here in the formula You're lucky you don't have three I know You see up here where it says 12 you would change this number To however many questions that you have in this case we had 12 and so that's what we're getting. That's how we're getting our total I want to really quickly show you on the scoring page For those of you that do and then we'll hit some questions Do scoring so first the scoring of the overview pops in right here For those of you that do disc or values or anything else Have them on your scoring page so that you get a total score And then let the form tell you whether or not you hire someone The reason why you do this Is because it is so easy to be persuaded that we like someone that really had crud answers And on the flip side, it's really easy to think we don't like someone because of the way that they look All right, so look for who you do like Based on these scores All right, so that's all that's in here now For example, these this again is my company And these are the people that i'm looking for the people that are going to get a high score for me are people that have That are i s i c s i c i s c or s That is for this this position that i'm looking for right here And here's a and actually this is not true. This must be for Some type of a sales position or something the scoring is because I prefer sc is my favorite of all time Um technician or cleaning professional. I love s c is in there. I mean are they all Yeah I think that this is shouldn't have been on here this s c shouldn't have been should should have started with the c s So but I do like c s as well. I just prefer an sc Um, and then these are other ones and again You would set these up according to your company and what you're looking for not my company and what i'm looking for These are I think based on the tony robbins disc assessment that you guys have heard me mention Plenty of times Uh, let's see employee with the ability to work in a home not stay hidden while on a job Stay in a bathroom or any room as they don't have the confidence to be oh, yeah, that's a really good example kim I think you posted something in facebook recently about disc profiles that are the good fits or bad fits for various positions No, that was the mma group, tom Thank you Well, anyway One thing in there was like i'm a dc and I was looking it's like god. I suck at everything and you know One there as well, so Make a good technician though tom I'm not going to make a great technician, right on that same thing that you're talking about tom one thing you might have noticed Is sc There are a lot of sc's you can't go wrong with an sc can you they're very Adaptable they can do Yeah, very very adaptable All right, so this point that i'm trying to make is just make sure that the your interviewing Is is as objective as possible because we just get tricked if you Have had the situation or the experience where you hire someone and then three weeks in they're like a completely different person Then you thought you hired you need to have a more objective System for hiring people All right, i'm just going to run down a couple of questions there real quick because we only have a little bit of time And i've got two relationship building quest. Oh, I sorry y'all I said there were two things first is tell me about a time Where you're explaining the type of question one is tell me about a time where they're giving you a real life example And then the other question is around That works really well is about their Personal a Their personal belief system So let me give you an example of one of those Second screen second screen And I lost the questions again, didn't I Okay, tom, how am I losing the questions? I don't know somehow that His thing Yeah Yeah All right, here's an example How do you think the average person handles conflict frustration and or upset? right, so This is an example of a question that you can ask Where it is not about a specific time that they were in Um dealt with this because they know what the right answer is there But people are not as as confident about telling Understanding what you're looking for when you ask them what the average person It does or thinks or behaves so they will tend to give you a a better idea of how they think about the world and Themselves in in contrast to that so for example in this they might say How do you think the average person handles conflict frustration and or upset? They might say something like Well, I think for the most part that people try really hard to not have a lot of conflict Conflict that if they do they'll go and talk to the person because they want to make sure that Everybody gets heard in a situation, etc So and then they'll probably tell you I'm like that too So it gives you better insight into how they really are based on Using the other people as a touch point All right, I can't go into more of that because we only have one minute left Hopefully you guys we left up enough of these questions for long enough that you guys would be able to see a bunch of them and Again, reach out. Liz at cleaning profit builders.com if you're interested in getting a list and I'll send it to you and if you want to know A more about those types of questions and where they come from this is Uh, they say this horse book the eq interview This book doesn't have as many that I mean the The the questions that I'm giving you guys don't have as many from this book as the book Hiring for attitude Hiring for attitude is where most of them come from and Also from mel climb in. Yep. There's the hiring for attitude Everything's messed up now Is that because you have so many screens too many screens So hurry for attitude and mel climb in higher Higher slow fire fast or something like that. Yeah, is that the name of the book though? I think so, okay We'll find it here in just a second because we love mel we got to get that Now has awesome information awesome resources One of the one of the questions out of the first book that that I shared was uh, I can't even remember what they're testing for with the with the with their purposes, but it's Tell me something you did that you're not particularly proud of. Yeah, and it's amazing What people will tell you it's a it's a good question. It's in this list It's on this spreadsheet. It's one of the questions So sometimes you don't want to hear the stuff that people say just heads up on that All right. Well was good Today you guys tell me if this was a useful topic for monday Tom and I are looking there. It is higher tough managing. Yeah All right, um, just give me a yes or a no or a I don't know we are looking for Good topics moving forward that we are hoping Will be helpful to you guys So it would be great if you guys could give me that we are ending our broadcast here real soon Good. Thank you, Susan. I'm glad that was great for you and then Yay, Kim. Good glad to hear it. I know we can't get through everything. There's so much in this topic But i'm glad it was great for you if anybody was like no, this was not helpful. Please Anybody that knows me knows that I am the queen of loving negative feedback So please tell me No, and and why it wasn't okay. Good. Thanks Robin What are we talking about on wednesday tom? I know we got to get out of here though Uh, matt rickets is going to be joining us and we're going to be picking up all the same theme here, but Earlier on we were talking about being flexible and and and doing things to make yourself a more attractive employer We're going to be picking up on that in terms of how to actually manage those processes to be the employer that your Uh, perspective employees want you to be Nice from an operation standpoint. Yeah, I think it's going to be useful It's stuff that we're in the process of trying to figure out for ourselves So part of it might be a little bit of brainstorming uh exercise We are uh done for today That's that's it. Oh, I got okay guys. Have a good evening. We'll be back wednesday if i've called you Bye y'all