 Hi, good afternoon everybody time Stuart here. I'm with Liz Trotter. Hello. Where are you? Hello Monday afternoon big week this week feeling good a lot of people excited Customers are coming back things are happening. We got a really special guest today That's going to help us with the other side of that equation How some of the one of the most successful and established companies out there that focus on recruiting? blue sky services Sean day is is a Big part of that organization leaves that effort and he's going to share with us kind of some of the inside secrets of What they learn and what they figured out and things that they know that can help all of us build the workforce that we want to build in a Post I'm gonna say post-covid kind of a mid-covid 19 world. Hey Sean. How are you today really well time? How are you Liz? How are you? I'm good. I'm so excited that you're here Sean I know this is like a like an evergreen topic and right now it's even harder for a lot of people I'm specifically thinking of one of my Success mastermind members that lives on the East Coast and she's really struggling So I'm on the West Coast and we seem to be having a little bit easier of a time But I'm so excited for all your great advice and ideas and suggestions I'm waiting for every Not waiting. I I know that so many of our people are just like Waiting to get answers. They feel so lost, you know It could be a tricky thing It's always a tricky thing to recruit but there's there's certain fundamentals that really never go away Just like everything else There's what they're there. There's changes. It does change quite a bit It's I always tell people it's so parallel to sales and marketing in so many different ways And I've got you know a lot of experience in sales and management and stuff like that as well So I I just always if you can take a step back and think of it just like sales There's this urgency When some prospect calls you and you do certain things and then some you don't want to have as customers some you do Yeah, you kind of feel your way through that. It's very similar with recruiting, right? And it's very urgent and you want to find out who's going to work for your company and who isn't and There's a lot of moving parts to that but that's in general what I tell people to think about There's so much going on, you know within our businesses right now and Okay, I'm gonna get out of the way Liz. We're dealing with so many Unprecedented events and just aspects of running a business right now and some of them really have had an impact on the recruiting side What do you what are you seeing out there? I mean, I know that you work with with companies all over the country are Are you guys are you guys busy busier than normal white? What what's going on in the recruiting world? great question we we kind of died a little bit in April Exterior cleaning and and in lawn services and things outside of the home We're going pretty well still but the interior stuff was hurting You know, we own cleaning companies as well. They'll both exterior interior So we don't just recruit but we own cleaning companies as well And so that that's you know a lot of the main services and a lot of the residential cleaning kind of kind of pause Let's pause. Let's pause. Let's pause So we slowed down drastically about Five to seven days into May all of a sudden. I mean literally like a bell went off 15 clients are like we're ready to go again. So I mean it just it just came bumping back hard and we're we've never been busier we Probably were up 75% 80% and in like three weeks time Which was obviously which which we were very fortunate. I always say, you know, my friends know that I'm very Lucky people that don't know me. I let them know how brilliant I am with things. All right So so I Always think of you guys as friends So I know what which into that to that from your on but but we we were able to you know with the PPP money We were able to hire back. I think three or four of our just recruiting employees and a week prior to that And all of a sudden we were ready to go and we're we're at full capacity looking to hire again. So So to your point Tom, that's what that's how we are right now and with our own cleaning companies I mean, we're busy, you know, I think Dan Out in Minnesota We've got a really nice window cleaning company out of there with about 10 or 11 window cleaning tax And I mean they're doing tons of business out there right now So do you are you talking to people that say that they have have jobs and have herms to clean and they just don't have enough people to Do them that's where we've kind of flipped to yeah And the demand came back just a little bit and then all of a sudden just exactly I think the demand just really came Hard and everybody was a little bit behind the eight ball of knowing that, you know, I was I I We were kind of ready for it just because the PP money happened to be the PPP money happened to be You know really good timing for us to hire some people back not everybody was fortunate enough maybe for that But I think you know, you guys certainly helped a lot of people out. I watched a lot of the stuff you had on on your channels and So so right now worse. We're here's sort of the dynamic, you know We always talk about matching capacity and demand capacity is it's basically your cleaners or your your staff and Matching that demand so that the demand being how many clients so much time you need to clean clients and so on and so right now At work, but almost 14% unemployment But it still feels in some parts of the country like it's about 4% unemployment Still because we're still having some trouble in certain areas and Liz to your point on the east coast There are a couple places out there that are still tough right now Yeah, yeah, that's what I'm hearing. So I'm I'm glad that you're speaking to that And I like what you said for a lot of people. It still feels like 4% unemployment. Yeah, we I keep saying, you know Gosh, it's gonna flip as soon as the unemployment monies start, you know Yeah, and going away and hopefully we're all gonna be in a much better Physician, but for now it's still Another friend business owner that is losing her operations manager and she has She's been with her for five years and It is a really amazing operations manager on top of that and so she's know a little She's probably not as stressy as she should be because she is always so optimistic It's a little scary, you know And it is a little nerve-wracking just hoping That those all those good names are gonna start popping Was a employees what happened what what at least we saw happen was you had about a two-week window of Getting that a employee now These are people that had applications there You know or not application, but the resumes and things like that put together ready to go that did not ever maybe file unemployment Don't want to file unemployment. That's just not their character That's not their nature and that's not something they've ever done And so they those people got hired up pretty quickly in about a two-week span When states started to open up around the country, that's what we saw Happened with our own company and also with our clients and then it's sort of calm down again And I think it's I think we're gonna have another about two-week window coming up Literally maybe in the next week and a half or so and I think I think day cares are gonna start to open up And that's gonna be one of the biggest things that people need to watch in your state when that opens up There's some people that are gonna be able to come out of the woodwork and come to work a lot of people You're lips to God's ears. They are shown. I like it. Yeah, we do we do have a question on here Sean Audra is saying many businesses business mentors say hire slow and fire fast No, no Here's what I say, okay much technology We've got you know if you get a system down who who out there hasn't heard all of us all three of us Preaching about systems and processes. I mean, that's you know, that's like synergy that word's been around a long time All right, we got to come up with new words, but but as I say there's certain Fundamental things that will never go away and processes and systems are one of them If you have that down why on earth are you hiring slow? Who in who in their right mind wants to hire slow? I say hire fast Fire fast, that's what I Just hire slow stuff. I mean, you know We have here's some you know We screwed up a lot of things and learned a lot of lessons along the way And one of the things that happened I had a cleaning company for 20 years and I sold it to blue sky services and that's how I'm involved in sort of the background of me being part of blue sky services and then you know what part of my job was is to Kind of put together the creating house cleaning business model a little bit with it and then we started to think how we're gonna grow this thing Well, let's go, you know buy a couple companies and then we found out real quick how terrible we weren't recruited because when you buy a company Not everybody around for a long time You know, we there's like there's one we bought that was that had a lot of cleaning tax and all of a sudden seven left Right right behind Kathy and George they were just because Kathy and George are no longer with us And that and so we had to get good at it. And one of the things that I learned through that process was You need if you can't if you need to hire more than one or two people a month for sure If you don't have a system that's automated You're in trouble. I don't know how you can do it unless you have some automation in your process And I Do have to say though Sean one one area that like if I'm gonna be hiring for something a position like the Operations manager. I might I might hire a little bit slower there And I might be a little bit more careful because even though I might have systems for hiring I don't have a lot of confidence That my system for hiring is going to produce the best applicant for that position I'm pretty confident with my professional position But operations manager or something. I don't know more practice I mean, that's something that we're doing on a more regular basis, but And plus it's leverage position like an operations manager is something that You don't want to make an impulse buy unit because making a bad choice there can You know it takes months to get that unwound. Yeah That's for sure. What one thing One of the things quickly that and you're right I off I a lot of times I always think of just because I do so much recruiting for cleaning tax That's really where my focus and mind is most of the time Although we've done I placed a ton of operations managers sales people especially the exterior and in lawn service and stuff like that are really looking for a lot of sales people and And I think I think home cleaning touches that a little bit But I think that's going to get bigger and bigger and bigger with the main services and and I think it's a very difficult thing to for us to figure out but I think you know There I felt a company out in Baltimore area a power washing company Hired ten technicians in one month and five sales people in one month And he still has for the sales people and the majority of the tax and he grew I mean through the roof Obviously, then we had to get him an operations manager and that sort of thing But it wasn't you're right Liz text not a problem We took our time on the operations manager a little bit and the sales end of it as well And those are a little bit different birds. I mean, you know, we you don't always you know in a cleaning company or a service company You don't always look for operations manager to Tom's point. And in fact in April, you know We thought the other buzz word you have to pivot, right? So I I pivoted like a cartoon character real quick when I percent of our business go away. Here's how crazy it was. I ended up stumbling into Recruiting nurses and truck drivers in Canada. So so that we want to talk about a whole different World and so in sales and sales people like territory sales managers at at a big Concrete company that sells like these half million dollar machines. It was a whole different world But but you know, that's a month a lot of month type of recruiting and placing one person But in that arena also, you know We'll see a $10,000 check when we place that person, you know Yeah, you know, you don't charge that thought you can't charge that dollar amount to find a window cleaning tech a home cleaning Or something like that You know, it's an hourly wage blue collar type of worker and that's what I love to recruit for that's my that's my heart That's where my passion. Oh, that is why you know, we send people over to you all the time Your name is the first one, right? I'm struggling have you called Sean day you have these guys come on give me a shot We have we have a question here from Leslie She wants to know what you mean by automation when it comes to hiring cleaning tech Sean Can you go into that a little bit more detail for us? That's a great question there So so basically, you know, you can do your automation a few different ways And let me let me I think before you take the automation Or let me let me step back because there's one important issue that you need to really address Prior to the automation because if you don't have application flow There's not a hell of a lot to automate that you got to have application flow, right? So what we tend to see with businesses and we used to do the same thing And it was a one of the learning curves for us was that we tended and a lot of small business owners Because of our frustration with finding bad people, right? Or what we considered, you know These guys state this application states that person states we all have frustrations with employees So what happens is you go on indeed 200 applications come and they all stick That's all I hear that weekly. I hear that every week So so what tends to happen is we want to we want to put a job description together That says if you do this summer you can't work here if you do that you can't work here And you we know you stink already. You're screening people out now. Now think about this for a minute I was saying at the beginning it is It's a lot like sales recruiting is how do you run your ads for perspective clients if you don't want to pay full price? Or you don't pay me or you don't scream about it to be getting your market love them And you what you want to let them know you're gonna work your rear end off for them You're gonna appreciate them. Those are the things you need to do with employees as well Your job description and should match your culture whatever that should be, right? We all want people to show up We all want them to make our customers happy. I mean, there's not a company that doesn't want that But keep that funnel nice and big on top and just make sure that you get as many Applications as you can and with us we can go through Thousands of applications while I'm in bed sleeping think about it, you know, and it our our systems automated where it weeds them out So how do you automate right? That's her question. Let me answer it Very direct. There's basically kind of two ways one is And I think the easiest way is to go find yourself an application tracking system There's hundreds of them out there. Okay, there's we happen to use career plug That's one of them. There's there's all kinds of up. There's Zoho There's all kinds of different application tracking systems Look that up Google it and you'll you'll have fun going through five pages of application tracking systems But what an application tracking system and basically is this you put an ad out there on indeed or Facebook or something and Jane or Joe clicks on it because they're interested in the job and it redirects them redirects them into your application tracking system Automatically that's number one automation number number two part of that is you could make certain questions and all these other things We have 35 questions that they have to answer that are industry-specific That are very very specific to through our cleaning companies to the cleaning industry And so they click and add it automatically sends them into the system They automatically have to answer the questions and then they hit submit that automatically it will give us a score So while I'm in church while with my family while I'm sleeping I'm getting applications with scores if they're not in a certain score they get an email that says thanks go away It's much more professional than that nicer But we make them go away if they have a certain score above then we take them on to do more Now that's one way to do it the other way that you can do it is there's things like you can probably do a Google Forms if you have service autopilot, there's some automation in there with some forms You know, so I don't know enough about that because I didn't like that when I did try it It wasn't what I wanted, but it will automate some things for you So if you look up certain things with Google Forms and some other things you can do that Is the communication through this automation primarily done through email Text and email we like to text You know, whatever this you guys probably all heard the data with that right here at 95% of the people will look at a text And probably respond compared to emails what 30% or somewhere in there? Maybe 10% 30% There's really no chance of going into a spam folder or junk or get blocked and you know with tax So we can we don't we definitely like the text, but we do both is the text automated it is yes, so Are people like able to fill out an application in text or how does it work? Well, the base not really that I know of and I don't know that there'd be an advantage to that But what what you can do is they can do at 80. I think it's 80 or 85% of the people now Not just blue collar hourly labor, but 85% of the people apply for jobs on their phones now So everything we do is very mobile friendly very device friendly Not just with iOS not just with windows But we're very friendly with all devices and that's how most platforms are or If you really want to make sure though Tom, but that's the case because I don't know that all are but I would say a lot of the majority of them Are very mobile friendly. So it is device friendly and mobile friendly, but the communication back and forth We like to use tax So Sean one of the things you said was that you asked about 35 questions to ask all 35 questions through tax No, we it's basically part of their application. So we completely Our application doesn't look like anybody else's unless you're a client of ours I mean, we will ask stuff like let me let me give you a couple examples that are I like this one because Let me tell you why I've got some data behind this one. So this one. I call it What if what if we hired you which of these three things would tick you off the most basically that's the question They can't come up with their own answer. I have three choices. It's a b or c you need to choose one Example on this. I love these. So one of them is if they answer this way This is the lowest score by the way, and you think it wouldn't be maybe okay, but here it is Somebody's always late to work and management or owners never do a thing about it and we consider that okay Yeah, I'm the surface that might seem like we're sure you should be upset about that But here I've got data behind this over the last couple years by talking to past employees E-mailing past employees and some of them telling me to go to hell when they didn't talk to me You know a lot of them did talk to me and current employees that answer this way and some of the managers our production managers and we came and saw this common denominator like you wouldn't believe and The common denominator with that answer was that is your drama king or queen and your gossip king and queen And and if you think about it and by the way the ones that answered in that manner Lasted only about nine months on average with blue sky services before we either fired them or they quit Which is not good. You want obviously more than nine months But we definitely found that to be the drama king or queen and that ruined your culture as everybody knows You can't have people that are drama king and queens or gossipers and I so that's the data behind it And so now you know after a few decades of doing this you got to put your gut feeling into it a little bit and if I think about that question and the answer and the answer again is I Get upset if Somebody's late to work all the time and nothing's ever done about it. I'm telling you I'm gonna be upset on what somebody else Is either doing or not doing okay? That's called gossip and if I'm pissed off about that I'm gonna run my mouth about it and that's gossip. You want to stay? I've got 35 questions like that that are that are really helpless Dissect who who's gonna be good or not and I always joke real quickly and then I'll shut my mouth I always joke and say by the time somebody gets vetted by us and this I mean this and we by the way If we don't talk to them We don't email them and we don't text them and we know a lot about them more than what most of their family Does or most of their friends do before we even communicate with them because of Questions that I guess you've developed over your years of experience and depending on how they answer these questions They might be disqualified or the candidate you wouldn't spend any more time with them and Tom That's exactly right and there's a certain score that we know that there's a certain that that person is Likely to last less than a year with most companies if they get hired that's the data behind it So we don't want that person Well, you know Sean that's one of the things that we teach in foundations is that The the question is less important than the answer and you need to know what the right answer is and what the wrong answer is Them a score and that is like the quickest way that you can you you can Figure out exactly what it is that you're doing The thing too is that it takes the emotion out of it, right? So how many times do you talk to somebody on the phone or and all or even their name? You know if there's a name that you know a couple people or you don't like somebody then you get a We'll get emotional but a lot of different things that takes the emotion out of it, too And and you know you're less likely I think to make mistakes if you go on data than emotions Yeah, absolutely down over emotions that every every day all day long But but you know a lot of times it's hard it's hard to come up with to really really good data so You know That can also be a little tricky. Hey Sean. I have another question here that I see I'm in is I'm Leslie is asking Do you automate anything past the application process? Oh, yeah Yeah, so you go through 35 questions and then and some of the other questions by the way and You could come up with your own is Another set of about 15 maybe 10 questions is if you own the cleaning company And then we have questions with that that uncovers a lot of stuff as well. So yeah, then we have them do five assessments More like the disc type of thing the disc profile or personality or psychological type of assessments those are those aren't ones that we came up with that's outsourced, but it's within the system and For example, we have them do My favorite is emotional stability, right? That's that that's what this assessment is called It's called emotional stability. We want to know, you know, let's face it We hire people that don't have $50,000 in their savings driving courses and have you know 6,000 square foot homes most of the people who hire don't We all have problems that the million dollar question is are you able to come to work and Not have those problems affect your work one way shape or form You know, how can you handle stress at work? Driving is stressful Clients can be stressful working with other human beings can be stressful Construction when you need to be somewhere is stressful your car breaking down is stressful all those things we know That's just one assessment that helps us uncover somebody's ability to handle stress We also have one That I like that is What's the other one I love is Conscientious so it'll tell us how organized they are are they able to follow processes and systems I love that one because I call it the one that tells me whether or not I have to babysit somebody And if I don't have to babysit somebody I'm a happy camper and that that's another one I love and we have five about five of those that they have to go It takes a good hour hour and a half to get through the system before anybody even communicates with you Wow, that is a lot You we started off this discussion about Basically getting candidates getting people to say hey, I might be interested in working with you. You mentioned indeed Are there other? How do you rate the various platforms that are out there in terms of your you know best Outcomes in terms of just getting candidates. I would say probably indeed is here's here's my indeed Here's how I feel about indeed Indeed is Like my 16 year old girlfriend who drove me crazy, but I couldn't live without okay when I was at a high school and I was 16 Oh So we definitely add that and I hope you don't edit that out Tom So so but that's seriously because it's just just FYI Sean. This is life Oh Won't you say this on the internet forever Perfect It's clunky It's not easy. They're the most of them do state that come across but they have a lot They're the largest the one thing that we've found to be very successful with indeed lately lately in the last three weeks That was never like this before was their resume database Searching through their resume database has been a game changer over the last three weeks We're able to go in there and anybody can go in there if as long as you have an account with them It's free to get an account You go into their database and I can find out who updated their resume yesterday Today a week ago a month ago and that's pretty powerful if you think about it because It's pretty unlikely somebody's taking the time to update their resume today or yesterday and that's not looking for a job, right? We know that but we've There's there's something and I may mispronounce this but I know what it is I just may not pronounce it right bullion search B. O. L E a n and it's got these parentheses and these crustaceans and this whole different way that you can search and When I when we're searching for data for resumes, and I'll give you just an example of some things one thing with searching for resumes whether it's in zip recruiter or or or indeed is You know, you don't want to just put house cleaner or window cleaner or whatever you're hiring for whatever because If you do that, you're really limiting the scope or the amount of resumes you can be sifting through I mean literally that can take you from 30 resumes However, if I put in there the word housekeeper It can go up to a thousand resumes if I put both of those in there if I put generally So there's all kinds of things you need to think about that. You know, if you're retail, you know I always I always tell our our clients, you know, how many retail people Why don't you want to hire somebody that works retail or a server at a I mean my mother was Was a waitress or a server my wife was when she was young all and they were some of the two of the harvest working people I ever met my life and I would have hired them in a minute for my house cleaning business and to tell them that they didn't have to work weekends nights and Holidays and Christmas Eve and New Year's Eve and probably make as much money You know, there's there's labor pools that you definitely want to pull from with that. So those that's that's one, but I would say I would say that Craigslist is made a comeback. I would have told you a couple years ago that they were horrible They were gone. They're done, but there's certain things that you can do in Craigslist There's there we put in for example these tags at the very bottom of our our ad and it's made a complete whole Different amount of people applying it was amazing and we put those times in You know, we have to kind of format it a little bit with HTML So that gets a little bit hard to do and tricky We've got it figured out though because we put the system together to do it And we just make it basically invisible to to anybody that looks at the ad when it's there And we have these little keywords on the very bottom and this very small print You can't see that says things like house cleaner and Cleveland cleaning tech and Cleveland general labor and all the key words That somebody might look into and that brings up a lot more We also use Facebook and Facebook groups and all kinds of things like that have been working pretty well for us and our clients Those are our main ones there well, um, so That's pretty much what I'm finding where I am also a lot but again, I'm over on the west coast Are you finding that? Different parts of the country are having different things going on. Yeah, John Yeah, it's been like that It's been like that for for as long as I've been in recruiting though, and I'll tell you there's Salt Lake City for whatever reason is one of the hardest places that we've had to recruit We've got clients there, and I don't know why necessarily Right now on the east coast It is a little bit more difficult right now, and I think maybe And I might be shooting myself in the foot But there's I think there's still a few states that aren't quite as open as the state of Ohio For example where I'm at and Derek's at You know, we've pretty much got everything open but daycare and one or two other things So I think those are some of the things that are a little bit different We find and I don't I'm not trying to be political in any sense I'm just giving you the facts we we found That some of the states that are looking to increase that minimum wage to that 15 or $16 or more Are much more difficult to recruit than the states that aren't looking into that or haven't started to do that There's a lot of major cities that are ready About the minimum wage, you know at $16 an hour. Yep Wow, where is Liz is that? That must be you guys, right? I think Minneapolis is at $15 an hour There's it and some of it isn't by state top some of it's by city too 15. I've heard I haven't heard 16 anywhere We have but 16 we're 16 Sean I don't know where 16 is it's like like a 15 15 then Still a still a high bar very high One of the reason that those are states are were difficult to recruit or those cities that have it Yeah How so you mentioned in like indeed Actually searching resumes. I know a lot of people use indeed. They'll go in and they'll post a job ad Kind of like fishing you throw your bait out there and you wait for, you know Somebody to come along and and and take it and apply But I guess the flip side of it is there's a lot of people out here. They have their resumes So I guess I would look more like hunting as opposed to fishing you need to go out here and So for the people that you guys hire What percentage of them do you get by fishing versus hunting? It's a good question. Um, I would say that right now we're probably getting Probably 30 percent of our application flow from resume database searching Okay, that's significant That's significant. It wasn't like that And and that's that's probably over the last month. So I don't know that that's going to remain the case Um, but it certainly is the case right now We also have And this is it's very expensive for not everybody's going to be able to do it But there's you know, the buzzword artificial intelligence Prior to covet when you're at, you know, there were some places that were a 2 unemployment before covet, right? 3 unemployment was easy to find Um That meant that every single human being that was physically and mentally able to work was working More or less, right the ones that weren't employed. You probably didn't want to employ So what do you do after that? there was a study that I read that said something like 80 percent of the people that answered this study or they that answer a survey in this study Said that they that they're happy where they're at But they would certainly look at something else if it came their way We call that a passive candidate somebody that's not actively looking for a position But if you could just find them and tap them on the shoulder and say, hey Did you know you didn't have to work week nights weekends and holidays and make as much or more money How do you tap into that person? We do it through artificial intelligence I can go on linkedin for example, which isn't the best place for blue collar workers to hang out But more are there than ever before and linkedin is actually trying to compete with facebook To try to get some more blue collar type of hourly wage blue collar people Wanting to be in the mix on linkedin a little bit more than they've had in the past So I think that's going to be something you're going to want to look into You know sooner than later There's also and we have artificial intelligence where we can go in there and it kind of automatically Pulls up a list where I can go in and say if I make some housekeepers and um, it might pull a list in this area Um, and it'll pull me a list of of housekeepers And those are just people that happen to be you know working at a hotel Or whatever they're doing or maybe working for a cleaning company And I'm going to message them or try to connect with them and I'm going to say, hey I own a cleaning company. How are you blah blah blah? And uh, by the way, uh, do you want a job? Had you ever thought about a job here? I've got a client that offers health benefits that you might not be getting where you're at right now Or and you just kind of get some things going that way Or you know, would you consider looking at another opportunity and then we throw them a link to that? That they click on it redirects them into the application tracking system. They answer the questions It's all automated and boom, but you can't do that unless you have some money to invest Because that's it's not cheap to have our official intelligent Automating and going through the web and scraping, you know websites for it all that Yeah I can see the value, but I can also see how Yeah, it could get it could get pricey trying to build out some of this stuff You're talking you're talking about five or ten thousand dollars Yeah Well, I mean, I guess if you have a nice really big company, then it might make sense for you, right? Right, yeah Let's see. So Shannon we got a let me see what we have going on here Shannon Yep paying fifteen dollars an hour. Yeah, I think a lot of people are paying more than A lot more than minimum wage, but it's just hard if minimum wage is fifteen dollars and you try to pay somebody fifteen dollars They're a funded The fifteen dollar price tag has a whole different connotation depending on you know, what's up with the minimum wage is there Leslie Leslie again. She is on this hiring. Good job. Leslie She wants to know any specific applicant questions that you are willing to share and also what are your five tests That you were that you said that you um do Sean I heard the first part of that Liz. I'll give some questions. What was the second question? She also wanted to know what are the five tests Oh Um, okay, so I answer the first one first um What I can do is I can if you either want to message me Or uh, you know through facebook or if you want me to put a link up there Tom or Liz however you want to work this out. I'll be happy to give a free. Um, we gave it out at The ice arse convention When I did some things with uh There it's a blueprint. It's about 35 pages. It's a blueprint It'll give you the most of the questions we ask It will basically have every it'll have our system And you can if you want to if you have the time and you know, it took me It took me about a year to put ours together So literally, uh, so I'll I'll be happy to give that away pretty of your audience or anybody that question You know what we could do. We're kind of making this up on the fly here, but I'm sure uh cleaning business today would be happy to Sponsor a webinar and basically create an audience for you where you could You know get into more details, you know Deeper than what we normally would with with smart business modes if people want to get into that But also if you could give tom that link that would be awesome. Sean That is a secret special Page on or cleaning this is today just for smart business moves that that that we could post that in Okay, yeah It's the basically the system we use but there's there's just there's you know Some of the questions that you want to ask let me I'll just give one more example. Maybe is um Um, you know, we want to ask a question like this. Are you more comfortable? Um, uh, you know knowing you're getting off at five o'clock every day Or are you okay that you might get off at one you might get off at three you might get off at six And obviously in our industry, you're not going to get off at five o'clock every day. That's one example I mean, you don't you you shouldn't even look at somebody that says five o'clock is when I need to get off Yeah, I need to know when I'm getting off every day Yeah, you we can't do that in this business. We just can't there's you know, there's so that's one You know, I carry I didn't come up with this one But this one I almost fell out of my chair when I got the data behind this one. I didn't come up with the question It's it's a question, you know, very easy on a scale from one to ten rate your luck in life right and um, so what had happened was we found and there's two exceptions to the world I'll tell you what those are but we found people that answered a six or below Literally lasted a whopping three months or less with our company If they answered that their luck in life was under us at six or below And what we and we always ask him to tell us why and and that person basically as most of you might be able to guess is They don't take ownership in anything. They have all the bad luck in the world Nobody else does it has nothing to do with their actions has nothing to do with their choices in life It's as well as me and the cloud follows me everywhere. Everybody else is lucky. I'm not you don't want somebody like that That's going to bring everybody else down The two exceptions very quickly are every now and again We'll get somebody that says, you know, my mother just passed away of cancer You know some very some kind of one off horrible things happen to them And we you know, we take exception to that the other one actually is the best answer And we rate this one very high. Usually we will get maybe either the number five Which is right in the middle or zero But they follow it up and say something like this. I don't believe in luck I believe in working my rear end off and I get what I deserve and sometimes I don't get what I deserve But I just keep jogging along. That's the human being. I love the higher The five assessment questions I'll uh, it'll be in the link that uh, that are that are on there Uh, when we get if you want to get the blueprint that we have, uh, those are in there That that sounds great. I I think that would be a huge benefit for people Sean A lot of times I think people get we all get stuck right in one part of the process For whatever reason where we're going along, but this part just seems too hard or yeah, Leslie saying thank you Sean That's the main point She must be like me right stuck in one part of the process So it feels good to have like a a process of play it out that that makes good sense. Yeah You know Sean since we do smart business moves every day here at five o'clock eastern on facebook I should probably just Ask about facebook from a recruiting standpoint. I think it's As a cleaning business owner. How should I be looking at facebook as a recruiting tool? I think a couple things one is I think you need to join go ahead do a search for Jobs in your area Put your put the lens on of a person looking for a job Okay, because that's what you want to know you want to be able to read their mind and figure out what they want So we go into different groups on facebook that basically Are posting jobs in that specific geographic area And we'll we'll start to interact a little bit there We'll start to maybe message a couple people that look like You know, they'd be somebody we would Want to communicate with we'll post our link up there. We'll post jobs up there But we also sponsor some jobs On facebook where we might spend $50 over five days and it might catch maybe five to ten thousand people And they literally will apply on facebook Facebook's not real good platform for making it automated They make it really difficult to get it get out of facebook because they want to keep everybody in their platform So it's a bit clunky. I don't like it, but it's it's effective enough where we spend time doing that on behalf of our clients It doesn't integrate well with your applicant tracking system Yeah, it posts well so I can you know in our application tracking system when we post one job in there It'll automatically post to dozens of different places including facebook Um, so that's that's nice But when somebody applies on facebook and sees an ad of ours on facebook It stays in facebook We got to go section out of facebook and put a link up there and it's not automated and it's got to go Then they have to click on it then it becomes automated from there Facebook's just one One of the things that we talked about shon Before we got on this call was you said that there are certain things That people have to watch out for mistakes that that they made kind of routinely And that uh, you had some ideas to watch out for these potential pitfalls. Yeah What are some of those a couple? I mentioned a few and sprinkled a few throughout But get if let's go back to indeed for a minute everybody that has an ad account um Has a rep that you might not know it because they're they're not They don't really connect real well with their clients um Get ahold of your rep and ask as many questions as you can about the platform One of the things that I found out which I don't know how you would find out unless you talk to your rep And he and he or she was good was I used to have a standing call every monday with my indeed rep. I wanted to know what changed not 10 months ago. I want to know what changed this week and last week Um, and I still stay in touch with him But one of the things was in a job title and indeed If you have more than a certain amount of characters So a letter a dash A quote characters, right? If you had a certain amount too many it would kill your application flow by 35 That's that's how their system ran. I don't know. I think it's 35, but don't quote me on that 35 I think it's the number but don't quote me on that Also, if it's Less than a certain amount if it's not long enough It will harm you the same thing within the job description if you have too long of a job description App flow dies if you have too short of a job description app flow dies Oh, and does that change so Is that what you're saying shon that that changes so you want to stay in touch with your rep and make sure that you're Whatever the freshest info is that's that's one thing I learned by talking to my rock So my one of my kind of golden nuggets would be to talk to your rep at Whether it's zip recruiter or wherever, you know, you're using indeed I would highly recommend using indeed for sure zip recruiter. I've gone back and forth on right now We're not using them very much. They haven't been very, you know We spent a lot of money trying to figure something out with them And we just aren't happy with the zip recruiter at all the customer service is great The people are great, but the you know, that's fine But if you're not getting me application flow that I need I don't care how nice yara can't use you so one of the other things is Indeed used to be Really nice with post something free and you still got a bunch of application flow They're doing something and they're not announcing it, but there's no doubt the data has changed That's not just because of coven They can only survive so long on free jobs They make their money when you pay them to sponsor jobs They're changing something in their system. I don't know what but uh more and more and more We are we're always sponsoring jobs now. We don't do we we here here's here's a really big golden nugget with indeed Sponsor the free stuff for at least a week. You should get some pretty good application flow After two weeks, you should be okay after that sponsor for two weeks and stop Request and repost the job right like it's a brand new job Free you'll be good for a week or two sponsor for two weeks. Never ever you could actually harm yourself sponsoring it right away Here's what people do they say I'm gonna throw $100 at that And normally it's set up you can set it up monthly Or you can set it up by the day a lot of people $10 a day or so Well, if you do that You can say let's say you did it today's monday and it's $10 a day Well By by eight o'clock in the morning. You might have spent that $10 Because it doesn't go very far if you would have posted it free You would have been on page one probably in the top three to five for the week So don't sponsor anything I highly suggest For the first week at least i'm indeed if you start to see your application flow really diminish That's that's a bell that says time to boost but then after 30 days go back Close the job out completely Repost it like a brand new job and it'll come right back on top again for you Oh, okay. That's that's a good little hint right there too. Sean. Yep. Yeah, that's really good um one of the things that I Have seen happening for a lot of people lately um, there are a few things so The new thing is when you're writing your ads write everything that's great about your company And so give like the first thing is like ten bullet points of what's great about your company But one of the things i'm noticing is people are putting things in there that are not necessarily Here's my favorite one that I see um Fun place to work But then people come in and on day one All business right because your uniform is this here's that and people are like this is not a fun place to work And so they're they're struggling in that in that way, so I just did a one of our facebook lives that we do it like I said every thursday night 90s During we do a facebook live. I've got a group called blue collar recruited. That's what we talk about All right, we got a tom gonna put that hold on just a second. Sean. Tom. Can you put that link up for us and um our secret? Sure Give me an email with all kinds Yep, and all we do is talk about I shouldn't say recruiting because we talk about sales and some other things too, but Um culture is huge right and that's to liz's point. We're talking about culture I have everybody that wants to do business with us and have us recruit for them Okay, I have them fill out a company profile One of the questions is I want you to describe what your culture is nine If if if you can't match your culture with what you're putting in a job description You're not good that employee is never going to last. You're not going to retain that employee I don't care what you do. How many times you're right. I I can't tell you how many times they either heard Um from people that we said we'll we'll follow up and say hey, how's the job going? Well, I don't know I don't think I'm gonna ask very long. Here's what happened on day one. I came to work. There's five people out smoking Saying the f word left and right doing this one and and complaining about the job You know and then I'm going Okay, that that wasn't in the job description at all. I remember putting together A little smoking you swearing thing in there That's just not good. We we actually like it when somebody, you know I apologize because I've been out of the day to day stuff with the cleaning end But when I wasn't we used to sign one person If we knew somebody was coming in that day for the first day of work that person stood by the door And their only job in the morning was to stand by the door and treat that person coming in Like they were the queen of England and that person you go out if you think if you know That's the new person you open the door You run out to them and shake their hand and ask them and introduce yourself You used to shake their hand in a covid world. Yeah Now you're just We're we're we're up against the hour here. So I'm going to as we're kind of wrapping up just share real quick Um, this is our new format and Sean I don't know if you know this or not, but we changed the format of smart business moves and we're putting out Like in a um a schedule for the entire week and you are our first Yes, I'm to the new format Please be the first guest of the new format any pig again. All right You know, I hope that you guys like this. Please give us feedback as to how You know how we can can make this even more helpful But you know, we're going to be covering a broader scope topics other than just a covid um daily guests more education As you can see here Sean was our guest today Tomorrow is going to be more getting caught up for the week. You know where uh, I would suspect that by this time tomorrow We'll have more information more guidance on the new PPP law that was passed last week So we're hoping to be more of a deep dive on that and other topics of Things that have happened over the last week Uh followed by wednesday and martha wedward. She rocks She's going to be talking about building culture as you're opening your business back up Paul weber who is a friend of liz's um financial planning for your employees how to help your employees Uh learn financial management and take and build wealth for themselves Preating a win-win for for them and for you and your company And we're going to do on the spot on friday, which is just a rapid fire Q&A process where you guys ask a question and Liz myself and a special guest that we can't tell you who it's going to be We'll all have one minute We'll have a timer that we'll use to each use one minute to answer the question and when that minute's up We have to quit and it goes to the next person And it's uh something that we do in foundations have done it for a number of years and it's really awesome and We're going to incorporate that into smart business moves um Anything on that liz that uh, I need to expand upon No, I just need to say to leslie leslie. I'm so sorry. We ran out of time today. I maybe hit shon up Um, uh, on facebook and i'm sure he'll he'll expand for you I know that we do need to get to the new platform is fresh today right tom. Oh it is. Um Um Here's a clean business today. Here's our link with all of the uh super special stuff that we share on smart business moves and john's gonna give us some information and what we'll post that here and Anybody who's signed up for for a class either the kovie class or the or phc Should have gotten an email today If uh, you've been a student you've gotten an email if you are an administrator for your company You have gotten a separate email and the side of those emails were links to videos in terms of how to use the new platform How to set up your account and how to get going? um, I know there's been a couple of questions today a few questions that have come in and I I'm in of them. I am of the understanding that we're uh doing a good job of answering those If anybody's having any trouble or whatever, please uh hit us up either at help at moderncleaning.com That's probably the best way to let us know and uh, we'll we'll be glad to help you through that That's all I got Liz. All right. That's great. Actually, we said we could go up to two minutes late So shawnd you can you answer this question in two minutes? Leslie says I pay per click so i'm confused by the sponsor verbiage I don't pay to post a job just for each applicant. Can you clarify please? Well pay per click is when Is what it sounds like and that is somebody will see your job on there click on the job And you'll get charged for that And it's charged on a certain average. So if it's different in Cleveland, Ohio than it might be in los angeles Uh, it could be five dollars per application Uh, it could be it could be two dollars. So if you're only sponsoring ten dollars a day That could literally mean only three applications for that day and then your job is no longer posted on indeed So hopefully that explains it Or if it's free, it's there might not be as high but they don't take it down, right? It'll stay there usually in the you know, if you know what you're doing with job descriptions and key words It'll stay there on top Maybe the top three to five at least on page one for for a week or so And then after that it could start to really drop down and week two, you know, you might find it on page two Okay, hopefully that cleared it up Leslie. I'm gonna say very quickly. I answer that in less than two minutes I got one more thing I want to say Tom I'm gonna give you a link and if anybody wants to find out more about our service There's a bunch of big discounts specifically on that link for your listeners and your students That they're gonna save a ton of dough. It's only for you guys though It's see me I don't know. I'll just give it to you. You do what you want with it We'll help as many people as we can and if you don't want to do anything. That's fine, too Perfect. Thanks so much Thank you guys Thank you guys And we'll see you tomorrow at five o'clock Eastern. Bye. Bye