 Hey, good afternoon everybody Tom Stewart here. I'm with Liz Trotter. Our guest today is Dom Williams. It's a smart business moves How's everyone doing today? I'm tired. You're tired You look exhausted Thanks, thanks for that. You look like five bucks Well, I'm doing well, I'm happy to be here Yeah, good. Oh, what a cute little tiny water. I That's a baby water It is but it makes sure that the kids and the people that don't like water so much drinks at all. So it's good Oh, okay. Yeah. Oh, that drives me nuts. Yeah Like liter-sized bottles they take a sip out of it, mm-hmm Well, it would drive me nuts except I just look at it as more water for me I just drink the ends of everybody else's Yeah, that's how we get COVID Yeah, it's not a good plan you're going around emptying everybody's bottle into One big work Actually, no, I usually just move my straw from bottle to bottle. You see me do this Tom Sorry to say I have yes bottle to bottle Whoever has an empty bottle. Yeah, that's pretty much the one that I used there All right, so what what happened over the weekend? Anything did anything in the news anything blow up There was some snow stuff going on in various parts of the country. How are you guys faring up in Kokomo? It is just cold if there's no snow on the ground. I think we had flurries two days ago That's it. Oh, okay. We had a snow not like we haven't had a real snow yet Are you knocking on wood over there Dom? Are you just challenging? I was I was up there in November, I guess like just before convention and it snowed I mean it was a lot but the ground got worries Yeah, oh Yeah, we haven't nothing we haven't had to have snow trucks out or anything like that yet I haven't seen snowing. I haven't seen snow in four years Tom he's a braggart. You're just right. Hey, it's snowed nine inches in Greenville today though We had to close stuff down. Wow really Wow Well, we've we've had quite a bit of snow here, too But nothing like Sean day over there in Cleveland two feet in one night Sean you win. Yeah, you told Sean I saw your pictures. I think it was your pictures on Facebook, too Wow, so a lot of snow. We gladly give you that that trophy. Yeah distinction Yeah, and if you can keep it for yourself Just that'd be awesome. Don't share Well Anything else happened. I haven't heard of really anything else. That's why I don't That would be one of the reasons anyway, yeah No, look at me not touching that Now hands off Ah, so Well, we're still on kpis So and got Dom on here going to talk about hire Or from hire who going to talk about some hiring kpis I know people are Interested in hiring like never before You must just be feeling like the most popular guy at the dance right now dom when it comes to hiring, huh Uh somewhat, but there's a lot of pressure, you know, because everyone is out looking for Like that one thing that their business is missing And um, there's just not there's just not just this one thing that's just going to fix your Hiring or your retention and stuff like that during The situation that we're in. Yeah You know that I get that. Oh, so linda says i'm out of focus. Am I out of focus for you guys? Get a little boring I wonder why anything I can do on my end. I look fine to me get faster internet service I have the fastest they have In olympia washington that that's what happens when you live in a city with 23 000 people, I guess All right. I'm sorry y'all. That's that's the best I got then um Do you have anything else open on your computer that maybe would be sucking a little bandwidth I have so much open on my computer. That's a good call. I'll shut everything down shut down facebook and all that other stuff If if you disappear, we'll we'll know why I'm gonna try not to eliminate stream yard Tell me if I get better here I have so many things open so Well, Liz is going down that route. I mean the whole hiring thing certainly has been front and center here for Wow, it seems like forever. I guess uh for the last year or so anyway, huh since covet was uh Was was really a thing Uh-oh, uh-oh got to stop and throw this up here Yeah, thank you paul We're uh, we're rocking it a little bit. It's a little greyer than it used to be but uh, hey, you know gotta play the hand your dealt I like it. I like a little bit of a little bit scrubbed there so I think it looks good All right No, that's the best I can do y'all I closed everything Okay So dom you have a bunch of people coming to you looking for solutions to their hiring problems Yeah, you know everyone's coming thinking that uh, we're going to change the type of people that apply for their company Get the more applications coming in and No one's a part of that unfortunately Yeah, our our industry is what it is So the people that are attracted to our industry are Now I do have to say that this has changed a little bit We have seen the the landscape change a little bit with um, some of the covet Like when covet uh when the government was requiring Uh, vaccinations for people some of the large companies. I'm guessing now that that's off the table It's going to go back to some of the same Pool that we used to see but yeah Yeah, I saw that the other day Yeah I think it's still kind of up in the air if you're in a healthcare setting or working For someone who's getting some federal, you know monies. I think that you still Are expected to uh get a for your your employees to to be vaccinated So I know that we've been seeing a lot of people coming out of the healthcare setting for you know Vaccine being part of it and the other part of it is just you know, it's been a grind so Yeah Bad bad news for for our healthcare system, but you know, maybe good news for us looking to hire people Yeah, we actually had we we do commercial cleaning as well And we've actually had some of our commercial clients come out to us and say, you know, all of our employees along with our vendors Um have to be vaccinated prior to stepping on our ground. So we've actually had For certain cases employees had to be vaccinated to be hired Wow vendors too. I hadn't heard that one. Wow All right That's interesting. I wonder do you have an opportunity maybe to negotiate a higher bill rate for that? um I would Yes, and yes, I would say for for a normal client. Yes, but if I could tell you who the client was No They don't negotiate It's one of those things where We're just thankful to have the client. We're we're thankful to tell people to clean this client to put it that way It's like does it does it does it does a nail negotiate with a hammer? Not really So that's a good tone off that All right, so so You got that one time. All right. Good job. All right. So when we're talking Um, oh, yeah, so paul is saying that some companies are keeping their policies too. Yeah We have seen that here too in olympia that even though it's not required They're keeping it because it's serving them better. They're they're getting more of what they're looking for So that's that's you know, that's a great reason also well, um So, you know, no, I know I know don you spend your time doing several different things I mean you have some real estate ventures you're into and You do both residential and commercial cleaning on a on a very meaningful scale And you have a software product called hire who dot i o that is designed to help companies, uh, I guess applicant tracking system maybe as the The the formal term for for this type of software so You know help us out with with the kpi side of how do we measure Our our hiring process what numbers can can we apply to hiring to see if we're we're improving our outcomes? So I think the I think the first thing, you know as a Business owner we have to do we have to make sure our our funnel is strong So I get a the number one question I get all the time is you know, where should I be posting jobs at where should I be posting? You know my my job postings app and we all have this love and hate relationship with indeed However, we got a post there Okay, it's it's it's it's worthless to really complain about it because they have the most traffic They just do right it's almost like saying if you're trying to do marketing for your business You're not going to make a google page like it it doesn't make any sense, right? so My first recommendation to get your funnel correct is to ensure that your job is posted Everywhere, so so the king of recruiting. Sean is on here That's disapproval Yeah So it just needs to be everywhere, you know There is no one great place every market's different, you know my market for where i'm at facebook works great And some places tell me that they don't get any applications on facebook So the the best way to just go about it is just to make sure your job is posted everywhere That way you can actually even start to get some data to collect Okay, well you're hitting on a Hot point for us dom. We are always big on getting some data to to collect and be able to measure and track and Be able to figure out where you're where you're going to Now one of the kpis that um, since we're talking about kpis that is And it's really simple to to collect and I think is a very critical piece that we all just kind of lose sight of is The the view the conversion rate really that's what it is How many people are actually viewing and looking at your job posting and compared to how many people are actually submitting the application So, uh, I like to call that the conversion rate because you know, that that's really If you're looking at it from a sales end that that's the sale is is to get them to complete that application Right, that's the first step. So, um, what does that number look like? You know, it's it's at four out of ten filling out the application Is it less than that? If it is then we may need to go back and take a look at our actual job ad because something needs to be tweaked all right, so if the number do you have a So hi, I harassed genre this question just last week too Do you have any kind of benchmarks? Or is it are you in this kind of the same boat? It depends on which part of the country you're in etc. What size your business is that kind of stuff? Right, and then the other thing too, it depends on all those things. Do we lose tom? And yeah, I'll be he'll be back for a minute and the other thing too The other thing too. I think it depends on depends on how often you're recruiting right so like for for my cleaning company We recruit a ton Pretty much all the time. We've got the jobs posted. We've got them live and things like that so You can't expect every time the job because some of those views are going to be the same people that are seeing your job so um You know for me, I try to stay around that 40 percent Um conversion rate four out of ten people. I want them to uh apply and submit an application um, and then some jobs it's a lot lower when I post a uh sales position for like my commercial team It's a lot lower because you know There's a lot more risk in that job that when that when they apply for that one. So it just kind of depends on that All right, so I'm I'm guessing that and the answer is It depends you got to start tracking some metrics and you need to know where you are and then be improving If you're not getting results that you want then improve on the numbers you have don't worry about what other people's numbers are Yep, get your own numbers and improve on them and another thing let's do is it it depends on um the time of the year so if um Like january is a really good time for people to start making goals and all that good stuff, right? And a lot of people start job searching as well. So um, you know, because a lot of people will keep that job around the holidays um And then you know some january february can really jump ship. So some people like for my company I've noticed it, you know kind of ticked up a little bit during uh during january Okay, uh, great. I I like that you're um telling us from your own perspective too of your cleaning companies Not just of the the hire who perspective That's helpful hearing about it from both sides kind of at the same time So shawna is saying the same thing that you said about 40 percent is spot on with him too In general and andrew's uh Wanting to hear more about hire who and andrew you hang around we're going to spend some time here at the end to uh Talk about hire who a little bit and how that can help you with your recruiting and hiring process I'll give you all the details. Yeah. Yeah, give you the skinny So right the first kpi that you're saying that people need to track if they're looking at hiring the first very first thing Is the conversion from eyes on site to applications? Correct. Okay, correct Okay And then of course how many applications they're even getting how many people are jumping and even even you know applying actually for the job Okay, so actually the number is the number high enough. All right the number of applicants Okay So really, you know really I guess the whole recruiting And hiring kind of blend into each other. You really can't measure one Without the other On our process flow chart dom just probably should have shared this at the at the beginning We break those out separately Um, but we should probably be doing a lot to measure them together This is kind of the the process flow chart that we've been going through this month And we've done some things in marketing and sales. We talked about recruiting Um, shondae helped us with with recruiting last week. I guess last wednesday the hiring process and the training process You know, we'll get to that but I guess before you can actually even get a good good handle on how to measure How well you're executing from a hiring process. You got to really Go back to your recruiting. Is that the thinking? Correct Okay, that makes sense You gotta have the photo right And and what do you what do you have to say about the quality of The people that are are applying dom. Do you have anything to say about that or is it just Initially We need quantity is our first concern and then we work on quality second. Is there is that okay? So that's really good. I just did a call today and we spent probably 20 minutes talking about this. So, um Basically There was a time where I would always see people's job ads and and in the job ad They were trying to have the applicant Validate whether or not they were a good fit for the job per se Right, they would put in there. Here's my requirements. You got to have a car. You got to do all this all those different things And I don't think that's important Because I do want as many applicants as possible Okay, right I think the part that is is very critical is you got to have your screening setup process So well to where that portion is actually screening the applicants for you That way it doesn't matter whether you get 200 applicants and 100 of them are are crap It's because you got a system in place that's that's automatically screening those for you. Does that make sense? Yeah, so so usually what when I hear a lot of people complain about Oh, you know, I'm posting on indeed. I'm getting a whole bunch of junk It's either because they're spending a lot of money and they're wasting money Or b they're spending a lot of time Filtering through those applications, which is still wasting a whole bunch of money So, you know, I think if you have a process in place that's doing that for you or a A third party or someone doing it besides yourself You actually don't care about about having a ton of applications. You want as many as possible So I would always say quantity. All right so Make sure that you have enough coming in so that you have It sounds like what you're saying is so that your pool is large enough to be able to choose Who you want or if your pool is too tiny you feel constrained to I have to take what comes because that's all I got Yeah, we start making decisions because we have to Yeah, but but you make a point too though that if you're paying for those leads Then you don't want to be spending a lot of money on people who aren't qualified either. I would think so Is there a balance there? so No, I I say my I say I say my Here's all I can talk about is what I do in that sense because everybody's a little bit different I would say when I was a company with you know, three or four employees My thought process was different compared to now You have to if you if you don't have a budget set aside for recruiting That's I think that's the first step Some people are still trying to get away with recruiting for free And they won't they don't realize that those days are are long gone You know if you're recruiting for free right now, then it's just golden for you You know, you're you're one of the lucky ones. So let's charge his money now. Why? Yeah, let's charge his money So, you know, I would just say figure out what your budget is whether that's 500 a month or a thousand dollars a month And then you need to spend it accordingly the same way you would do your marketing budget, you know Whether that's 400 on indeed and 200 on facebook or whatever that is But you know, you only can spend what your budget allows, but that's where I say you start You know, all right, so do you have a And nobody loves these questions. I I recognize that but we have such a wide range of people that are business owners that are watching smart business moves that I feel like it's sometimes more helpful to talk in terms of percentage because if if I'm if we have a company on here And I'm giving you I'm going to ramble for a little bit. So you have a chance to think But we have a company in here that's bringing in, you know, um 100 thousand dollars a year And as 100,000 in revenue and they hear a thousand dollar hiring budget That is a lot different than if we have a three million dollar company on here that's hearing a thousand dollar monthly budget so Rohan, that's such a good question So we'll we'll get to that question because it's an amazing question Rohan All right, so do you have can you help us a little bit with that dumb? What what? Maybe anything I'll I'll give you this that when we're doing marketing for More marketing for clients, right? They usually there is kind of an idea that Like two to six Two to six percent is what you're looking for if you're trying to grow really really aggressively Then you're going to want more than that. You might want ten percent. Some people will But a really good growth rate you can probably get with six percent if you're just trying to grow slowly You might want to keep it down around two percent. Are there any kinds of numbers? I feel like this Tracking these numbers at all is kind of a new thing for people So we just don't have the the benchmarks like we have for for marketing for clients It's very true. It's very true and as you as you're speaking i'm pulling out my my report See what we have That broken down Um Yeah, i'm i'm just curious tom. Would you agree with me that over since covet hit That there is so much more focus on employee Um metrics than ever in the past. Oh, absolutely. I mean that's where all the action has been, you know the whole idea of Building your funnel and conversion rates and all of that rolling back, you know pre covet all of that was about you know getting Leads to your website and getting more customers basically but that flipped upside down with covet So Here's where here's where i'm at last year. Okay, and and this is only including Um, you know indeed boosting facebook boosting software or anything like that. Um, i'm at a half a percent Okay, so So half a percent for you for a year. So for the year. All right, so that's a number for people to be looking at I'm sure that you haven't obviously you haven't looked at this number and you're not going to tell us That's what everybody should be doing. I I can see that No, I don't I I don't know. Um And I would say it works differently for for the specific industries because the other thing tom too I actually own a uh two convenience stores here in kocomo and I will tell you our recruiting process for those companies are much different Oh, yeah How how so? So when I acquired that business it um It was it's more of one of those things where most people apply in person Um applying online is not the norm for for their business Um, so so that's one thing that's that's extremely different. Um It's a different type of ideal candidate as well. So that's that was completely new to me. So that was extremely different. Um And we just we really don't spend any money when it comes to the recruiting process You you you think that like your your applicants are coming in there looking for a job Or they're coming in they're looking for a pack of cigarettes and while they're there seeing it you're hiring Right, I think that's that's most of the case what it is like for our cleaning companies We really don't have that many people coming through the doors except for our employees and maybe a client or two Um, but for this business each location I think has about 300 cars a day coming through so All of those people, you know 10 of them could be prospective applicants for the company. So Um, there are people that are coming through every day. Hey, are you guys hiring? You know, how do I fill out an application things like that? I've attempted because I I purchased it back in august I've attempted to get them to move over to like obviously hire who and things like that and we've got an account set up but They just we just don't ever have to use it because we've always got applicants of people coming in there And they're filling it out. So You know and this has been really really hard for me because like I want them to use it. I want them to be Hot or like the other part it's like, okay If it's not broke, um, don't go in there and just try to switch it up because that's what you know So it's been nice to see that Yeah, I kind of really love that you You brought that up because that's just making my brain think in completely new ways right now. I'm like You think you could suck like a chaos cop and recruit for your cleaning services and your so so what's cool, what's really really cool is with Going going back to data with hire who and any software using whether it was just indeed You can obviously pull up where those people are applying. So the first job. We actually posted for um or lexies You can see some of those same applicants that may have applied for My cleaning company as well and I could kind of cross-reference data on no call no show interviews and all the stuff So it was it was almost That's nice, but you did say they have different ideal candidates. Thank you. Thank you So do is there any crossover there that you can use? I I would think that there is some you have to have the customer service piece, right? There you do you got to have the customer service, but The cleaning is just much more physical demanding um compared to The the bar Yeah sitting on a and they don't really sit. So I don't want to I don't want to take away credit for me Don't do that. There's no sitting but but not when you're in the store anyway Yeah, serving coax and stuff like that. It's just much just much different Yeah And um, but it is I will say it's a lot. It's it's more fast-paced The other thing is tips are like like tips are normal in the cleaning industry for some markets But it's really really normal for our uh drink barns because like the cars are coming through and they're leaving a tip with every drink that they buy practically So Yeah, okay, wait, what type of what type of drinks are you serving? Drink bar Yeah, so okay, so it's like a And the reason I say could be in store because that's the easiest way to explain it without going into 7-11 We're not selling gas or anything like that. Basically, it's like a barn Okay, it's it's not huge um I don't even know the release It's no bigger than seven like if I want to walk vodka tonic. Can I come into your I mean is that that type of It's no bigger than 700 700 800 square feet total each barn, okay And there's two drive-thru lanes on each side And you can literally just pull up tom and say, hey, I want a diet coke and we'll get you a diet fountain coke Right. Yeah, and you could maybe maybe you want biscuit and gravy or paninis or some chips or Um, you know some candy anything like that. That's what we sell Okay, well, it's really quick Snack shop All right, that's a good one. All right, but I also heard you say something about like drinks making me think alcoholic drinks No, no, no Well, I just think I could do something for that but wait a minute People are tipping the person that is giving them a frozen coke at the drive-through. They're tipping that person Oh, yes Why I mean it's so like I mean it's it is A very large portion of their their income Okay, so now I'm confused by this and where you live. Do they tip the fast food People the drive-thru? Nope. So what's the difference? I'm not getting it You know, I don't know And I didn't know they tip. So look I was a customer of this And you never checked I know I was a customer of this place I never tip and then I started realizing. Oh So people are tipping here. So then when I purchased it, you know, I started telling my friends I'm like, hey, you know, you know, they tip like this is a real thing. This is a tip as a requirement They're like, no, I didn't know that because I think it's just because it's such a cash-based business I'm coming right. So yeah So let's say you go up and you get a drink for two dollars And it's two dollars and 25 cents. Okay. Well, if you're giving them three dollars, hey, go ahead and keep the change I'm gone because it's quick Oh, so that's exactly what andrew is saying right here. It's nice to at least leave your change as a tip So when he says back go barns, I'm guessing there's tobacco barns like you can kind of go through and do Well, we're learning you told all your friends that people leave tips because you didn't want your friends stiffen your people At that point when you bought it We got a we have to increase that hourly rate for all of our staff and that's how we're gonna do it Okay All right, so this took us way off track with kpi's, but I am sorry that was just way too interesting for me I have never heard of this And I'm so intrigued now. We do not have Either these tobacco barns or what do you call them drink barns? drink barns Drink barns and so this is common. I'm taking you don't you're not the only one that has two of these drink barns uh No, most of them are like in Like a gas station like a real gas station Most of them would have to have drive through where you could come through and get like certain selected things at the drive through Okay So all right yours is without the gas or anything just it's more like a snack shop like it just drives to the snack stop thing And I love and it's easier and it's easier to hire for them than it is for your cleaning businesses Tom here's what I'll tell you that business is easier to run than the cleaning company Okay, well here you've already talked to tie into uh starting a drink barn Oh, yeah, yeah Yes Yeah, I I haven't met him before so i'm guessing he's heard of drink barns You didn't just come in here on smart business moves. Well, he was he was convinced when he saw me purchase it All right, so here we don't have them I have to start from scratch, but I'm liking this idea a lot It's wide open in olympia washington. They don't have a lot of things. I mean 23 000 people could drive through it'd be awesome. Yeah Yeah All right, so let's get back on track with kpi's although This has just been like one of my favorite forays into other topics in a really really long time What are your thoughts? Going down the funnel you actually hire somebody and I hear people talking about bad hires I mean, you know, I made a bad hire and Is there such a thing and if so is there a way of measuring that? Is there certain things that that that you've seen in in your work that Give you some insight in terms of you know, I've got two candidates and candidate a might be more successful than candidate b for some reason yeah, so One of the things I could I could add to that would be This might be unpopular opinion Um, but when we hire a certain group like we hired five people this month, okay? Yeah, we we already understand that all five are not going to work out. We're okay with that We are clear on that. We have we it's an open conversation with our admin team We know that they're not all going to work out So if we can just get 50 of those people to be successful and make it past that 90 days Then that's a huge win for our company Okay Um, so so that's kind of how we look at it for that. Um, and as far as a bad hire I don't really do the recruiting for uh, either companies That's why I said I wasn't going to interrupt that team any because I don't want to do the recruiting And so from a from an owner standpoint Telling, you know, you're hiring manager your operation manager That these people were bad hires or anything like that will actually just not motivate them to want to do that task anymore So we don't really have those conversations Honestly, because even if I was to come in and do the recruiting I'm still going to struggle with certain bad hire. We all we all go through it, you know So I would say the only thing that I would consider a bad hire is someone that could could negatively affect our culture Other than that, it's out of your control All right, I feel like that's a really good definition for uh, a bad hire though Somebody that's going to negatively impact your culture could definitely be seen as a bad hire versus Just somebody that leaves and let so if somebody leaves in Like less than a week You wouldn't consider it a bad hire unless You hired five people would you consider? Anything having to do with a hiring issue if all five left within a week or would you consider that a different? Yeah, that would suck so so So going back to kind of like our process when we're hiring people As long as now we're so we have kind of a uh a checklist that we go through in the interview stage And all of the the way that the people answer and their responses are all pointed Okay, so we have that interview broken down into like a hundred point interview And as long as the interview is passed with you know, obviously the the main qualifiers And like I think it's like 80 percent or higher Then that is a flag that hey this person can be hired based on those numbers, right? That way the recruiting manager whoever's doing the hiring is not making any bias decisions Based on what they're showing on their paperwork Yeah, if we did that with five people and all five people quit in the week Then we that means we need to go back and look at our process Got you. So there's a problem with the process. It's not a problem with Bad hires. It's that there's something wrong with our process. So your process is I I think what I heard is your process is a good process as long as 50 percent of The people that are hired still work for you in 90 days. Yes, right? Okay. Yes All right. That's so that that's a metric that we can easily track that is a nice kpi for hiring Is a nine of 50 stick rate for 90 days Right, and I guess I guess the other Part or several parts but another important part of that I guess is What happens on the first day of work and the days after that to make sure that You're doing all the things you can do to help that person be successful and When the alarm goes off in the morning, they're excited about uh coming to work for you. Yeah I have a question for you guys. So Here's no no no no it doesn't work that way Here's a here's a way to kind of think about it if if you hire someone And They quit and they don't work out on day one or day three. Yeah Is that a good thing or a bad thing? um All right. So in my mind It is a good thing and a bad thing. Okay. It's a bad thing that hired them at all We should have known better. We should have weeded them out But it's a good thing that they weeded themselves out since we didn't do a good job thinking this they did Yeah, and it's a good thing that they weeded themselves out three Absolutely In my mind, there's no hundred percent in this, you know, it's I play these statistics games and I have like marbles all over my office with different colors in them So I've got a jar that's got like a hundred marbles in it and 90 of them 90 of them are red and 10 of them are blue And I'm going to reach in there and grab one and I ask you to guess what color it is And there's only one good answer. You're going to guess red But we're not a 10 times you're going to be wrong But You know, I tell my people that if you ever guess blue, I'm going to you know, I'm not going to be happy with that You keep guessing red and every once in a while it's going to be blue and We'll be better off in the long run and hiring is kind of the same way every once in a while All your best metrics you're still going to be blue and when you were looking for for for red. So in that regard You know, it is what it is. You keep playing the odds You want to know sooner rather than later The part that I do question though is is it under your control? You know that person leave after you know one day because You failed to make them feel welcome. Was it an execution issue that contributed to to them leaving? You know on the first or second day and and I would say that Going along with what you're saying tom It it really doesn't matter if if your people if you're hiring people And they're leaving in one to three days And you're having that if those are your red balls, that's a problem Right, those can't be your red balls. It's okay if that happens one in ten times But if nine out of ten times they leave in one to three days Then that that there's your problem. So I feel like this metric that dom has makes sense For what he's looking for 50% stick For 90 days So it's okay if they leave in one day or three days as long as less than half of them do Right the the minute we have that third person That quits in three days. That's a big problem. Yeah Yeah, so then I guess that's really where the numbers can help you and You know, I don't know if you've had a chance to break your data down based on lead source and how you know Various questions were answered, you know on the application I mean, there's so many different ways that you can parse the data but I would think that once you do it long enough you could start getting some insights in terms of you know People who answer these questions this way and the other criteria might be more successful than You know people who don't so The answer to that is yes, there there is data for for certain questions in your application process what I recommend is having a um, you know, like a ab testing type of thing where You know, like if you went to our career page We would have the same job posted But it may be a different city. It may be different questions in there as far as like Same same type of questions acts differently, right? Different screening questions there to really see What type of results we're getting that way? And I would even do ab testing when it comes to the actual job description as well So you could really kind of compare the two between each other So Another another kpi That is very critical. So one of the things that One of the things that people would always do that I and I still hear this from times is that people will say I'm going to make my application process as difficult as possible I want them to jump through hoops all this stuff all that all this stuff, right? Well, well now with the great, you know, resignation Um, you know, everyone People just don't have to do that no more. No, you know, they just they just don't have to jump through hoops. I mean, I was looking Um, a couple weeks back. I was looking at someone's application and I mean they it was a long process Like I didn't even like me personally. I was doing the demo. I didn't even read it all. That's how long it was And you know an applicant just wouldn't do that like right now when everyone's just you know When everyone's hiring no one's going to do that So one of the kpi's that's important is what is the average time that it's taking to complete the application? Okay, um, is it three minutes? Is it five minutes? Is it 15 minutes to complete the application? I can recall when I applied for sears. You remember sears tom Oh, yeah Are they still in business? No, no, no, I don't think they really are Uh, I think I think they closed the last store at the end of last year. They closed the last They did the bankruptcy thing and rolled up into kmart Ever ever since I left they've been struggling. So ever since I left they've been struggling I think it was me that left But either or what when I applied for sears I remember like the application process took like 45 minutes Like I had to take an assessment test and it was the norm It was the norm to spend that long filling out an application for big companies And um, you just can't do that. You just can't do that. My application process takes no longer than three to four minutes to fill out Okay from there. We will we will start the relationship from there All right, okay. Can I can I digress for a minute? Yeah to your you see this uh, this yacht? Yep. Yeah, it's called it's called a fountainhead. It's owned by eddie lampert who is the guy who On kmart and bought you know the whole deal he's he comes to charleston every once in a while and You see these like there's there's boats down here and these are like 30 foot Boats and these like go on the stern of this boat. This is I don't know it's like 288 feet Anyway, it's one of the biggest It's a really big boat. So really big sears is out of business, but the guy who owned them's doing okay Oh This picture does it I mean compared to I mean there's a lot of big Yachts, but this thing just smokes them all. It's one of the biggest yachts I've ever seen. Anyway, I digress He's like, okay. You can still be out of business. Do everything wrong and have a really big boat Anybody that's on here that that has not actually read up on that like story of like how they Sold everything and changed everything. It's interesting. You should definitely read it Okay, I will that that is So many products and brands that that's how they ended up staying in business forever is because they could they sold out So much stuff before it got to like zero Okay, awesome. I appreciate that. I will definitely look into that Sounds like something me we might both enjoy tongue Yeah, whoever can find the best book I mean he made a lot. He made a lot of money going broke. Yeah Yeah, did it in a really good way, right? Or it depends. It depends if you were an employee or not Or or a supplier or I mean this Yeah All right, so let's talk a little bit more about hiring here. So I have um I had a couple of questions around when when we're looking to hire people Are there any kind of metrics around? Things like some of the common Things that we have looked at in the past one of them is You gave a really good example. Let me turn off my alarm here a really good example of um The how long your application is how long does it take to fill it out? How about anything? Like some of the things that people have talked about in the past are how far away someone lives From from your Where you where you do business? Is that still something we should be looking at? Is that a consideration? Or maybe how how long they've been in a job in this new Like with the gig economy and with the great resignation Do do you find that you can still have good employees but that have Had quite a few quite a few more jobs. Do you have any kind of metrics around that and hiring dom? Yeah, so um To touch on your question about the location um We we see a better Success rate when we're hiring people 15 minutes or less from our office. All right, so that's still true Yeah, that's what I've noticed. Um, yeah, and again, you can that's not to say that if you hire someone outside of that They won't be successful. Of course just proven. It it works. It works for sure. Um, and then you said another question about, uh Um, so I was just wondering if you have any of those types of questions I was just throwing out a couple of examples like how far they live or how many jobs they've had maybe in the past year Is that still one of the things that you want to be looking at? Yeah, I think that could be different now Yeah, so For me what what I like to see when I'm doing when I'm even considering giving someone an interview We're looking at the the job history, right and we obviously don't want someone that's obviously a job hopper um Where that's changed with covet is At one point we were only looking for people that were actually employed Right. Well, if they weren't employed We're like, okay. Well, why weren't you employed because everybody can find a job? So if they weren't employed, we weren't even actually considering bringing them on to our team because our our thought process was We wanted to take them from another employer and bring them on to our team So that's one of the metrics we were looking for are you currently employed right now? And that's during covet because There were a lot of people that were choosing not to work and you wanted people that were choosing to work Correct. Okay. That makes sense How about how about now that that has changed a little bit, but it's we're still a little bit in that Are you still looking at that? um I mean, obviously that's always good, but it's changed a little bit So we have been hiring people that are that are unemployed Just because a lot of the people still aren't on unemployment But we're still looking for that candidate that's employed that's employed. Okay Yeah, and so you're not really thinking too much about what about What a so it's this what I heard make sure that I'm correct here as long as they're employed Even if they've had maybe four or five jobs in the past year as long as they are currently employed there are What we would consider a good candidate. Yes. No, no, no, we're still looking and we're still looking at How many places they've job hopped as well? Okay. Yeah, no, we're still And it has that number changed at all. Uh, I know for us that number has changed In the past I would expect that people Have not changed job more than once per year But now I'm seeing that a lot of our applicants are like, hey Let's find a job. I actually love and they're looking around their job job to job. Yeah Yeah For me to any more than two Job hops in a year is too much. Okay. Any more than just have a good success Yeah, because you could say if we give if we're being fair one someone could come go to go to an employer and just not have A good experience like it could be bad, you know, and then you find another job But honestly if you think about it If someone's got four jobs on their application that they've been to in the past year and a half They're actually probably not even including them all Those are just the ones that were worthwhile to list. Okay, that's funny. I never thought of that So here's where my brain was going Dom that you would be okay with four Employers in the year because you're only trying to keep them three months So if they have four jobs, they were three months, three months, three months So in your mind as long as it's four or less So, you know where 90 days comes from? Oh, where So for me the 90 I don't know where the original term of 90 days came from but for my 90 days Yeah, so before the 90 days like like when you talk about like someone quitting on the day one or day three Yeah, yeah Some of those things in those days we we probably can't control right there might have been something that uh That whatever they made their own thoughts in their head. There's no way for us to tackle and overcome it Yeah, but after someone's been here 30 days 45 days Now we've got that opportunity to coach them and mentor them and things like that so we can actually Work on that retention of that employee once it's past 90 days. It's up to us to keep it Yeah, it's not necessarily considered a bad upfront hire So you're thinking at 90 days, they're yours to lose not yours to gain right at that point It's not it's not a hiring issue at that right. It's not it's a retention. It's a retention issue at that Yeah, but you're considering that up to I I think did I just hear that up and up to 90 days You are still considering a hiring issue that maybe there are some tweaks that we could be making To our hiring system. Yeah Yeah, okay Oh my gosh, is it getting out late already? We are pushing up on the top of the hour here and I wanted to take a minute to Let dom tell us a little bit about hire who Yeah, yeah, and maybe give us questions here Andrew little detail. Yeah because of andrew andrew wants to know Yeah, so andrew and everyone else. So basically what hire who is it's an applicant tracking system Built for small business owners and small companies small businesses And basically what it does for you is it streamlines and automates your hiring process So it could save you a ton of time on the steps that you're taking to get your people in for interviews For for my cleaning company We practically have the whole system automated from posting the job All the way to the step of actually setting up the interview So literally the only thing my hiring manager has to do is show up to the interviews and then the people just walk through the door so If you're looking to automate it and you know Engage with your applicants better by you know sending them text messages and you know communicating with them much quicker Where the application that can do that for you? All right, I also see here that you have an option for people to try it for free But can you share what the pricing is after the free? Section yeah Yep, so it's a seven day free trial It's 49 dollars to get started and then the second plan is 99 dollars a month Which is our most popular plan and then from there It's the 199 per month for that plan and each plan the main difference between them Is how many jobs at a time do you need to have active? So if you're a really really small company and you only have like You know one position that you really need to post at a given time It's just a cleaner then you're probably good with the 49 dollar a month plan But if you've got an office and all these different things then um, you know, you could uh You could definitely utilize the most popular, which is the 99 dollar plan Okay Any any questions andrew does that clarify stuff for you? I'll drop the link to the website in chat All right, and enterprise. What was the enterprise option? Who who are we looking at for that? Just curious So the thing about us we do We our platform works for Companies not just in the maid service room. So we take care of pretty much Any type of company that's doing constant recruiting and whatnot can utilize our platform So enterprise is going to be someone that that needs, you know, some custom build outs They've got more than 30 different jobs across multiple states and things like that They're your they're they're your big companies for sure your corporation your walmart your target I got you uh, all right, uh Anybody have any last minute questions? We've got one minute left before we actually have to go I'm I'm guessing not Super helpful. If you do throw your question in there, we'll get it out there last second But super helpful done. We haven't really talked about hiring yet We you know, we're working our way down the the path here, but I like that you Forced us to look at hiring starts with recruiting Bottom line, whether you like it or not This was useful. This was good stuff and I like the idea that you have a technology solution for this as well of You know trying to uh, do your recruiting and and hiring and keeping all of that straight with pieces of paper I mean, this is 2022 and Your time's worth worth a lot more than What you would have to invest without uh some level of of automation. So if you Don't have a solution. Take a take a look at hire who it's a cool product We are at the top of the hour. Um, what is this? This is monday. So we're going to be back wednesday We are Wednesday it is You know, you know what we're going to be talking about wednesday. I'm going to guess kpi's kpi's employee employee retention and engagement and The speaker is going to be loose trodder That is That'll be me. All right So if you want to get the uh the inside scoop on uh employee retention engagement There's nobody better to speak to that and liz so we kind of thought about it Liz is going to take it run with it. So All right, I get to uh make you know make some popcorn and just kick back and and and have fun on wednesday I do have some kpi's for us to be looking at for uh retention and engagement too. So Looking forward to it. Don. Thanks again. Really. Thanks very useful. Appreciate it Okay, we'll see you wednesday five o'clock eastern. Bye. Bye