Company Culture First Recruitment Posting Strategy

So the key fire is to have the ad written to where all the offering stuff is on top, nice and neat and bullet points. So now the reader is engaged. After that, what you'll be doing, meeting with homeowners, helping them through the insurance process, keeping it stress free. And then your requirements, whether it may be college educated, bilingual, ability to climb on roofs, and it's a perfect ad at that point. And I guarantee you if you switch your ad around to that format today, within three days you'll probably have 40% more candidates because I did the same thing.

That is some fire you're bringing today. Because we see that a lot in our coaching. Like we're working with people and we're working on their hiring strategy. Like that's what we do. We help them develop a strategy and then we send them to guys like you and say this guy can find people to fit this strategy. And, and their job postings always are like that. And mine are very much like, hey, this is all the cool stuff that you're going to want first. I think that's super important. I also want to get a little bit of my culture. Do you find any of that, like including some of the company culture in there?

Yeah, every. Every single company that we deal with, we don't have a blanket one on one ad. I mean I've got a format for a sales manager or for an office manager or for whoever that we're recruiting, a basic format of duties. But we try to really represent the company culture of the company because I found that that's what attracts the right candidate. If the ad is talking about culture, whether it be highly competitive or family type, focused, integrity, you know, core value type things, those are the people that it draws. And I find also that it also repels people that are really not into that kind of thing.

I don't want people to skip over that. That was a huge point by including the culture. And you actually did a good job of the hey, is it super competitive or family? Well, one guy might like the family thing and go, hey, I want to be in that. And the competitive stuff sounds terrible to him. And then the other way around the competitive guy goes, that family stuff sounds terrible. I'm going to be on top exactly 100%. It draws a certain type of person. So you start to eliminate and pre qualify people if you include your culture. Is that what you're saying?

It's a way of automating the process without automating the process. Right. I'm recruiting and I tell everybody, be as honest and transparent as you want. Don't recruit somebody and try to turn them into something else. Well, I'm going to recruit an office manager, but I also want them to help out in the office when they're not doing office stuff. What? Yeah, it's office manager. An office manager manages an office. That's what they do. Let the people. Let the people do what they're good at. Yeah, you want a good attitude, you know, hey, I'll help out if needed, or something like that. But when you start trying to hybrid positions, you end up very frustrated and the hire never lasts long. So I'm a big fan of transparency through the entire process because I'm sure I'm not the only one that's gotten a job and had a list of duties that all of a sudden increased exponentially by my third month there. Like, hey, we got this other project we're doing. And I'm like, well, which one of these other projects do you want me to put on the back burner so I can do this new one that you got?

Well, what's the pay for that one? Yeah, well, that's a different job.

What's the pay for this was not included. So I'm just. I'm just really a fan of being open and honest and expressing your apprehensions, whether you're the interviewer, the interviewee, you know, hey, I feel like maybe you might not be so good at this part or, you know, whatever and express that in the interview, because a lot of people call me with, hey, man, what do I say in the interview? What questions do I ask? What's trending? This and that? And I think that the interview needs to be somewhat structured as far as the initial part. What time do they show up? What was their body language? You know, were they playing on their phone? Did they have robotic answers already set up in their head? Which is going to be impossible for me because I really shoot from the hip. So if you think you're ready, you're probably not going to be ready at all.

Now, do you guys do that part of it, too? Like the. The initial interview qualifying?

Yeah, we do. Yeah, we do the initial screening interview as far as being physically capable to climb and inspect a roof, comfortability with knocking doors for a living. So when they go in to meet with an owner, there's not going to be a shock, like, oh, I got to knock doors. I'm not into this. So it's a major time saver for the contractor because it's one of the most difficult questions to overcome and if you just call someone and like, hey, are you interested in this job, knocking doors? You're going to get nine out of ten no's.

I always, I always like this one. Whenever I was explaining that to somebody, I said, hey, if I told you there was 10 doors right there, like they were right in front of us and you knocked every one of them, and two of them each gave you $1,000, how many of those doors would.

You knock all day? Right.

Yeah. And it's just a mentality thing. And then also the, like, if I don't knock that door, who do I leave them to? Right. Like the wolves out there. It could be a bunch of nefarious people. I don't want to do that to my community. There's a lot of ways to get your mindset right about it, because while a lot of people I think look at door knocking with their, like, they look down on it like it's something bad or like you're less than or whatever, there's this weird, like, perception of what a door knocker is. I think that we actually provide a service that's important. And I'm trying to keep them away from the ones that are not doing it the right way that are there just for the money or there to pull the wool over your eyes or even worse, steal money from you. There's all kinds of things that go on out there, right? Get out there and inform the homeowner, educate the homeowner and do things right. We're actually like, doing the wrong thing. It seems bad to me, like, like, hey, why would I not go knock the door 100?

I mean, there's, there definitely is that connotation with it. And we, we're doing what we can to try and reverse that, you know, and just bring some nobility back to it. I mean, when it's all said and done, I walked into an industry that had knew nothing about, made 80 grand in a year. There had to been something good there. And I had a good company that used great products, great craftsmanship. The builds went down on time to make sure that I got referrals.

I mean, it was a great job earlier too. That was a little bit shocking to me because I don't know if I've ever heard this. They provided good training and they were good people. I never heard that before.

That's, that's what makes my job. That's what makes my job easy. Because we align ourselves with people that have kind of training, people that use Chuck, people that use you.

Right.

People that are Trying to level their business up and do things, you know, at the top of the heap. You know, it makes it easier for me to recruit.

I have a question about that. Do you interview the contractors that come to you to learn more about their culture? So the person that you're talking to out there, you can go, hey, hey, good fit, right?

Absolutely.

Because this is one of the things, and I don't mention names or anything, but this something I've noticed about recruiters in this industry. They can recruit people. It's not hard. You and I talked about this before the show. Recruiting is simply marketing and sales. I run the ads that get a response. I get the response. My job is to sell them on the idea of coming in and hiring. So that's the sale. That's the close. The problem with most recruiters that I see is that they don't care about the culture. It's like, do you want the job? Can you make it? Okay, good. I'm gonna put you with this guy. And they just put him where? And it's instant. Like a car wreck. This guy's uber competitive, and he puts them in a family culture.

Exactly.

And it's just a car wreck right away. Especially when you get into a leadership, like, position, like a sales manager or something like that, you're one way over here, all, hey, hugging each other, Kumbaya and stuff like that. And this guy comes walking, he's like, all right, let's go. We're gonna get it and we're gonna bust tail today. Like, everybody's going, what the heck is that?

Right?

So do you do that with your clients? Like, do some kind of interview process to make sure that you get, hey, okay, if I get this kind of guy, I gotta go there.

But we have what's called a scoping call. So initially, clients will reach out to me through the website or Facebook Messenger. I get a lot from the roofing industry through Messenger. And we'll. I'll do an initial call and find out what they're looking for. What market are they in, how many people they need? Is it a backfill position, that kind of thing? And then I go to start looking for data in their market. Because if not, I'm just doing what's called a post and pray, which is basically post the adray. The right people get in there.

I don't remember that. I'm stealing that from you.

That's good. I do not do that. I go in and look in the market. I look for currently updated resumes that will match the profile of the client that I'm talking with. And at that point, once I find the data and it looks like that we've got a really good chance of filling the position. Then we have what's called a scoping call where we talk about how many years they've been in business. Look at their glass door reviews, just things like that. What's their, what's their core values, Company culture? Is the building tucked behind a Taco Bell so the candidates can find it easy? Is there a passcode to the door? We literally cover everything that's ever happened in a recruiting campaign on that scoping call so that once we launch this ad, we can spend 100% of our energy doing nothing but recruiting. And I've, I've definitely through the scoping call, there's clients that I found out were not going to be a good fit through the scoping call. So at that point I just advise them on what I would do to fulfill the hiring needs. But I'm not the one that's going to be able to do it for you.

You sound like us. We don't work with everybody. You're either like, you either understand the hard work that it's going to take to build this dream business that you want that's a well oiled machine and runs like clockwork and just spits out money for you, or you think there's some kind of silver bullet to it. If you think there's a silver bullet to it, we're going to pull some kind of magic trick. Probably not the right people to be working with.

I'll tell you the silver bullet. The silver bullet is message your candidates on Friday, message him on Saturday, message them on Sunday. So Monday morning when you open your email, you've got a full email full of interested parties. If not, that's because that's when they.

Have time to actually respond, right?

Yeah. Well, I don't want to set myself up to be cold calling people on a Monday saying, hey, this is so and so from Colorado Roofing. Or are you still interested in this job? I'm testing people over the weekend to see if they do have a real interest level. If so, I let them know I'll be reaching out Monday and Tuesday to discuss your qualifications and have a conversation. And if, if that warrants an interview, then we'll go ahead and schedule the interview at that time. So people hear the words interview and they're like, okay, this guy is serious.

That's probably, that's good little gold nugget right there.

That I'm telling you, it takes. It's going to take you 20 minutes of work on Saturday. Sit down, go through the candidates, make sure there's nobody you need to reject, you know, because I don't like inviting to people that I know I eventually won't hire. So I take the time and scan through the resume, make sure they have a driver's license and the basics that we're going to need. Sales or customer service in their background. Then I message them. Saturday, 20 minutes. Sunday, same thing. That saves me probably six hours. Because if I have a recruiter and I've had them before to try to start cold on a Monday versus one that's been messaging all weekend, I'll have three times the appointment set with the person that set themselves up for success. And it's so easy. 20 minutes.

Yeah, that's. That's smart.

That's what. That will take me back to the fire part. So we have the. Indeed. We've got the job title, the body of the ad, what that should look like. And now you've got some. When you should communicate. As soon as they get in there within 72 hours, a person's probably gonna have five or six interviews set in my company. I'm trying to get you in there with one option. You wanna go work for Jim? Okay, here. Here's an interview Tuesday, you're in there. So when you present your option to them, they don't have four or five other deals or interview set that they gotta think about. I like Jim. I like this company. I want to work here. I'm qualified. Let's go. That's it. So I try as hard as I can to set it up for success by thinking of everything else around me besides, you know, things I can't control.

Right.

Write a good ad, put it in a good spot, have a good recruiter that's not monotone and talking like the dry eyes guy, you know, be excited, work with exciting companies. And that's pretty much easy. That's my philosophy. But the real fire that I'll save you is if you're using Indeed. Indeed will have a recommended budget. There's two ways to sponsor an ad. Well, actually three. One is free organic traffic. I don't recommend that unless it's a position that doesn't have any urgency to fill. They'll give you a little bit of traffic to let you see that it works, and then you'll end up paying for traffic anyway. So just pay for the traffic.

You mean they're in it to make money? That seems.

Yeah, it's so weird how they do it. Just reel you in. But you start where you can either do it by the resume, which is a good one for a person that has the time to monitor the resumes. The resume looks good to you. You want to pursue the candidate, then you go ahead and do that and they charge you for the resume. If not, you reject the resume. There's no charge. The caveat with that one is you need to have somebody on post at all times. Otherwise, you get 10 or 15 resumes in there that are 15, 20 bucks a piece of. Next thing you know, you're looking at a pretty big bill. Pretty big bill.

Pretty time consuming, it sounds like.

Absolutely. But the biggest secret that I'll give away is indeed, we'll have a recommended budget. Let's say, for instance, Colorado. Colorado is about $57 a day to advertise there. Here's the thing. The two days of the week that you need to advertise higher than everybody are Monday and Tuesday.

Tuesday, yes.

Monday and Tuesday are the days that people look for jobs and apply for jobs.

That's changed, by the way. That's not the way it used to be. It used to be Sunday and Monday.

Exactly. Well, I start. I start cranking mine up on Sunday because I know there's guys like me that like to prepare for the week and like to prepare for Monday and get their goals set up. So I catch quite a bit on Sunday. But Sunday, Monday, and Tuesday, those are the days that you should be spending your money on. Indeed, the rest of those days, I don't care what they recommend. Just dial it down and let your ads stay live. Deal with the guys that you got in there, because you're going to have more than enough for Monday and Tuesday. So let's say it's 57. I'll put my ad at 60. So I'll go above the competition because it's a recommended budget. If they knew what that meant, they wouldn't be putting it at 57. Some arbitrary. Oh, 57. That's where we need to be. Okay. And it doesn't work on the nose.

60. 60. I mean, seriously, for the extra pennies of what it really is to. To your full recruiting budget to be the one getting the first ones up all day long, I wouldn't even think.

Twice about it all day. You raise it up on Sunday, drop it down on Tuesday, because that will keep it live to where the candidates can go back and refer to the ad. The ones that are coming to interview later. In the week. But Wednesday people are thinking about Thursday. Thursday people are thinking about Friday.

This thing is something that every contractor should have. It's CompanyCam. It is the one piece of software every home service contractor should use to document their jobs. Every picture you ever take is associated to the address you took it. It's like Instagram. For every project that you have, give a link to the homeowner, share it to them while you're doing your inspection, and win more sales. If you want to find out more about CompanyCam, check the description below. Save a few bucks by following our link.