Cut Your Recruiting Ad Spend in Half with These Strategies

The small talk is very important, I think, before. Before we close, I definitely want to tell people when you're using. Indeed, be careful of the end date that you set. When you set a job for a recommended budget, it will give you the option to set an end date. Always check. Set an end date. Because what will happen if I put this job up for one month and it's at 57 a day? That algorithm will continue to let that money run as if it was running the whole month, whether it does or not. So we'll take that amount of money and times it by a month, and it will allow it to keep running. Just take the end dates and shorten them up. Sunday, Tuesday, Tuesday, back to Sunday, Sunday, Tuesday, back to Sunday. It's very simple and will cut. I promise you it will cut your recruiting cost in half immediately.

Wow, that is dude. Yeah, he brought some fire today, man.

Well, I wanted to bring some actual real life. I don't like to bring a lot of fluff. I've taught some recruiting workshops in Chicago and some other companies. And the greatest compliment, they're like, dude, this was all killer and no filler. There was no. People don't realize how stuff these guys.

Can actually use on their own and not have to hire you. Now. The reason they would hire you is because I don't want to mess with that. Right? Like, I'm just too busy doing all the other stuff.

I've had the same companies that I've taught workshops for hire me the next month, call me and say, matt, can we get a campaign? I'm like, dude, I just gave you the whole game. They're like, yeah, we don't want to do it. We don't care.

There's a lot of value in doing and knowing what you're great at. I'm great at this coaching thing. I'm not great at running ads. So I find an expert and I have that person do that thing. I'm not great at the finances and stuff like that. Thank you, God. My wife is amazing. She does all that stuff. She's the boss here. I'm just a coach, that's all. And a radio personality, I guess, podcast personality, but that's about it. And I'm good with it. I want to let other people that are experts. Yeah, it might cost me something, but now I have my time back. And how valuable is that? Especially whenever I get to do what it is I do great. So, man, that's really good stuff, Matt.

Really good.

How do people get a hold of you? It's pivotal recruiting solutions. They find you on Facebook.

Website, you can find us on Google. There's also a website.

Workwithpivotal.com workwithpivotal.com okay, I will get that on the show. Notes, Anything else you want to share with these guys before we let them go?

If you're doing group interviews, please stop.

Boy, you nailed something there. And I want to ask about that. Okay. The show continues.

Why you're missing a lot of talent that way and you're de individualizing people when you do that. Now if you do it up front and it's transparent, we're having a hiring event, maybe that's not so much a group interview. And you're saying you're going to be coming to the company with a lot of other people and look around and we're going to show you what we do and see if you're interested. And that's it? That's okay? To falsely act like you're interested in someone's resume and their transferable skills, to come apply your company and then to have them sit in a room with 20 other people, they realize they've been bait and switched.

Yeah. The reason I asked is because that's how I got hired. I thought I was coming in for an interview and there was nine other guys sitting there and I went, what is going on? And I instated it. I was like, whoa, I want out. I feel like used car sales or some kind of multi level marketing.

Exactly.

Something worse. Right? Thankfully, the first guy was so ridiculous, it was like watching a train wreck. So I couldn't leave. I was like, okay, just whenever he's done, I gotta go. Came out with a purple suit, orange shirt, purple tie, fake blonde hair and a Hamilton tan. And I'm like, okay, I don't want anything to do with this guy. I don't even care what this guy says. And it was, it was ridiculous. And then the next guy comes out and he was the roofing guy. He was the one that got me. He was the one that told me the truth. He was the one that says, this is what this job is. I went, why didn't you just start there?

Right?

Like, why don't you start with that? I didn't need all this other stuff and you didn't have to trick me into coming in here. So man, that's really good because I actually believe group interviews can be done.

Right?

They can, but you have to be transparent about what? Hey, look, we've got a job fair or we've got an introduction to the job that we're going to have a group of people on. And that way, if you like it, you can continue on with the interview. But if you don't, you're not wasting your time.

That's a perfect scenario. It's transparent, it's honest. I'm not feeling all special going to the interview. Like, yeah, they like my resume. They know what's up. And I go there. And you're like, man, what?

Right?

It's no, it's no good that people. I think, like you said, if it's framed as a hiring event or a job fair, it's perfect. But if you're on the phone, if clients ask me to do it, I just won't do it. And they ask me why. I explained to them, I said, it's gonna be a waste of time. I'm not gonna do it.

Whatever you say better be real. For example, if you say, hey, look, we are gonna bring you in this group, we're going to show you the opportunity here, a little bit about our company, understand something about our culture, get what it is that you're gonna be doing so that you can make a good, solid decision. But also, I'm only going to be hiring three of you. The three best.

Yes.

You can't then hire. And they show up and there's seven of them there. It has to be three. It's got to be the number or less, right? Like, I'm shooting. You were and one other person were the only ones good enough to work here. And I see so much that, like, hey, you know, we're only going to hire so many. And then, sure enough, there's like nine new people there. And you said there was going to be two.

Perfect scenario is great. Ad good recruiter gets them excited, vets them out, sends them in for the first interview. Not over the Internet, not online, in person. There's a lot of things you can't see when you're just on the screen.

Yeah.

You know, full dress, body posture, language. You know, there's just. There's so much. And why, why do we need another entry, another barrier to entry? Why? Yeah, well, our company is so special that we don't really have time.

Already handled that part for me. You've already handled that part.

Exactly. I'll have companies that will try to do another three or four steps beyond what I do. And I call them and say, look, dude, here's what you're paying me for. This is already done. If you like this person, then hire them. If they don't Work out, do a performance review and get rid of them because I'll have 15 more coming in right behind them. This is how the process works.

See, that's the other thing. I think people. I'm sorry I held you longer, but I. You said something that just triggered me. Most owners and sales managers, when they, when I come in contact with them the first time, they seem almost desperate. It feels like their sales team sometimes like, runs the business and is very like, I have to coddle them and take care of them or they're going to leave and they sell a lot of, lot of dollars. You just told me, like, dude, I got another one coming right behind him. Now is that true?

The best, the best scenario is when you're a roofing company and you've got a 1 o' clock and then you've got a 1:30 sitting there waiting when the 1 o' clock walks out.

Yeah.

And it's also good for the existing sales force. The lead babies and what have you that see people in there interviewing for a sales job. They don't know what's happening. Hey, are they replacing me? Yeah, you're sitting on a lead. Yeah, we're replacing you. This roof on the office is already bought and sold. The customers are that way. They're out there.

Whenever I own my roofing company, which I don't anymore, because I think that's a conflict of interest to own a company and do coaching. I just don't think those two go together. Everybody knew they were on the varsity, the JV or the freshman team. They knew. They like, hey, that's the deal. You're a jar, varsity, JV fresh. You're on a freshman team. Your job is to get to jv. Jv, your job is to get to varsity. If you're on that freshman team very long, you see me interviewing people and you haven't made it to jv, you're not making the team be getting cut. And everybody knew it. So when they would see interviews, you could see some sweat out there. But that was, but that was, that was our culture. Highly competitive. I wanted the best. If I said I was going to hire the three best, I hired the three best. I didn't hire all 10. That was. I'm glad you brought that up. That group interview thing is hard to execute and execute well. And if you do it, you better not be deceptive.

That's it. And I mean, if it's done right, I'm, I'm a super fan of it. Yeah, it works for your company. You know, Going out, bowling, having some pizza. It's a big community thing. Everybody's out there. You know, these are the guys. Here's what we do. That's cool. I've seen companies do that.

Yeah.

Come hang out with us. Just. Just keep it honest, man. Keep it honest. I mean, the short.

I think that might. I think that might be the title of this. This podcast. Keep it Honest in Recruiting.

Keep it honest, man. I mean, how else do you get what you want? You know? I mean, when I'm. When I'm ordering food or something, I don't order. I want something kind of crunchy, kind of cheesy. I'm not really sure. Just. And be honest. This. I want that right there. I don't want that. This is what I want. It's the fastest way to get it.

Nothing drives me more nuts. Hey, what do you want for dessert? I don't know.

I don't know, right? Something. Not dairy. I don't know. I mean, it's. I've found it's the fastest way to do business. The fastest way to recruit, the fastest way to resolve conflict is be honest. You know, if you did. If we. If we did something wrong on our side as a recruiting company, everyone will tell you. I'll be the first one to admit it. But I'm gonna tell you what. You better have your ducks in a row if you come after me. Because we're very thorough. And our full. Our company is full of autonomous, motivated adults that like to work by themselves and be left alone and do a good job. So that's the environment that I've created for them. They. They're autonomous. They know what's expected of them and what they need to do, and they do it. It's great.

That is cool. Hey, Matt, we gotta. We gotta cut. I want to talk to you now for another hour. Like, we're recruiting. Thank you for being on the show. Thank you for the practical, useful information that you shared. I think that brings as much value as anything else in our conversations here. Thank you for being transparent and honest.

For sure.

Thank you for doing such a great job in this industry. So much so that people are referring you. And just thank you for taking the time to be with me today.

I appreciate it 100%. I loved it. I'm definitely honored to be here and to watch my company grow from the little tiny company at my kitchen table all the way up to where I'm at now. We're recruiting. We recruit for Fortune 500 companies at this point. Now.

That is awesome. That's. That's so cool to hear. Yeah. This is our 10th year, like, right now. What is today? Yeah, today's the day. Today is our 10th year. I didn't even put a post out.

Happy anniversary, dude.

You would think you would do that, right? Anniversary, August 1st.

That's awesome, man.

So, yeah, and it was just one of those things where it's like, hey, I'm just going to coach a couple companies, go golf and fish in the afternoon. That's going to kind of be the gig. And then the word got out that it went really, really well. And it's kind of like you. It's just, hey, people kept coming up, coming. People kept coming. So, hey, good to see you doing well. Thank you for being on the show. And we'll probably see you soon or in the future.

You'll see me on Facebook or somewhere, I promise you.

All right, man, talk to you later.

Thank you.

Have a good one. All right, everybody. That was Matt Snow with Pivotal Recruiting Solutions. I've watched this guy for years. I haven't had anybody ever say anything bad about that guy. This is a hard industry to please contractors. He seems to be pretty honest and transparent. Like, hey, you better have your decks in a row coming to get involved with us. So make sure that if you check them out, you're ready to go. Make sure that you've got the things that you need. And if you're not, if you don't talk to us, we can help you out. Or Matt can help you out to make sure that you make the most of the money that you're about to invest in your hiring strategy. Because that's the thing. You're investing money into your marketing. You want to close deals and have the highest ROI possible. If you have questions about that or anything that we do here at Contractor Coach Pro, and you're thinking about growing your business, you want to get better at your leadership so you can grow that business and achieve some personal and financial freedom. Click on the link below that says assessment. Take that assessment. We'll do a free coaching call with you. Won't cost you a dime. We will give you two or three things, just like Matt did today. Two or three things that are practical that you could do right now to move your business forward in the direction that you want it to, to achieve those dreams that you know you're capable of. If you like coaching and want to work with us, great. If you don't, that's okay, too. At least we served you well. We serve this industry well. Thanks for hanging out on our show today. We'll see you next time here at Contractor Radio. Oh, you're still here. Well, you must have thought it was great. Make sure to like and subscribe to Contractor Radio and never miss an episode, because we're here to help you get better at what you do.