Jody Underhill From Rapid Hire Pro Discusses Unique Ways To Recruit Better Talent

My guest on today's Bring On Success podcast is Jody Underhill from Rapid Hire Pro.

Rapid Hire has decades of experience in the digital marketing world. They use technology to change the future of the recruiting world. Rapid Hire has combined technology and social media with state-of-the-art systems and processes to revolutionize lead generation for recruiting. The process is rapid and we get to the candidates quickly.

Check out how Jody and his team assist small businesses with their recruiting and hiring needs.

Check out Jody's company here - Rapid Hire Pro Rapid Hire Pro.

Podcast Transcript:

Welcome to the Bring On Success Program.
I have got a really interesting topic and when I say it,
many of you might kind of yawn and go.
Oh,
really?
Yeah,
it's about hiring team members.
I know that's not our favorite thing to do.
And dealing with team members sometimes is difficult.
However,
I have a guest on the program today.
He's become a friend of mine.
His name is Jody Underhill from Rapid Hire Pro and he's gonna talk to us today about some unique ways to go fishing for new team members.
Jody,
how are you doing?
Doing great,
Jim.
Thanks for having me on.
Absolutely.
You're welcome.
It's great to have you here.
Your business model is different and I love different.
I do something that's different.
So,
but the only problem is is when you're at a bar somewhere and someone says,
hey,
what do you do?
I guess you could say that you kind of recruit for companies.
But if they really want to know how you do it,
it's gonna take a little bit of time.
Right?
Yeah.
Basically I tell them,
is it,
I break it down like this instead of being a recruiter which most people have a preconceived notion of what that is.
I explain to them instead of marketing for customers,
what we do is we're marketing for employment candidates.
Um And that's really what we do that.
And then also,
you know,
we then we help qualify the right type of candidate for them to interview.
And that way I can kind of simplify it,
then they can kind of,
they understand about marketing for customers and then marketing for candidates makes it easier for them to kind of make the connection.
Yeah.
So you place ads in newspapers,
right?
I'm joking.
Um So,
so that was the old thing years ago,
right?
People would,
would put classified ads out there,
help,
wanted looking for and things are totally different.
There's been the great resignation,
there's COVID,
uh you know,
electronic media,
social media is used so much now and you have kind of this unique way of getting a message out there to people who are really qualified to work at one of your clients companies,
but they're not necessarily even looking,
but you kind of snag them and they're intrigued and they could be some of the best team members ever.
Yeah.
So it's one of the things,
I mean,
right off the bat,
there is nothing wrong with job works like indeed and simply simply hired zip recruiter,
there's nothing wrong with them.
But if they're there,
but you are limiting yourself if that's the only place that you're fishing.
So what we do this a little different.
Ok,
we bring leads from those places as well.
But we actually run ads on social media through like Facebook and Instagram because we want to get information in front of people whenever they're not necessarily looking for a job,
whenever they're just scrolling through social media.
And we started doing it in the trucking industry,
first of all,
because you can,
truck drivers are usually not over,
you know,
looking on job boards,
we gotta to get their attention.
And so we then we mapped it over to doing it for home services.
And the difference is you,
granted,
you can't limit who sees the ads because that would be discriminating.
So you have to show it to everyone,
but by showing it to everyone,
it does a couple of things,
it might not be your perfect candidate that sees it.
But if their spouse or their parent or their friend sees it,
they can share it with them.
Um The other thing that does is build,
build your brand awareness in the community because just about everybody's out there on Facebook,
scrolling through on Facebook or Instagram.
Um that way you're getting brand recognition and it also brings attention to people going,
hey,
let me take a look at this.
It might be something better than where I'm currently at.
With that in mind.
You gotta do something that's gonna get their attention.
So it's a little bit tougher than they're posting on a job board because they're,
they're going looking for a job on social media.
They're just scrolling through.
So we gotta do something to catch their attention to make them stop and take a look at it and then it'd be intriguing enough for them to go.
Yeah,
let me check this out and give you my first name,
last name,
email and phone number so you can start communicating with me.
So just like getting a lead for a customer,
you're getting a lead for an employment candidate.
It's interesting.
Now,
I want everyone to understand that I don't have any experience in the next thing I'm gonna mention because I've been married 25 years.
But I understand that there are some sites out there,
some some apps where you can do this to find a date that's like a place,
a job board where someone would go look for a job,
right?
But what you guys do,
Jody is you put your pretty picture out there on Facebook and then someone says,
hey,
you're good looking.
I may want to date you,
right?
Is that,
is,
is that what we're talking about?
Yes.
So what we do is we make sure that we use,
we don't use stock images.
We want,
we need images of the company's employees with logo shirts on actually doing work pictures of the wrapped vehicles,
you know,
so good branding goes a long way.
Um,
that gets their attention and then,
you know,
having the items on the graphics so that,
you know,
the pay the benefits,
those kind of things to get them to like.
Yeah,
hey,
I might want to date you.
Right.
I may want to take a look at seeing if,
you know,
seeing if you,
you might be a good fit for me.
So,
yeah,
that's exactly what we're doing,
but we're not taking them straight to,
you know,
we're not taking them straight to.
Let's go,
let's go on,
let's go straight to the hotel.
We're going on a couple of dates with them,
right?
We're,
we're going to uh we're gonna know each other a little bit.
Well,
we're gonna share some information with them.
They're gonna share some with us and we're gonna walk through a process of both parties getting to know another to see if it's going to be the right fit in the end.
So kind of like dating.
Yeah.
Yeah,
it's,
it's dating,
you're courting them,
you're,
you're getting them to be attracted to the opportunity through imagery and,
and I'm sure text uh do you use video in this as well?
Yeah.
So what we do,
we do use video a couple of ways.
One is we,
when we run ads,
we have videos mixed in there because you know,
we want to be that video that pops up in the middle of them watching a video.
I know it seems annoying but it gets the conversions.
But what we do when we bring them in,
we,
we run them through like a communicate process of,
first of all,
we're sending them a,
a text message,
an email and a voice drop right off the bat with a picture of the ad.
So they don't forget that they filled out the form.
So that's what most people say with social media is that they don't remember filling out the form.
But whenever they get a text with a picture of the ad within about five seconds of when they filled it out,
they don't forget that they filled it out and we do that to get them to fill out an application.
Once they do that,
we can move them over to doing a couple of different assessments.
And once we have the assessment,
then where the real video comes into play is we have them do an automated video interviewing and what that does,
it allows our client to see what they look like,
how they communicate.
And if it's somebody that they even want to take the time to have an in person interview with and on those videos,
you never know what you're gonna get because we have people that don't bother to get out of bed or they're driving when they do it.
And my favorite one is the guy in Las Vegas who said in a company truck with a logo shirt on answers the first question,
doesn't realize it rolls over.
Question number two.
And then about,
after about a minute of tapping around,
he picks up a one hitter pipe and fires it up.
So that is hilarious.
And it was like,
he was like,
my first time,
I guess that was the end of that candidate.
Yeah,
he probably,
I think that like,
no,
we got it.
Yeah.
What?
Oh my gosh,
we got it.
And,
you know,
speaking of that in home service where you spend a lot of time and I do as well.
All my clients are home service professionals and you and I work from different angles to support our,
our home service clients.
Um One of the biggest issues is finding a qualified candidate,
not just someone who can turn the wrench,
but someone who doesn't have a rap sheet,
someone who wasn't in jail last night.
Um someone who isn't on drugs,
not to mention all the other emotional issues they could have.
How do you manage that?
Like how do you sift through that?
Because we know in home service,
you know,
it's tough.
Well,
a couple of things is right off the bat,
like with the video interview with a skills assessment.
First of all,
and the personality assessment,
you can tell what their motivators are.
And if it's somebody that looks like they're going to,
their motivation is gonna match with your company culture to begin with with that,
then the video interview,
let you see what they look like,
then tell you if they have teardrop tattoos,
you know,
which,
you know,
you don't want that or those kind of things.
And after you've actually done an interview with them,
the next step in that and when you make an offer letter,
if they accept it is to,
then what we,
one of the things we do is we also do criminal background checks,
drug screening and motor vehicle reports because they have to have a clean driving record in home service because nine times out of 10,
they're gonna be driving your company vehicle and they have to be insurable.
So we start off the bat in the application process asking questions about.
Have you ever been convicted of a felony?
Do you have any,
do you have any of these driving,
um,
um,
driving,
um,
in fractions fractions,
that's the word I was looking for.
And so not everybody tells the truth,
but for the most part,
I would say 90% of them are truthful when they fill out the application because we also have them sign it electronically at the bottom.
So they are committing that and that they are the statements they have made or truthful.
So we have some things that we've learned along the way to help the filtering process to get to where,
um,
we can kind of identify things that are red flags right off the bat and not bring those that are gonna be that type of issue to actually get interviewed.
Would it be fair to say that today in,
in these modern times it's harder for a candidate to be untruthful to,
to lie about something.
Right.
Because we have so many ways of,
of tracking things.
Yeah.
I mean,
it's,
it's like I said,
it's even with the,
you know,
you look at the background check,
I mean,
with electronics the way they are today,
the way things are and with the background check,
it's funny somebody asks us,
well,
why do you run the background in,
in counties other than where they live?
I'm like,
so if they committed a crime in another county in another state,
you don't care.
I'm like,
no,
we want a background check for anywhere they've been because,
and it's,
it's really hard to get away from that record because it is so electronically cook piece of now that we can see those things very easily.
And with that and then with the drug screening,
um,
it's getting tougher and tougher for them to try to try to fool that because it'll come back as a,
you know,
as a diluted sample because sometimes they'll like,
drink a bunch of water or whatever,
trying to fool the system.
So,
yeah,
it's getting tougher and tougher to get to the point of somebody getting,
slipping through the cracks.
It's gonna be a bad apple.
That doesn't mean it can never happen,
but it's getting harder and harder for them to fake their way through things these days.
Yeah.
I mean,
you can't commit a crime anymore.
I mean,
there's cameras everywhere.
Right.
It's,
it's really,
it's,
it's really hard to get away with the perfect crime anymore.
Not that I'm looking to do that.
I'm just saying that,
that everything is available to everybody and I really like what rapid higher pro does.
It's,
it's refreshing.
It's different and it works,
tell us some success stories.
I know that you've worked with Tommy at a one.
Um Is that your biggest success story or do you have others that are as great as that?
It's,
we have different types of success stories.
So Tommy is the biggest and we've hired the most people for him because he's growing so rapidly.
Um But we have,
you know,
clients that come,
that come in,
like for instance,
Fitzpatrick painting,
they're up in Portland,
Oregon and when they came in and within six days of the ad running,
they hired like 12 people.
Um which isn't,
but I mean,
they were really accurate as soon as the lead came in,
they weren't waiting on automation,
they were picking up the phone and calling them.
Um So,
and we have people like,
am he and cool in Tucson,
Arizona who not only hired six experienced technicians in the course of 90 days,
but also found a,
an operations manager in that process as well.
Um So we do that working with clients like reborn cabinets and one of the largest cabinet manufacturers,
hiring everything from,
with that,
it's not just technicians installing in cabinets and bathrooms,
but um manufacturing processes,
you know,
finished carpenters and quality assurance people.
Um and then also sales people.
Um So we've kind of run the whole gamut.
Our focus has been,
you know,
my main successes,
you know,
technicians service,
install our CS R S and dispatch.
But we have been,
you know,
asked to hire everything from that up to hr managers,
office managers,
call to call managers.
Um We have,
you know,
clients that,
you know,
come in and that are moving really quickly.
So I irrigation is another one.
They're up in Canada because some of our clients are seasonal,
right?
Irrigation is seasonal in the north.
Um And some,
you know,
landscaping and that kind of thing is seasonal.
So they have to hire quickly when they're ready and usually within about,
you know,
60 days or so they can fill the need that they have whenever we ramp up before the season starts with a,
they were able to hire,
I think um 18 people um over the course of the 90 days to get them up and running again.
Most home service companies aren't hiring that many.
So if,
you know,
hiring one or two a month can also be a huge success.
You know,
I had one company in um in Colorado,
a plumbing company and they was,
uh,
they,
there's not a lot of plumbers in Ville Colorado.
So we had to do some unique things by recruiting in other areas.
And it was a track,
I saw the gentleman that it was vile track um,
last year and I was concerned because he had only hired three plumbers in the course of six months.
I was like,
you know,
I,
I'm sure he's not gonna be happy and,
you know,
everything he said is all about what you guys are doing.
So I went up and it said,
hey to him and he's like,
dude,
I just want to tell you,
we were so thrilled with rapid Hi Pro man is,
we've hired three people in the last six months and I was like,
really?
That's good.
He goes,
we haven't hired three people in the last three years.
So there's different levels of success.
So some need to hire a bunch and some just need to hire a few of the key players.
And so with the success levels happen to be where they're located.
Um,
you know,
in a very populated areas,
it works very well.
And I have one that's a deck builder in Vermont.
I was like,
oh,
this is kind of scary because there's not a lot of people in that area of Vermont,
but we were able to find,
you know,
people for him um that were deck builders and even for him.
So I know that it's kind of a long roundabout answer to your question,
but it's kind of,
their success is widespread and it's not just one type.
It's the,
the success varies.
Um What success is,
varies by candidate by,
by customer.
So Jody,
I'm sure there's a formula to this.
So let's say I wanted to do what you do.
I probably can't.
It's,
you have a skill set and you have experience.
How did you come up with the system?
Where did it come from?
Yeah,
it came from.
Um So I've been in the marketing space since about 2009 and I've done a lot of work for large companies and I had one of the people that was in one of my coaching groups,
they came to me and said,
hey,
I've got this idea.
I,
I've sold this idea in the trucking industry,
but I'm facing a bunch of refunds because I can't make it work.
Can you figure out how we can make this work?
And so from understanding,
not only psychology,
but also how marketing systems work,
like sales funnels and like basically all we need to do is develop a sales funnel for employment instead of for sales or if we're selling a product or you need to sell them.
And so what we did,
we went in and we automation to bring people through the process because it's very labor intensive if you're trying to call people over and over again.
And that's why most of the client cosmetic companies that hire us,
we're saving them a ton of a time because our team and our automation are doing a lot of their leg work for them.
So,
I mean,
as soon as the lead comes in and we're texting them,
we're emailing them,
we're sending them a voice drop all through automation.
And then every day they're getting a different text message,
a different email,
encouraging them to go fill out the application once that's done,
they go through automation to do the skills assessment.
So every step of the way they're being communicated with,
the other thing,
that's the key here is we don't just send them,
they um basically cookie cutter text messages,
we customize it for every client.
But we're also always talking to them as a person from a person.
So if you got a text to be like,
hey,
Jim,
this is Allie with ABC Home services,
we got your information that way you're always talking to them because they are giving us that information,
first name,
last name,
email and phone number.
That's all we ask for to begin with.
It's pretty easy to get.
Then we get it to the next step of here's all the information you need.
So when you do that through those automation,
that's what kind of makes us different.
Plus we have an account manager on our team,
a lot of companies for software,
so to speak,
don't have a human element.
They just,
here it is,
you go in,
here's our system,
they train you a little bit and then you work it.
So we have an account manager on our team that's helping process this all the way through and communicating almost on a daily basis with our clients as far as what they see anything that needs attention.
And our team will actually even answer questions via text and email with the candidates.
We stop shy of talking to them on the phone because we don't want them to feel like they're talking to a recruiter because as soon as they do that,
they ghost you and they disappear,
but we'll up to the point of talking to them on the phone when it of those things we do that it's all a bunch of little things that makes it work and the other little things that makes it work is the phone number that we're texting from and that,
that they're calling in and out of is a local area code phone number.
So like you mentioned to me,
right is in 29 markets.
So we have 29 different phone numbers so that the client.
So they're always getting a phone call or a text message from a local area code,
how they respond better to that.
So that's again,
if you wanted to replicate it,
it's real simple,
run ads on social media or on or on the job boards,
bringing the leads in and nurture them through the process.
It's just a matter of it took a while,
it took about two years to get everything pretty much processed where it runs like a well oiled machine and we're adding things every day,
like adding the assessments,
adding the background checks and continuing to go through that process.
It's truly phenomenal.
It,
it's,
I,
I like,
I,
I love business models that are effective and different.
So,
one of my favorite business models is Uber.
I'm sure you've heard of Uber,
right?
You go on your phone and you,
and,
and,
and the,
the app knows where you are,
you tell it where you want to go and sometimes it actually knows where you want to go.
It's kind of creepy.
But anyway,
and then it'll tell you how,
well it'll ask you what type of vehicle you want and how much it's gonna cost where the vehicle is coming from,
where they are,
who the driver is and like,
why would anyone get in a cab anymore?
It's,
it's like having a chauffeur everywhere you are and it's easy and,
and you don't have to pull out cash or a credit card.
It automatically gets billed and you give a tip if you want and,
and if you don't,
the,
you know,
driver,
you know,
won't,
you know,
flip you off because he doesn't know yet because you haven't had a chance to do the tip.
So,
and,
and if you leave your,
your laptop in the vehicle,
you know,
where the vehicle is.
Right.
So,
I mean,
you can actually find it where before in a cab you,
you,
you might not ever get your stuff back.
That's a really cool model.
Your model is,
is,
uh,
you know,
tech based model,
wouldn't you agree with some human element behind it?
And it's,
it's different.
I can't imagine why any business who's looking to hire quality team members wouldn't use rapid hire pro.
And,
you know,
I'm not trying to,
you know,
pump you up too much.
But wouldn't you agree?
Trying to step back,
trying to be as objective as you can,
wouldn't you agree?
Why would the average company,
regardless of whether they're in home service or it's a white collar,
you know,
business?
Why wouldn't they all go this way?
The only time that it would be that?
Well,
I would,
I,
I tell people all the time that,
that there's certain things that we don't do.
Well,
and I,
I'm right up front with,
I had a call yesterday.
As a matter of fact,
uh,
a painting company looking to hire subcontractors.
That's not a thing that we do because they're not employees,
they're business owners.
Um,
we kind of learn that same thing in fucking,
we can hire company drivers really easily.
But the owner,
operators were a different story because they're business owners.
So we don't do that.
Well,
if it's a very rural location and you're looking for journeymen plumbers with eight years experience.
We're probably not gonna be the right fit because there's not enough of a pool of eight year journeymen plumbers and a population of 100,000 to get enough leads in order for that to work.
And I explain that and I tell people if it looks like it's going to be successful or not,
other than that,
if you're in an area that has,
you know,
a 20 mile radius that has 300,000 plus people,
and you're looking to hire,
uh,
technicians that have general experience then,
or installers or CS R S or dispatchers,
you know,
from apprentices up to two or three years,
then there's no reason that people wouldn't use this or don't use this.
Um,
the only time is whenever,
where there's an anomaly of the women that we've learned.
And so we,
we explain whenever we don't think it's gonna be the right fit,
but I still share everything that we do because there's things I show them,
I should show them what our ads look like.
You're like,
can you show people that I'm like,
yeah,
the more I give,
the more I get,
the more I share with people exactly what we do and how we do it,
the more they can see the value and all those pieces that come together.
Yeah.
It's,
it,
it's really an amazing model.
I know you continually work on it because there's always new things to add much like any model.
And I,
you know,
I have to compliment you.
Fantastic job.
So,
do you know what happened three years ago?
March three years ago?
Right.
Isn't that when it happened?
COVID?
Ok.
And then there was a great resignation,
right?
People quit.
I mean,
the whole world is weird stuff.
Thank goodness.
Um,
our home service clients were considered,
uh,
you know,
critical to the workforce.
So they were out and about,
you know,
working,
you know,
some industries really kind of shut down unfortunately.
And so my question is,
is what's happened because things have changed so much.
What's happened over the past three years where some people don't want to work at all.
Some people left their jobs.
Some people really regret leaving their jobs.
Some went back to their old job,
some are,
are,
are still crying over the fact they left it.
Others tried to become entrepreneurs.
How has that affected the whole industry?
So the great resignation,
if you look at the average age of somebody in the home service industry is,
you know,
typically around mid forties.
Um and so more and more companies are starting their own training program.
So they're bringing people in that,
you know,
that are apprentices.
What really kind of they,
what spurred us into the success when we're in the trucking industry is everything was shut down parking with central.
And so we were able to put this model in place to help fill those gaps.
Um,
when it comes to the home service industry,
if you,
you know this,
like if you're looking for the right type of person to come work for you and if you're in an area that doesn't seem to have that many,
you have to come to terms with the fact that,
and you hear Tommy say this all the time that you're gonna have to charge more to be able to pay more because you'd be able to have to attract the right quality person.
You're gonna have to have those things in place.
And it's not always just about the pay or the benefits.
Sometimes it's about the work life balance.
The reason the great resignation was happening was because people were just fed up with everything that was happening at work.
And when you look at things with work class balance and home services,
like,
are they newer trucks?
You know,
uh you know,
he went into Don's Garage there in Denver and they were able to go in and train them on the proper sales techniques on how to go from running 11 jobs a day making,
you know,
11 jobs a day to 1000 a piece to running three jobs a day at $4000 a piece.
You know,
the same end result,
but a lot less work new vehicles,
they're happy as they can be now,
they weren't really happy then.
So you have new vehicles if you allow them to this,
you know,
if they allow them to take the vehicles home,
if they're able to dispatch from home,
that's a work life balance.
A lot of companies now are offering no on call.
You know,
if they don't,
some of companies don't work nights and weekends.
What are those things that you can take?
Somebody that's 45 plus that's entering the twilight of their career,
so to speak and offer so that they can have more of a work life balance and not be miserable coming to work.
So,
I mean,
those are some of the things that we see.
One of them,
one company they put on there that they have a fully stocked break room.
We got more comments on that than just about anything else on the benefits that we put in there.
So it's just,
it's little things that can,
that can go a long way.
No,
I totally agree.
Uh If you compare it to the real estate market,
sometimes it's a buyer's market and sometimes it's a seller's market,
it seems to be an employee's market,
right where the employer says I'm gonna give all kinds of concessions because I wanna move the job right?
I wanna move my house.
I wanna move this position.
So we're gonna,
you know,
stock the break room.
We're gonna let you dispatch from home.
We're gonna give you brand new uniforms,
you know,
we're getting all new vehicles all wrapped and you can get an extra week off a year,
whatever paid,
you know,
whatever it is.
It's the same type of thing though,
isn't it?
Because it shifted because the employer was the ruler,
right?
And the,
the employer says I'll give you a job if I think you're good enough and,
you know,
no soup for you.
Right.
So,
kind of the kind of the soup Nazi.
It's all changed.
Right.
So,
as employers,
we need to be in a happy loving family place because that's what the employee expects now.
And you have to,
I mean,
and not do it begrudgingly,
right?
Because you have to be in the position that,
you know,
and the thing is,
is that with this being an employee's market,
the companies that do kind of lean in and do give to the some of the concessions are the ones that are gonna continue to grow.
Um If you look at,
you know,
the,
the companies that are able to do that and we're working with the company right now,
brand new startup,
um is just about 30 minutes north of where I live.
And they it's plumbing H J C electrical and he's starting to sold the business up north.
We started from scratch and because of how he's positioning,
everything like his branding is he's hired like 11 people in 30 days to take a company from just right out of the gate to actually,
you know,
having a company up and running in 30 days time because of doing that and being successful and leaning in and making those concessions.
And a lot of people are like,
well,
if they're not willing to do these things and I don't want to hire them,
well,
is it that they're not willing to do them or they're not having to do it for someone else?
And if they're,
if it's easier for them to do that for someone else,
then are you really,
you're,
you're cutting your nose off to spite your face sometimes in those cases.
So it's about the concessions,
it may flip around and feel like all the recession is coming and it's gonna be an,
an employer's market.
All these people are gonna get laid off,
but typically the ones that get laid off are not the experienced,
you know,
type a players.
So yeah,
there may be more people but they may not be the type of people that you really want to have on your team.
So it's,
it's gonna always,
I think just why not if this works now,
why not continue to do it?
So they become even stronger.
It's like whenever things get tough or the economy goes down,
people backed off on their marketing.
But the companies that grow are the ones that lean in and spend more on the market because it's easier to get market share.
So that's what's gonna happen.
And if it does recession does hit and people are out there that,
those that are already doing a great job of recruiting are just gonna get that many more good people.
Yeah.
I find employers when they have to lay off,
lay off the weakest ones.
I mean,
it makes sense,
the less valuable ones.
So,
if,
if you want to keep your job,
be productive,
make some money for the company.
That's usually the number one thing if you are,
if you're profitable,
right?
Uh especially if you're in sales,
you can really prove that.
Um,
you know,
then,
then you're gonna be able to keep a job or get a job anywhere.
Yeah.
So I was thinking about the word concession.
I don't even know if I like that word when it comes to giving something up to the employee because it kind of sounds like you gotta do it.
It's like a concession is kind of like,
you know,
you're at the closing table.
All right,
I'll give you $500 off the,
off the sale price of the house.
Let's get this thing.
Signed incentive is good.
How about just loving on them,
right?
We hear that a lot from,
from people,
Tommy Mellow,
you know,
he,
he,
it's incredible.
He just loves his people and you know,
why wouldn't you want to work for that guy?
Yeah.
There you feel like that like Ben Davis with Express plumbing at Ben Boise,
you know,
the same kind of model,
same kind of thought process.
Yeah.
But it just makes it,
and it goes a long way because,
you know,
when people know that you care,
you know,
you wanna work with somebody that's caring rather than somebody that's just a,
a slave driver.
It's funny,
I read a book a long time ago called Make Yourself Indispensable.
And it's funny because I worked for the power company for almost 30 years and we went from 15,000 employees to five years later,
five years later,
having 9000 employees,
but growing from 2.5 million to 3.5 million customers at the same time.
Um,
so there was obviously some inefficiency there but it was never the star players that,
that got let go through the reorganization.
It was always,
it was always the top rating.
Right.
So it's,
that,
that same thing can happen here.
And I have a lot of companies that they have their,
their staff where they need to be but they work,
continue to work with us so they can talk so they can continue to bring in a play and replace those that aren't performing the way they need to because not everyone is going to perform,
you know?
But so you got some time to do that as well.
Yeah.
I mean,
as a business owner,
when you have a team,
they're all different,
these aren't machines or computers.
Um,
you've got different ages,
you've got different backgrounds,
you've got you know,
different family,
um,
you know,
setups,
uh,
you know,
everyone's different.
It's like having Children as a parent.
You really can't manage three Children the same way.
You,
you're fair and maybe the rules apply to all,
but you still have to manage them different and you might want to manage your spouse a little differently too.
Right.
Because that's,
I mean,
so it's,
it's all about managing that and,
and so I,
I give business owners a lot of credit with what I believe is one of the most difficult parts of running a business and certainly generally one of the most expensive.
And that's hr,
and it's,
I mean,
because it's,
it's the most valuable resource because it's the main thing that makes the company run.
It doesn't matter how many,
how great your parts and suppliers are.
If you don't have the people out there and don't have the people that are doing a good job representing your brand,
it's gonna be,
it's gonna,
the days are gonna get dark very quickly.
Um,
from that standpoint and,
and to that point,
like you mentioned,
there's different personalities,
different things out there.
Uh People always ask us,
like with the ads that we run,
why do we run three or four different versions of it?
It's because we don't know exactly what's gonna convert or what's gonna get the most attention,
you know,
every company and every,
for every industry in every location is different.
Um,
and so we run them in different ways to get the attention and then we get to attention that we need to,
based on how we put the pay or the benefits or the imagery that we use to be able to do that to identify what's gonna convert the best.
Um So the same thing because everyone's different and people appeal,
different things appeal to them.
And so we have,
we started from the very beginning.
You have to be a chameleon,
right?
You have to be able to go from one territory to another and look as though you,
the employer look like you belong there to get the new team member because no one wants to answer an ad.
We'll call it when the ad doesn't look like it's really here.
It's like that's,
that's not who we are here.
Well,
that something doesn't seem right.
That looks like Southern California,
but we're in Maine.
That doesn't seem right.
Right.
So you really have to make sure it fits that local community.
And branding is so key.
I mean,
because everything we do is the,
the color of the company's colors,
their fonts,
their heck colors from their website.
The branding exact,
the exact match because you'd be surprised that people think that anything that's just a little bit different is a scam.
So even companies that again we work with,
oh,
we've tried running ads on social media and I'm like,
then it doesn't work like No,
it only always works.
So it didn't work is what you were asking them to do or what it looked like.
And I'll go in and say,
let me,
I'll take a look at it and say exactly what I see right off the bat and that's usually what it is.
They just throw something together because it's basically like throwing a piece of,
of fishing with a piece of bacon in a pond.
It's not gonna work.
You know,
I can't just throw anything out there just because there's nothing there.
It doesn't mean anything work.
Yeah,
people are smart today and they're also suspicious of things because of,
you know,
fishing if you will the P H fishing.
Um and um I think,
you know,
we all suspect some things.
I saw something on Facebook yesterday that and I won't get into it,
but it was like,
this is not real.
This is like definitely fake news,
right?
So,
um it's,
it's uh interesting.
So you really need to be genuine and authentic.
Um You need to be real because a lot of people are suspicious Jody.
This has been fantastic.
I appreciate your time.
This is a unique way to get top talent in your area.
And um I,
I,
I just think it's fantastic.
Rapid Hire pro is the name of the company.
All of Jodi's information with links are gonna be located here in the description of this podcast,
so they'll be get a hold of you.
I appreciate that,
Jim.
It's been a pleasure being on here.
I always love talking about this because there's a lot of,
you know,
there's a lot of nuances and things that people can do themselves as well from some of the things I've shared.
So that's why I always wanted to be,
make sure that I give great value whenever I come home and not just be all about me.
So hopefully there's been some nuggets there that anybody can use.
It's fantastic.
I love helping home service providers and that's why I wanted to have you on and,
um,
you do something that's,
that's unique but very,
very beneficial and very needed.
And hopefully people will understand this.
But if you don't understand it fully,
just get a hold of Jody and he'll explain it.
People always ask like,
who's,
who am I gonna get on a call with this guy?
That's who you're gonna talk to?
Yeah.
Yeah,
that's great.
All right,
buddy.
Thank you so much.
I appreciate it,
Jody.
Thanks Jim.