00:00
Hey Mike Callahan wanted to
00:02
Hey Mike Callahan wanted to make a quick video. I had a
00:04
make a quick video. I had a question submitted on
00:04
question submitted on Callahan’s last week of what
00:08
Callahan’s last week of what should you do or what are the
00:10
should you do or what are the skill sets you need to look for
00:12
skill sets you need to look for when going to hire someone to
00:14
when going to hire someone to run or manage your service
00:16
run or manage your service business? Well, I’ve had the
00:17
business? Well, I’ve had the pleasure of hiring several
00:18
pleasure of hiring several individuals to actually run my
00:20
individuals to actually run my company um Callahan’s lawn care
00:23
company um Callahan’s lawn care and I’m in my mastermind groups
00:25
and I’m in my mastermind groups and different people. I’ve met
00:26
and different people. I’ve met with uh we’ve had very similar
00:28
with uh we’ve had very similar discussions um but there is a
00:31
discussions um but there is a few key commonalities that I
00:33
few key commonalities that I would highly. Recommend looking
00:35
would highly. Recommend looking at before you go out to hire an
00:38
at before you go out to hire an individual to either manage or
00:39
individual to either manage or run your business, whether
00:41
run your business, whether you’re still hands on as a
00:41
you’re still hands on as a business owner for the day to
00:43
business owner for the day to day or if you’re looking for
00:44
day or if you’re looking for somebody to actually run the
00:45
somebody to actually run the business uh there’s one or two
00:47
business uh there’s one or two major things that I’m over the
00:48
major things that I’m over the four or five main things that I
00:49
four or five main things that I would highly recommend that I
00:50
would highly recommend that I was lucky enough to get right
00:52
was lucky enough to get right or some of the things we
00:53
or some of the things we actually got wrong when we went
00:54
actually got wrong when we went to go higher for this position
00:56
to go higher for this position multiple times, but the first
00:57
multiple times, but the first thing that you really wanna
00:57
thing that you really wanna look at is the person going to
01:01
look at is the person going to run your business or manage
01:01
run your business or manage your business. Been there to
01:04
your business. Been there to the next level? so let’s say we
01:07
the next level? so let’s say we are at a million or maybe
01:08
are at a million or maybe 1.2000000 in sales has that
01:11
1.2000000 in sales has that person seen the playbook for
01:14
person seen the playbook for 1.75 or 2000000 cuz it’s a
01:16
1.75 or 2000000 cuz it’s a significantly different
01:16
significantly different playbook at 2000000 versus a
01:19
playbook at 2000000 versus a business at 1000000. So do they
01:21
business at 1000000. So do they know what the PlayBook look
01:22
know what the PlayBook look likes? do they have the
01:24
likes? do they have the experience so uh we definitely
01:25
experience so uh we definitely wanna make sure that they’ve
01:26
wanna make sure that they’ve been at least one level above
01:28
been at least one level above where they’re going to be in
01:29
where they’re going to be in your business. so they know
01:30
your business. so they know what that road map looks like
01:31
what that road map looks like for success. You wanna look at
01:34
for success. You wanna look at is does he or she have the
01:36
is does he or she have the playbook and the experience for
01:37
playbook and the experience for the next level, so they know
01:39
the next level, so they know where they’re going and what
01:40
where they’re going and what the process and system should
01:41
the process and system should look like inside the business
01:43
look like inside the business um be able to scale to that
01:44
um be able to scale to that next level, so you wanna hire
01:46
next level, so you wanna hire at least one stage above the
01:48
at least one stage above the existing stage. you’re in the
01:50
existing stage. you’re in the next thing is hiring and this
01:52
next thing is hiring and this is probably one of the most
01:54
is probably one of the most important things outside of uh
01:56
important things outside of uh having them for the playbook
01:58
having them for the playbook experience to where your
01:59
experience to where your business is going um but hiring
02:01
business is going um but hiring is. Issue right now Bottleneck
02:05
is. Issue right now Bottleneck in all service businesses and
02:07
in all service businesses and it was even before labor
02:09
it was even before labor issues. So what I’m gonna
02:10
issues. So what I’m gonna suggest is if you’re looking to
02:12
suggest is if you’re looking to find uh a gentleman or lady to
02:14
find uh a gentleman or lady to run your service business, they
02:14
run your service business, they need to know how to hire now if
02:18
need to know how to hire now if they don’t have experience of
02:21
they don’t have experience of hiring on a regular basis in
02:22
hiring on a regular basis in their previous job for a
02:25
their previous job for a certain position that’s similar
02:26
certain position that’s similar to the ones you have you are
02:27
to the ones you have you are gonna be in massive trouble and
02:30
gonna be in massive trouble and I’m gonna suggest that this new
02:31
I’m gonna suggest that this new individual managing or running
02:33
individual managing or running your business should be
02:34
your business should be spending uh twenty. Other times
02:36
spending uh twenty. Other times so 20% of the time should
02:39
so 20% of the time should literally be going out and
02:40
literally be going out and hiring people and even if we
02:43
hiring people and even if we don’t need people, we’re
02:43
don’t need people, we’re building that virtual bench
02:44
building that virtual bench that we always talk about so
02:46
that we always talk about so they’re going out and
02:47
they’re going out and interviewing for all the
02:47
interviewing for all the positions in the business and
02:49
positions in the business and I’m gonna save 20% of the time
02:51
I’m gonna save 20% of the time should be spent on labor and
02:53
should be spent on labor and hiring and interviewing so a
02:55
hiring and interviewing so a rule a rough rule of thumb is
02:57
rule a rough rule of thumb is they should be going out and
02:59
they should be going out and having um six interviews a
03:02
having um six interviews a week, so that means that they
03:03
week, so that means that they should be having a little more
03:04
should be having a little more than one interview a week a day
03:06
than one interview a week a day per week, so six interviews a
03:08
per week, so six interviews a week um at least a. Of one
03:11
week um at least a. Of one interview per day, uh is that
03:13
interview per day, uh is that breaks out an average now they
03:14
breaks out an average now they may be chunking the schedule
03:15
may be chunking the schedule out and blocking it, but on
03:17
out and blocking it, but on average they should be running
03:18
average they should be running um 20% of their time in hiring
03:22
um 20% of their time in hiring and it’s going to be uh going
03:24
and it’s going to be uh going out to networking events and
03:25
out to networking events and different things like that, not
03:26
different things like that, not just the interview process but
03:28
just the interview process but going out and building that
03:30
going out and building that virtual bench creating
03:31
virtual bench creating relationships through dealers
03:32
relationships through dealers and networking and other
03:34
and networking and other business owners um but we
03:35
business owners um but we should be doing uh at least one
03:37
should be doing uh at least one interview a day potentially six
03:39
interview a day potentially six interviews a week so around 20%
03:41
interviews a week so around 20% of. Managers or business person
03:44
of. Managers or business person running your business time
03:45
running your business time should really be focused on
03:48
should really be focused on building that virtual benching
03:50
building that virtual benching going out and hiring. so where
03:51
going out and hiring. so where this gets ugly is uh if the
03:55
this gets ugly is uh if the individual you hire doesn’t
03:57
individual you hire doesn’t have experience so once again
03:59
have experience so once again that next level of business, so
04:01
that next level of business, so like if you’re a million, maybe
04:03
like if you’re a million, maybe they’ve run a $2000000 a year
04:05
they’ve run a $2000000 a year company they’ve seen that
04:07
company they’ve seen that playbook. They know how to go
04:09
playbook. They know how to go out and hire a players now the
04:12
out and hire a players now the individually you’re. Hired to
04:14
individually you’re. Hired to run your business is most
04:15
run your business is most likely I’m hoping in a player
04:18
likely I’m hoping in a player um, but the problem is a
04:19
um, but the problem is a players don’t always typically
04:22
players don’t always typically hire a players cuz if a players
04:24
hire a players cuz if a players that are running the a player
04:25
that are running the a player that’s running your business or
04:26
that’s running your business or managing your business doesn’t
04:28
managing your business doesn’t have the experience and
04:30
have the experience and understand how to go out and
04:33
understand how to go out and interview and find cultural and
04:34
interview and find cultural and values alignment and making
04:36
values alignment and making sure very similar to like uh
04:38
sure very similar to like uh Jim Collins is good to great.
04:38
Jim Collins is good to great. We wanna make sure we got the
04:40
We wanna make sure we got the right people on the right seats
04:41
right people on the right seats on the bus. You’ll find is even
04:43
on the bus. You’ll find is even if you take a player in 20% of
04:46
if you take a player in 20% of the time is going out
04:48
the time is going out recruiting uh hopefully a
04:50
recruiting uh hopefully a applicants for your business.
04:50
applicants for your business. What you’re gonna find is if
04:52
What you’re gonna find is if they don’t know how to hire
04:54
they don’t know how to hire they’re gonna start going out
04:55
they’re gonna start going out and hiring the wrong
04:57
and hiring the wrong individuals and if they need to
04:58
individuals and if they need to get bodies in the door a lot of
05:01
get bodies in the door a lot of times if they don’t know how to
05:02
times if they don’t know how to hire and they don’t have that
05:03
hire and they don’t have that skill set. they’re gonna start
05:05
skill set. they’re gonna start bringing in BC players and what
05:06
bringing in BC players and what that’s gonna do is literally
05:09
that’s gonna do is literally bring down the quality level
05:11
bring down the quality level and the culture. In your
05:13
and the culture. In your business because your a players
05:14
business because your a players are gonna have that you already
05:15
are gonna have that you already have on your team are gonna
05:17
have on your team are gonna start feeling animosity because
05:18
start feeling animosity because they have to cover the B and C
05:21
they have to cover the B and C players to continue the quality
05:22
players to continue the quality of work and the production that
05:23
of work and the production that you’re putting on them So first
05:25
you’re putting on them So first thing is we wanna we wanna go
05:27
thing is we wanna we wanna go out and find somebody who’s
05:29
out and find somebody who’s been where your company is
05:29
been where your company is going so they have that
05:31
going so they have that playbook and they understand
05:32
playbook and they understand and can see the hurdles um in
05:34
and can see the hurdles um in different fires that are
05:35
different fires that are popping up in growth cuz
05:37
popping up in growth cuz they’ve been there and they’ve
05:37
they’ve been there and they’ve seen and they’ve broken and how
05:38
seen and they’ve broken and how to handle them, but a alongside
05:40
to handle them, but a alongside that just as important as. To
05:41
that just as important as. To know how to hire and they need
05:43
know how to hire and they need to have previous experience of
05:45
to have previous experience of going in and hiring a players
05:48
going in and hiring a players and not just running through
05:49
and not just running through the motions to put bodies in
05:50
the motions to put bodies in the field of hiring those BNC
05:52
the field of hiring those BNC players and I think this could
05:53
players and I think this could be very detrimental. it can set
05:55
be very detrimental. it can set you back a year or two um in
05:57
you back a year or two um in the progression of your
05:58
the progression of your business, so not only is enough
06:00
business, so not only is enough that they have that industry
06:01
that they have that industry experience in the person
06:02
experience in the person running the business as an a
06:04
running the business as an a player, but do they know how to
06:05
player, but do they know how to go out and recruit and
06:07
go out and recruit and interview and hire additional a
06:09
interview and hire additional a players that line up with. In
06:11
players that line up with. In your mission and vision and
06:13
your mission and vision and values so what I would say is
06:16
values so what I would say is if you’re going to hire this
06:17
if you’re going to hire this new individual that’s running
06:18
new individual that’s running the business. It’s not only
06:19
the business. It’s not only enough to make sure that
06:20
enough to make sure that they’re a good cultural fit
06:22
they’re a good cultural fit they align with the strategic
06:24
they align with the strategic vision of your business, but
06:25
vision of your business, but you need to go out and talk to
06:26
you need to go out and talk to other people. They’ve worked
06:28
other people. They’ve worked with through a referral network
06:29
with through a referral network of people they’ve hired and
06:32
of people they’ve hired and people that they’ve worked with
06:32
people that they’ve worked with around their hiring process to
06:34
around their hiring process to actually see if they actually
06:37
actually see if they actually have the skill set to actually
06:38
have the skill set to actually go out and hire a players and
06:39
go out and hire a players and like. Said this will be the
06:43
like. Said this will be the quickest thing it can set you
06:44
quickest thing it can set you back 12 months 24 months if
06:46
back 12 months 24 months if this person comes in and just
06:48
this person comes in and just haphazardly starts, hiring the
06:50
haphazardly starts, hiring the wrong people so we need to go
06:51
wrong people so we need to go out and make sure that 20% of
06:53
out and make sure that 20% of this new managers time or
06:55
this new managers time or business uh whatever the
06:56
business uh whatever the position is running the
06:58
position is running the business um 20% of the time is
07:00
business um 20% of the time is going out and recruiting and
07:01
going out and recruiting and finding a players and we need
07:03
finding a players and we need to do some due diligence to
07:04
to do some due diligence to make sure they know how to hire
07:05
make sure they know how to hire a players and they have a track
07:07
a players and they have a track record of bringing in a players
07:08
record of bringing in a players and that will continue to
07:10
and that will continue to evolve the business along
07:12
evolve the business along quality standards in production
07:13
quality standards in production and reinforce with the team you
07:14
and reinforce with the team you already have because if you
07:15
already have because if you start adding B and You’re
07:17
start adding B and You’re eighteen players literally uh
07:20
eighteen players literally uh we’ll get disenfranchise and
07:21
we’ll get disenfranchise and leave your business. Then
07:22
leave your business. Then you’ve got an issue now. The
07:24
you’ve got an issue now. The next thing is does this new
07:25
next thing is does this new manager actually know how to
07:27
manager actually know how to manage do they know how to
07:28
manage do they know how to handle people a lot of times in
07:30
handle people a lot of times in the service industry,
07:32
the service industry, especially you’ve got certain
07:33
especially you’ve got certain people that um you need to talk
07:35
people that um you need to talk to one individual in a certain
07:37
to one individual in a certain way to coach them up and train
07:38
way to coach them up and train with them and get them to
07:41
with them and get them to evolve in your corporation and
07:43
evolve in your corporation and then I and another individual
07:45
then I and another individual um we may have to handle. But
07:48
um we may have to handle. But it’s how they intake uh
07:50
it’s how they intake uh feedback and how we interact
07:52
feedback and how we interact with them based on their
07:53
with them based on their personality and how they
07:54
personality and how they actually learn so some of the
07:56
actually learn so some of the people when you interact with
07:58
people when you interact with them like you can be very
08:00
them like you can be very straightforward and completely
08:00
straightforward and completely blunt and like hey you screwed
08:02
blunt and like hey you screwed this up uh let’s work on
08:04
this up uh let’s work on together and fix it and this is
08:04
together and fix it and this is how you fix it. Other people
08:07
how you fix it. Other people you may have to go in and
08:09
you may have to go in and really um take constructive
08:11
really um take constructive criticism and take it to a
08:12
criticism and take it to a whole different level because
08:12
whole different level because if you’re too um upfront with
08:15
if you’re too um upfront with this.
08:19
They will shut down they won’t
08:19
They will shut down they won’t take the information so can
08:23
take the information so can this guy or girl that you’ve
08:24
this guy or girl that you’ve hired manage your business
08:25
hired manage your business actually manage to be able to
08:25
actually manage to be able to pivot based on the person and
08:26
pivot based on the person and have a relationship with them
08:27
have a relationship with them um and not alienate people on
08:29
um and not alienate people on your team through uh flexible
08:32
your team through uh flexible management styles. What we’re
08:32
management styles. What we’re looking at and then the final
08:33
looking at and then the final thing um around people’s skills
08:37
thing um around people’s skills is they need to be relatable.
08:38
is they need to be relatable. They need to be able to go out
08:40
They need to be able to go out and uh hopefully do most of the
08:42
and uh hopefully do most of the jobs and be able to model them.
08:44
jobs and be able to model them. um where I’m going with this is
08:45
um where I’m going with this is very similar to the
08:46
very similar to the autobiography of uh Dave
08:48
autobiography of uh Dave Thomas, the founder of Wendy’s,
08:50
Thomas, the founder of Wendy’s, is he was in his mid. 80s and
08:52
is he was in his mid. 80s and that autobiography one of the
08:54
that autobiography one of the younger guys or girls on the
08:55
younger guys or girls on the hamburger line on the grill, um
08:59
hamburger line on the grill, um basically took a shot at Dave
09:00
basically took a shot at Dave and said. You know it can’t be
09:02
and said. You know it can’t be done that fast and this that
09:03
done that fast and this that the other uh so this guy in his
09:04
the other uh so this guy in his mid 80s, pulled up this apron
09:06
mid 80s, pulled up this apron pulled out a spatula and stood
09:09
pulled out a spatula and stood there right with his crew of
09:11
there right with his crew of you know early 20 year olds and
09:13
you know early 20 year olds and he ran circles around him so he
09:15
he ran circles around him so he could model the behavior. so
09:17
could model the behavior. so not only could he talk about it
09:18
not only could he talk about it and explain it, but he could
09:19
and explain it, but he could model it in a production that
09:22
model it in a production that was acceptable and. Quality
09:24
was acceptable and. Quality constraint and then the real
09:26
constraint and then the real cool thing is if they can do
09:28
cool thing is if they can do that and the full package is do
09:30
that and the full package is do they know how to train the
09:34
they know how to train the trainer so a lot of times we
09:35
trainer so a lot of times we have a players on our field
09:38
have a players on our field teams um so whether it’s a lawn
09:39
teams um so whether it’s a lawn care home clean they can go out
09:41
care home clean they can go out and mow the grass and trim the
09:42
and mow the grass and trim the grass and blow it or in
09:43
grass and blow it or in cleaning they can do a top to
09:45
cleaning they can do a top to bottom deluxe, but to actually
09:46
bottom deluxe, but to actually take that skill set and model
09:49
take that skill set and model it in train it is a completely
09:51
it in train it is a completely different skill sets. you may
09:52
different skill sets. you may have somebody you can actually
09:53
have somebody you can actually do it and perform the work, but
09:54
do it and perform the work, but can they actually break it? And
09:57
can they actually break it? And be constructive and positive
10:00
be constructive and positive and teach the actual skills
10:01
and teach the actual skills themselves so the the final
10:03
themselves so the the final perfect thing I have in my
10:05
perfect thing I have in my opinion is this manager running
10:06
opinion is this manager running your business is can they go
10:07
your business is can they go out and train the trainer and
10:09
out and train the trainer and maybe some smaller
10:10
maybe some smaller organizations They are the
10:11
organizations They are the trainers. So can they be the
10:13
trainers. So can they be the trainer and then can they want
10:14
trainer and then can they want you to evolve into that level?
10:16
you to evolve into that level? Can they train the trainer and
10:17
Can they train the trainer and hold that trainer accountable.
10:19
hold that trainer accountable. so as we’re breaking it down,
10:21
so as we’re breaking it down, we’re going out to find
10:21
we’re going out to find something to run the business
10:23
something to run the business either day to day or you’re
10:25
either day to day or you’re becoming an owner, a business
10:26
becoming an owner, a business owner. so the first thing you
10:27
owner. so the first thing you wanna do is the person.
10:29
wanna do is the person. Day-to-day needs to know what
10:31
Day-to-day needs to know what the next level looks like they
10:32
the next level looks like they gotta have that experience. so
10:33
gotta have that experience. so they know that playbook cuz
10:34
they know that playbook cuz that playbook from a half a
10:36
that playbook from a half a million to a million is
10:37
million to a million is completely different from a
10:38
completely different from a million to 2000000 is
10:41
million to 2000000 is completely different as well,
10:41
completely different as well, so we wanna be able to see what
10:42
so we wanna be able to see what are the hurdles. What are the
10:44
are the hurdles. What are the obstacles are running that size
10:45
obstacles are running that size of a business so as they evolve
10:46
of a business so as they evolve up in your business at that
10:48
up in your business at that point, they’ve already seen it.
10:49
point, they’ve already seen it. They understand it. We wanna
10:50
They understand it. We wanna make sure that they can go out
10:51
make sure that they can go out and hire and not only can they
10:53
and hire and not only can they hire, But they know how to hire
10:55
hire, But they know how to hire a players. They have a track
10:56
a players. They have a track record that we could track.
10:57
record that we could track. They should be spending
10:58
They should be spending approximately 20% of their job
11:01
approximately 20% of their job is going out in the hiring
11:02
is going out in the hiring process so whether it’s
11:04
process so whether it’s networking recruiting uh
11:05
networking recruiting uh refining the hiring skills, but
11:07
refining the hiring skills, but we need to go out and double
11:07
we need to go out and double check that they’ve have a track
11:09
check that they’ve have a track record of hiring a players and
11:10
record of hiring a players and then not bringing those BNC
11:12
then not bringing those BNC players in just to fill the
11:13
players in just to fill the gaps when we need bodies and
11:14
gaps when we need bodies and that’s gonna really if they
11:15
that’s gonna really if they bring the B and B in season,
11:17
bring the B and B in season, that’s gonna just de escalate
11:19
that’s gonna just de escalate the the the culture and
11:21
the the the culture and everything else you have going
11:21
everything else you have going on in your business because
11:22
on in your business because let’s face it a players are
11:25
let’s face it a players are gonna rise the occasion and
11:25
gonna rise the occasion and fill the gaps or BC player on
11:28
fill the gaps or BC player on that crew and do the extra work
11:29
that crew and do the extra work but at some point, it’s gonna
11:31
but at some point, it’s gonna burn them out. They’re gonna
11:31
burn them out. They’re gonna it’s this franchise and.
11:36
Stop caring or just leave your
11:36
Stop caring or just leave your business completely, so we
11:37
business completely, so we wanna make sure that new person
11:37
wanna make sure that new person run the business knows how to
11:38
run the business knows how to get an a player in there and
11:40
get an a player in there and they have a track record of
11:41
they have a track record of hiring a players so we need to
11:43
hiring a players so we need to go out and do our due diligence
11:44
go out and do our due diligence before we hire this individual.
11:45
before we hire this individual. we can’t jump to that. they
11:47
we can’t jump to that. they know how to manage they know
11:48
know how to manage they know how to interact with different
11:50
how to interact with different personalities to bring them up
11:52
personalities to bring them up and coach them up to your
11:54
and coach them up to your strategic plan and your mission
11:55
strategic plan and your mission vision values. They have people
11:57
vision values. They have people skills that can interact and
12:00
skills that can interact and they know how to train people
12:02
they know how to train people or train the. Depending on the
12:04
or train the. Depending on the size of the business, so no
12:06
size of the business, so no knowing where you’re going,
12:07
knowing where you’re going, they’ve been there, they got
12:08
they’ve been there, they got the playbook hiring skills uh
12:11
the playbook hiring skills uh management people skills and be
12:12
management people skills and be able to train um those are the
12:13
able to train um those are the core things I look at when I go
12:15
core things I look at when I go to hire someone to run my
12:17
to hire someone to run my service business. so come with
12:18
service business. so come with your questions drop below um
12:20
your questions drop below um but very important topic. I’m
12:22
but very important topic. I’m glad somebody asked that
12:23
glad somebody asked that question uh Callahan’s corner.
12:24
question uh Callahan’s corner. You ask the questions we
12:25
You ask the questions we answered live right here on