Video Transcript

00:00
mike kellen here want to make a quick
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video about employee onboarding and
00:04
hiring right now labor is the biggest
00:05
issue in the service industry
00:07
and my question to you is are you making
00:09
this fatal mistake well
00:10
we’ve got the big guys and girls out in
00:13
um the hiring world right now your
00:15
walmart um
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fast food joints mcdonald’s arby’s uh
00:19
they’re offering anywhere from 18 to 25
00:21
bucks an hour with sign-on bonuses
00:23
depending on
00:24
um the industry but uh saw as early as
00:27
of yesterday walmart offering up to 25
00:29
for um people to stock the shelves
00:31
arby’s offering a five or six hundred
00:33
dollar sign on bonus
00:34
um so how is the service industry going
00:36
to compete with
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uh the big guys and girls of industry
00:41
out in hiring well
00:42
there’s a couple things that i think
00:43
that are essential for this right now
00:45
um first of all is we need to go out and
00:47
be recruiting two to three times a week
00:49
for every position of the company we
00:50
need to be stacking that virtual bench
00:52
we need to have our applications in
00:54
english and spanish and
00:56
in addition once we go out and actually
00:58
get these employees in here the biggest
01:00
mistake that i think just about
01:01
everybody in the service industry is
01:02
guilty of is
01:03
the first impression is the lasting
01:05
impression so folks um
01:07
we are at the mercy of the employees
01:09
right now far as if they leave
01:11
there’s al there’s ample places they can
01:13
go right now so i think it is key
01:15
that your first impression for a new
01:17
hire needs to be the right impression
01:19
and i think this is where the service
01:20
industry
01:21
um definitely falls short i know in the
01:23
early days we did especially in my
01:25
company so
01:26
what we need to do and start avoid doing
01:28
is um the onboarding process so
01:30
the way we tackle it in the simple
01:32
growth automations uh system and i’m
01:34
gonna kind of lift the hood of how we do
01:35
it so if you’re building this yourself
01:36
this is how i’d recommend doing it
01:38
we need an online application that’s in
01:40
english and spanish
01:41
um the spanish version probably should
01:42
be street spanish because it’s going to
01:44
convert better that’s something we’ve
01:45
seen with hundreds of companies using
01:46
this
01:47
next thing as soon as they actually get
01:49
into that it assigns it
01:51
uh to someone in the office to
01:52
pre-qualify the candidate
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so if they meet a certain criteria they
01:56
get an interview via zoomer in person
01:59
there’s gonna be some standardized
02:00
questioning in there at least four to
02:02
five standard questions we ask every
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applicant
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and what we’re gonna do is create an
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unbiased way to rank the applicant
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and as we’re building that virtual bench
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going on interviewing at least three
02:11
times a week for every position in the
02:12
business
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we’re going to create a qualified
02:14
database so a candidate maybe or b
02:16
candidate with or without a license so
02:18
what we can do is go back
02:19
into our software of choice and take a
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look at it and be able to see how many
02:22
applicants
02:23
are a levels and how many people are b
02:26
levels and we can go from that database
02:28
and go in and pull that out but if
02:30
you’re looking for employees when you
02:32
need them it’s too late so we need to
02:33
create that qualified database
02:36
of applicants so now once we’ve actually
02:38
gone out and hire them this is where i
02:40
think the biggest mistake
02:41
most service businesses are making we
02:43
need to make the first impression
02:45
perfect so by going in and automating
02:47
and standardizing it
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it is the same standardized procedure no
02:50
matter who is doing it so if the
02:52
business owner the manager isn’t there
02:53
it doesn’t matter it’s the same
02:55
process but what we’re going to do in
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our automation this is how i recommend
02:58
you
02:59
copy it is we have an initial email or
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text message goes out and welcomes them
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introduces them to our core values
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we talk about what’s expected in
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addition we have all our tax documents
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so all the different documents you need
03:12
for taxes are in there
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so during that process we have a
03:15
three-step accountability process so if
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the new applicant doesn’t fill out their
03:19
um tax documents to get paid in the
03:21
first three attempts then that’s an
03:23
issue maybe they need some help and
03:24
we’ll be there to help them but
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if we’re going to go out and hire even
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in a tight labor market we’ve got to
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make sure that they’re able to follow
03:29
through certain things with the deadline
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and have accountability
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and they’re not just going through the
03:33
motions so we want to have the tax
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documents
03:36
um and everything else that they need as
03:38
far as their employment contract and
03:39
their non-solicitor basically not
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compete all automated with deadlines
03:43
the next thing we’re doing is diving in
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and getting that
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acclimation or welcome email to them
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introducing the culture mission vision
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values
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and we’re going to have some additional
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training around the core values
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and we can track that through the
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automation now the final part is
03:57
the day before week and the week before
03:59
work depending how quick we’re hiring
04:00
them we’re going to go in
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and let them know what’s expected where
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to show up
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um anything they may need maybe a
04:06
driver’s abstract that we require for
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some of the drive and we’re going to
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reimburse them on their first day of
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work
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and we’re going to set the tone what
04:12
that first week looks like and set some
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expectations so yes we can play with the
04:16
big guys and girls hiring the walmarts
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the fast food joints
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because we are going to create a
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standardized system that creates a great
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first impression and shows the strength
04:25
of the businesses i know you all have
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but unfortunately a lot of us aren’t
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showing our best foot forward
04:30
in the hiring process we’re scrambling
04:31
trying to get people in the field
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so we don’t need to go in and get those
04:34
tax documents the employment documents
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automated with accountability forever
04:37
who is supposed to
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get them in so what should happen always
04:40
happens without the business owner
04:42
and then we want to acclimate and
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welcome the new employee let’s make a
04:45
big deal of it
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maybe we have a special um gift bag or
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something when they show up for work
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if not anything else definitely in lawn
04:52
care and home cleaning we should have
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our pp or personal protective equipment
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and all the things
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and uniforms lined up and ready for them
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um biggest thing i see in the lawn care
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industry is a new employee will show up
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there’s no ear protection there’s no eye
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protection like what kind of
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example or what kind of first impression
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are you setting
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um we need to change this in the service
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industry we want to compete with
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the different franchises and different
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people hiring that we’re competing with
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with big dollars right now
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so once we’ve automated that process the
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next part is
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we want to take them on through an
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online video training series
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almost like a franchise this is what we
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did in my company so we had online video
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training for every position or every job
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we did in the field
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so lawn mowing weed whacking bush
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trimming with testing and accountability
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so we had an online automated video
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system for
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the field staff as well as um the office
05:40
staff so
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if any of this sounds interesting you’re
05:42
like mike this is way too much it’s
05:43
mid-season i don’t have time to do this
05:45
the good news is simple growth has a
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turnkey solution
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already built with office video training
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for service autopilot and some other
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software’s as well the field videos we
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do not have but we can give you best
05:56
practice and when you get those we can
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upload this automate your
05:59
um business but the idea is if you want
06:01
to be an absentee owner or be able to
06:03
sell your business
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like a franchise so the day i sold my
06:05
business i signed i never went back i
06:07
literally handed over everything that
06:09
was automated that did not involve me so
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big thing here is folks we need to go
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out and stack the virtual bench
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interview at least three times a week
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for every position we need to create a
06:17
database
06:18
segmented that we can search so when we
06:20
need the person we have qualified
06:21
applicants
06:22
then we’re going to welcome them we’re
06:23
going to allow them and we’re going to
06:26
set an automated process for tax
06:27
documents employment documents that work
06:29
um
06:30
that we’ve got for the employment
06:31
contract and the non-solicitor
06:33
non-compete depending on the state
06:35
you’re in
06:35
and we’re going to acclimate them
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welcome what to expect and reminders
06:38
along the way hey
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we’re going to require you to wear
06:41
certain things for your uniform steel
06:43
toe boots we’re going to provide the ppe
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and then let’s create an automated
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process so whoever’s responsible at the
06:48
office
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follows through and creates that first
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impression that lasts
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and ties them into the great companies i
06:54
know we all have so comments or
06:56
questions dropping below this sounds
06:57
like hey mike i just don’t have the time
06:59
to do this but i need this given the
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labor market
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uh drop me a private message we already
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have this built out fully automated
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on service autopilot as well as some
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other software’s as well so
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um callahan’s corner u.s questions we
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have some live right here on facebook