Lori Stuckert

What Percentage of Companies Fail Each Year?

By Tom Grandy, Founder

What percentage of companies fail each year and why?  Well, that depends on whose statistics you read.  If you check out the Internet there are as many opinions as there are organizations.  According to data from the Bureau of Labor Statistics approximately 20% of all businesses fail within the first year. By the end of the second year, 30% of businesses will have failed. By the end of the fifth year, about half will have failed. And by the end of a decade, only 30% of businesses will remain — a 70% failure rate.

The actual percentages may vary but the bottom line is that there are a lot of companies that fail each year.  The question is why?

Perhaps looking at franchises may just give us a few clues.  Statistically, 97% of all franchises make it through their first year and 95% make it through their first five years.  What is the difference between a franchise verses the rest of us.  Let’s look:

  • Investment – Who owns most franchises? Right, rich people!  The total investment in a McDonald’s franchise is between $1,000,000 and $2,000,000.  Sure, there are some minor franchises out there for less but the nationally known ones require a huge investment.
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  • Training – Does the owner run the franchise? Not at McDonalds.  The managers are hired and are sent to McDonald’s University in Chicago for training.  Other franchises may not have their own University but they do have extensive training programs.
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  • Budgets – Before a franchise can be purchased, the potential owner needs to create a budget for at the least the first year and often for the first one to three years. Within that budget they are told what percentage should be spent on marketing, advertising, etc. When the budget is completed, the potential owner will have a clear picture of the costs of running the business as well as the potential profit, if goals are met.
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  • Accountability – Once the franchise is open the new owner will be required to submit monthly reports based on their budgets. It’s called accountability.  If profit goals are not met, the monthly review will pinpoint what areas need work.
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  • Cash Flow – Cash is king in any business. As a company grows, significant amounts of cash will be needed to fund growth.  In addition to the initial investment, a stated amount of “cash” must be available to cover everything from increased inventory to slow times during the year.  Each franchise has specific amounts of cash the new owners must have on hand BEFORE the doors are opened!

 

Now, think about the typical trades company:

  • Investment – The only investment needed to start a trades company is the willingness to work, a supplier willing to provide 30-day terms and enough cash or credit to buy a new or used vehicle and a few tools.
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  • Training – Training for the new company owner usually consists of their experience working for someone else…usually as a technician. Business training.  What is that?
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  • Budgets – Creating a budget is another way of saying “Count the cost”. Very few new trades company owners have ever created a budget, therefore have little idea of what it takes to run a company much less what profit might be expected.
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  • Accountability – About the only accountability most trades companies have is their spouse who might ask questions like; “How are we going to meet payroll this week?”, “Our supplier wants to put us on COD.” or “Dear, how are we going to pay the mortgage this month, we haven’t received a paycheck in three weeks!”.
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  • Cash Flow – Trades companies have huge needs for cash. Cash is needed to fund increasing inventory and receivables.  Cash is also needed to fund those slow times during the year, not to mention funding the increased costs of doing business as the company grows and expands.  How much “cash” does the typical trades company start out with?  Usually between zero and borrowed! 

Are there some things failing trades companies could learn from successful major franchises?  You bet there are.  Check out the fruit of each and then glean what makes sense to you in your situation.

Did you know that the most profitable trades companies are owned and run by people who understand the business side of their businesses and who may or may not understand the technical side?  If you are serious about learning the business side of your business, then I would strongly encourage to you to attend Grandy & Associates two-day Planning for Profit workshop.  It can be attended in person or through online, instructor- led training, whichever best meets your needs. 

Mastering Follow Up

By Patrick Chapman Grandy & Associates

In his book “Good to Great”, author Jim Collins makes it clear the distance from good to great is normally not that far for most organizations or individuals. It is however, a series of very specific, strategic steps that produce significant outcomes. That principle holds true when it comes to mastering follow up. Being strategic in this key area will put you at the top of your field. The missing ingredient for most companies to achieve higher sales percentages is developing a clear follow up process.

Here are the facts:

  • 48% of people in Sales admit they have no clear follow up plan.
  • 25% of businesses make no more than two follow up attempts, then they QUIT.
  • Only 1 in 8 ever consistently make more than three follow up attempts.

 

Webster defines “follow up” as:  pursuit in an effort to create further action.  In essence, it is the process of assisting the client through the decision-making process culminating in a definite decision.  An effective follow up strategy should include three groups. Those who did not purchase at your initial offering, those who have made a purchase, and those who said no.

Many sales professionals have no clear plan if the client does not purchase on the first appointment. Let’s say you have 500 appointments this year and you close 60% on the first appointment. That still leaves 200 clients that did not make a decision.  Why give away that volume of leads annually? Adding two additional follow up steps to those remaining 200 clients, provides you with 400 additional opportunities to close the deal.

What about the client who did make a purchase from you? Do you have a follow up plan for them? It is easy for clients to feel important to companies until the transaction is complete. Do you respond with the same urgency after the sale is complete as you did before? Make certain you reach out to your clients after the sale is complete. Doing a walk through after an installation job is a great first step.  Do you also do a six month or annual follow up to check in?  If you want loyal customers, they must continue to feel important after the sale is complete.

The most overlooked category is the buyer who told you NO. We assume that a no means no to everything else we offer. That is a grave mistake. Let’s say the purchase was for a new comfort system.  If your competitor closed the sale for a new system install, you certainly want to highlight the fact that your company has a team of highly skilled technicians who are ready to provide the factory recommended spring and fall maintenance to the system. At the very least you will want to provide the client with your company resume highlighting all of the other products and services that may be of interest in the future.  Always remember, a loss today may become a win in the future if you keep the door open.

Let’s conclude by looking at Follow Up Best Practices.

First, decide the answer to these important questions. Who will follow up? What will be the method of follow up?  When will the follow up take place?

Second, remember the golden rule of follow up:  Time kills deals!  For example, if you present an option to a client and they do not purchase, it is ideal to set a time for the follow up to take place before completing the appointment. You want the client to know their time is valuable and you want to honor that by setting a follow up time that will be convenient to them.  If you don’t do this, you may get the dreaded “I am too busy to talk now, try back later”. This can become an endless phone tag session or even worse the first step to losing touch with the customer.  Remove the awkward follow up by setting the follow up expectation in advance.

Third, never follow up without adding something of value. The more you add value with every interaction the more you show yourself to be an expert. For example, rather that call and say “Hey, just checking in”. Follow up and say “Hey, I was thinking of you today and I have some additional information to share about the system you are considering.  It really highlights many of the concerns you shared with me”.  Be strategic with what you share and your follow up will be much more effective.

Fourth, always leave a message. You want the client to know they are important to you and you very interested in earning their trust and their business. In addition to the sales professional, consider a team approach to follow up. This shows the client your company has an expert team at every level in the organization who stand ready to serve and assist with any questions they might have.

Use these suggestions to develop a clear follow up strategy today!

Recruiting & Retaining Employees (Part 2 of 2) Retaining Employees

By Rob Rusniaczek Grandy & Associates

In July we published an article titled “Recruiting Employees”.  As we discussed in the article, we need to develop a system of Recruiting Employees.  The outlined system was to use the TRUST method.

TRUST – Recruitment System

  • T – Treat Candidates Like Clients
  • R – Referral Program
  • U – Use Sponsored Job Listings
  • S – Social Media Strategies
  • T – Try New Things
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In this article we will discuss the strategical and tactical approaches you can call upon to Retain Employees.

Looking across the labor landscape, retaining personnel to get the work done is truly a challenge.  Perhaps you have heard yourself saying:

    • After 20 years why would they leave?
    • Why do I have such turnover within my company?
    • I just trained this person and 2 months later there leaving, are you serious????
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Simple question… do you have a strategy for retaining your people? Below you will find the PRIDE Reward and Retaining method to buildup your TEAM.  We are curious to hear your thoughts and we are always happy to discuss the content deeper with you in a conference call etc.  Should you have questions, please feel free to reach out to me at: [email protected].

PRIDE – Reward and Retain

  • P – Positive Working Environment
  • R – Recognize, Reward & Reinforce the Right Behavior
  • I – Involve and Engage Team Members
  • D – Develop Employee Skills and Potential
  • E – Evaluate and Measure
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P PRIDE Positive Working Environment

About one-third of your teams’ lives are spent at work.  One-third is for sleeping, another third is for spending time with family and finally a third is designated for working.  I would often half-jokingly say, if I want this kind of abuse, I’ll just stay home.  Well, do you ever think about and consider, what is your employees home life like?  Do you ever wonder, how can I lessen the pressure on my staff and create a positive culture at work?  Does your company have a culture of picking on people or do you have a work culture and climate based on fun, inclusivity, welcoming, respect, no-gossip, collaboration and trust?  

  • Make a List. Create a list of everything that is negative about the work environment and eliminate those things, simple right.  Get rid of the gutter snipping-gossip, toxic, stress, micro management, and hostile environment.
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  • Moving Forward.  Do everything through the lens of including the positive element and eliminating the negative aspects of the work culture.
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  • Come Along Side. Be a coach and a cheerleader for your staff.
  • Continually evaluate and ask yourself does this support a positive working environment?

As you are moving forward, look to create collaboration through an employee suggestion box, perhaps implementing 4-10’s or 4-12’s,  or staggered starts?  Do you have an employee of the month program or do you know how to implement an employee of the month program?  Have you considered changing or modifying the On-Call Service schedule?

R Recognize, Reinforce & Reward the Right Behavior

Other than a paycheck and an annual dinner, do you thank your employees for the work they do?  Do you have a reward system that reinforces success?  Here are some things you can consider.

  • Level 1 – The simple thank you: You’re thanking individuals for their actions which can be efforts as well as results.
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  • Level 2 – Reinforcement: Besides thanking individuals for what they’re doing, you’re acknowledging them for the specific actions they’re taking. They’re not only expending effort but they’re also making progress; or if they’re high achievers, getting results already. By calling attention to the new behavior, you’re helping them shape it, repeat it and bake it into their daily routine and the organization’s culture.
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  • Level 3 – Reward: Giving individuals something, you show you appreciate what they’ve accomplished.  This could be done publicly in a morning meeting. i.e. Gas Card, Grocery Card etc.
    • 5 or 10 Perfect Installs, No Call Backs, Safety Related, Organizing the Parts room etc.
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I Involve and Engage Team Members

These are the fast facts – When you involve your employees they become stakeholders.  When you involve your employees in the hiring of new people, your existing employees will sell new prospective candidates on joining the company.  The better the culture, the better success you will have in attracting new hires and growing your team.  From hiring to retaining you can involve your team members in the:

  • Interview process of new candidates
  • Creating a new reward system
  • Decision making or process changes
  • Position shifts or promotions
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Simply speaking, involve your team.

D Develop Employee Skills and PotentialWhen does a new hire become productive within your company?  Day 1, Week 1, Week 10, Week 30?  Where do I start with getting employees productive?  With the current labor pool of candidates, you will need to attract employees outside your existing industry.  The most basic of concepts will need to be taught to these new hires.  You need to have a documented and developed process for onboarding these new team members.  One suggestion is to start with our Onboarding courses.  At a minimum, we hold these classes twice per month and the course ramps up your staff quickly.  These courses cover the basics of:

  • Understanding major and minor system components
  • Different parts of the system and system design
  • And so many other aspects of your industry.
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E Evaluate and MeasureEspecially when things are busy, many little things fall by the wayside.  However, it is important to consistently have a process for checking in with your team.  Do you currently do any of the following?

  • Schedule one-on-one meetings – Set a time to meet quarterly with each team member. Find out what’s going on in their lives.  Listen to them and understand what is frustrating them.  Work toward resolving these items or they will move to another company that is more attractive.
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  • Transparent & Simple Evaluations – Explain clearly and concisely what it will take to make more money within the company. It is no longer acceptable to give annual pay increases and employees need to know what will get them to the next level.
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  • Prepare improvement Plans – When an employee is not performing, use your one-on-one to talk about and document how to get better.
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When looking to expand your team, keep in mind you need to have/create an environment for your team to want to stay.  There are many employers out there looking to poach and take your employees away.  I distinctly remember having our main Installer quit.  Joe was offered a position with a flexible work schedule and five dollars more per hour.  While Joe was resigning, we immediately matched and exceeded that offer and this is what Joe said, “If I was this important and valuable, why did I have to quit to be offered this?”.  Simply speaking, Joe was right!  We don’t have to wait for someone to quit to finally show them they are valuable. 

We know the methods described with PRIDE recruiting work.  Again, should you like to explore this information further, please reach out to me, Rob Rusniaczek at:  [email protected].

Having Trouble Finding Techs?

By Tom Grandy, Founder

The economy is coming back.  The phone is ringing, people are spending money and business is good.  Suddenly, it seems like everyone that had ever thought about having their equipment repaired or replaced now wants you to do it…yesterday!  Sales are skyrocketing.  There is only one problem: a serious shortage of qualified technicians.  Unfortunately, the problem is throughout the entire trades industry. 

If you were hoping for a silver bullet that would enable you to immediately hire as many techs as you need, I am afraid you are going to be disappointed.  There are no instant answers to the tech shortage but here are a few ideas that might help attract a few extra techs in the not-too-distant future:

  • Techs are attracted to companies that reward performance.

Every employee needs a bit of a carrot in front of them to increase productivity.  Likewise, all techs want YOU to know they are doing a good job.  The solution is pretty simple: create a system that rewards performance.  If they work a bit harder or more efficiently, award a bonus.  You have probably heard this little tip before – “reward the performance you want repeated”.  How does that help recruit new techs?  Techs are looking for companies that both appreciate their work and provide rewards for outstanding performance. 

  • Increasing your hourly rate may not be as costly as you think. Several years ago, I was doing some consulting for an HVAC company (principles are the same). Most companies in their area were paying techs $18.00 to $25.00 an hour.  This particular company was paying $35.00 an hour!  I asked how he could afford to do that.  His reply surprised me a bit.  The owner explained that paying the highest wages in the area not only attracted the best techs but those higher paid techs were more efficient, seldom called in sick, grumbled less, had a limited numbers of callbacks and were more respectful to management and customers.  Turnover was down which also which minimized the need and expense for training.  Simply having a workforce he could count on more than made up for the extra dollars he was paying.  Make sense?  I think it does.

 Where is the best pool of potential techs located?

Let’s face it, not everyone excelled in high school.  I for one, did not wake up to the fact that I was going to have to make a living one day until I was in the middle of my junior year.  Guess what, there are a lot of quality individuals that woke up late too.  Where are they?  Believe it or not, many are in the retail or food industry or perhaps at Walmart. 

I’m sure you have been in a situation where you walked into a store and were immediately impressed by an employee.  They were friendly, helpful and respectful.  When I or my wife run into an individual like that, we always turn to each other and say, “I’ll bet that person is not here next time we come!”  Why? Because others will notice their work ethic and attitude and will offer them a job. 

When you run into an individual that impresses you, hand them a business card and tell them how much you appreciate their attitude.  Tell them if they ever consider changing careers to give you a call.  I have had contractors tell me they have done that and they received calls months, sometimes years later.  The principle is simple:  hire for attitude and train for service.  Finding new techs in today’s market is a 24/7/365 job.   

  • Is your company a great place to work?

Family is special.  We talked about this a bit in an article a couple months ago.  I am guessing that when you were growing up you had at least one special friend and that you wanted to spend as much time at their house as you could.  Why?  Because you felt loved and accepted.  How many times have you heard someone say – the place where they work is like being part of a family?  Family works hard together, relaxes together, meets each other’s needs and is willing to lay down their lives for other members.  Really great families are hard to find but when you do find one, it’s really, really special.  It’s a group you want to be part of for a very long time. 

That leaves us with a question.  Are you a good company to work for?  Is there a family environment?  Do employees want to be there?  Family environments attract others that want to be part of it as well.  When you found that special family when you were young, I am betting it wasn’t long before other kids in your neighborhood ended up spending time at the home as well.  A true family environment attracts employees who want to be part of the family as well. 

Creating a family environment, paying above industry wages and benefits, recognizing and rewarding outstanding performance and being around others with great attitudes may not instantly create new employees.  However, doing these things will attract new employees over time and I would be willing to bet, most will stay for an extended time.  Remember, happy employees tell their friends who just might want to work there as well.

Grandy & Associates is now offering a brand-new program called Contractor Academy.  It has three levels to choose from, each with its unique member benefits.  Even the first level (for only $29.95/month) includes membership to the Profit University Audio Series (over 300 audio presentations with a new one being posted each month) and access to all of current and future on-demand courses.  Purchasing one course alone would cover your membership!  Check it out and sign up today!

How Good is Your Internal Communication?

By Tom Grandy, Founder

If you have read any of my articles over the past 30+ years you know I love using real life situations to highlight areas that might just need a bit of tweaking.  This article is no exception!

Four days ago, our garage door opener began having problems.  It should be noted that the opener was installed in 2017 so it was not new but would not normally be considered old either.   The opener would not work.  Two lights showed up on keypad and a beeping sound began.  It was a loud (very irritating) beeping sound that occurred every half minute or so and could easily be heard inside the house.  I called the company that installed the opener which was 45 miles away since there were no local options.  I described the problem to the manager.  He agreed to send someone out the next day.   A short time after the call the beeping stopped and the garage door opener worked just fine.  I kept the appointment for the next day in case it started acting up again.  When the tech arrived the next day, all was well.  The garage door opener was working perfectly so I thanked the tech for coming and there was no charge.

The next day the beeping returned but did not stop!  I called the company again and they agreed to send someone out again.  During the conversation, the manager explained that they no longer carried my type of unit.  They now carried a side-mount unit custom made just for them and that it had been working very well.  The warranty was good and they carried parts if needed.  Meanwhile, I had gone to YouTube and found my current unit and it explained how to cut out a capacitor and resolder a new one in.  That was theoretically the silver bullet to fix the problem.  However, that was definitely above my pay grade.  I mentioned the possible repair to the manager on the phone and he agreed to do some research and would send out another tech with the repair instructions or with a new unit.  The bad news was that they only come to our town every other day, so I needed to wait until Friday.   My final question was this; “How can I stop this constant beeping?”  He suggested I unplug the unit.  Dah, that made sense.  I unplugged it and the beeping stopped.  Later my wife returned home so I reconnected the garage door and bingo, it started working again. 

The opener worked the rest of the day and all day the following day.  My assumption was that unplugging the unit must have somehow reset the system.  Early Friday morning around 6:00 AM, I called and told the answering service to cancel my scheduled call.  My wife left for a meeting at 6:30 AM and the door went up…and the door went down.  Good sign, right?  Thirty minutes later it was time for me to leave for a meeting.  The door would not work!  I called the answering service and left a message to continue with the scheduled call.  After unplugging the unit and plugging it back in, all worked well again.

The company opened at 8:00 AM so I called to tell the manager what the status was and to have the techs bring a new side-mount opener just in case it couldn’t be repaired and needed to be replaced.  This was a different person than the one I had talked to on previous two calls.  Sure enough, the techs arrived with instructions to change out the unit.  No mention of trying to trouble shoot it but by this time I was frustrated and ready to have it changed out anyway.  As the lead tech began unhooking the wires the other tech brought the new replacement unit from the truck.  The new box had Lift Master printed all over it!  That was the same unit I currently had.  I then questioned the techs about why they bought this unit instead of the in-house, custom made unit, the earlier manager recommended.  They had no explanation so they called back to the office.  It seems the manager, whom I had talked to the first two times I called, had failed to communicate with the person who was answering the phone on Friday.  The end result?  The wrong unit was sent and now it would be Monday before they could return to install the new, custom made unit.  The tech rewired the current garage door opener and it was now working just fine. 

If all goes well this will be the end of the saga.  If not, look for an update next month. 

Now for the point of the article.  The point is internal communication.  Every company needs to have a detailed customer base program that allows for an unlimited number of notes to be typed in.  Recording customer comments is critical.  Just as critical are the comments entered by the company’s staff so that everyone has access to what the customer has been told.  Had this been the case with my garage door company the new opener would be installed by now rather than having to wait until Monday, three days from now!  

Our Featured Product this month is:  ProfitSmart KPI tracking tool will allow you to track 9 different Key Performance Indicators for each of your service technicians. The tool will track five KPI’s for Demand Service, three for maintenance agreements and one for Qualified Sales Leads generated. You will see how each technician stacks up against the rest of the team as well as how your service department is doing as a whole. The normal investment is $399.00 but this month it’s available for only $299.00Order today!

Recruiting & Retaining Employees (Part 1 of 2) Recruiting Employees

By Rob Rusniaczek

In April we published an article titled “The Tech Shortage is Really a Pricing Problem”.  As we discussed in the article, to properly compensate your team, you must go through the math and get your numbers right.  Ultimately, you will need to figure out how to pay for the $10 plus dollar per hour raise, the additional vacation, holidays, medical, dental and vision insurance, 401K plan and yearend bonus etc.  In this article we will discuss the strategical and tactical approaches you can call upon to Recruit Employees.

Looking across the labor and hiring landscape, finding labor to get the work done is truly a challenge.  Perhaps you have heard yourself saying:

  • I just can’t find employees.
  • I need employees.
  • I’m so busy I just need more people.
  • I’ve looked everywhere, what’s going on?
  • When I hire someone, they suck!
  • My existing employees are frustrated!
  • My best employee left me.
  • My best employee’s company is beating me.
  • I just need a hug…xxooxxoo (hugs and kisses, xx’s and oo’s, not expletives).
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Simple question, do you have a recruiting strategy or are you just randomly posting things online?  We hope this article provides you a means and methodology to interview and hire more candidates.  Below you will find the TRUST recruiting method to build your TEAM.  We are curious to hear your thoughts and we are always happy to discuss the content deeper with you in a conference call etc.  Should you have questions, please feel free to reach out to me, [email protected].

TRUST – Recruitment System

  • T – Treat candidates like clients
  • R – Referral program
  • U – Use sponsored job listings
  • S – Social Media Strategies
  • T – Try new things

T Treat candidates like clients.

This may or may not seem like common sense to you, but we do not traditionally treat our employees as well as we treat our customers.

Whether it is a phone screening or an in-person interview, a candidate’s first impression of your company is critical. It is important to make them feel like you are just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.

  • Be respectful of their time.Whether it is a phone call, video conference or in-person meeting, always be sure to show up on time. If you are running late, let the candidate know as far in advance as possible.
  • Be hospitable.When a candidate arrives for an onsite interview, ask if they would like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable.
  • Make yourself available.Provide potential candidates with your contact information so they can reach out with questions and concerns throughout the hiring process.

R Referral Program

Ask yourself, other than the paycheck, are there additional ways for my team to earn incentives or bonuses? 

  • Incentives – Recruitment bonuses in the form of gas cards, grocery cards, i.e., products your company offers i.e., new outdoor or indoor unit – When someone is hired (5th employee, 10th employee etc.). Below are some additional ways you can compensate your team.
    • Purchases from your company at a tremendous discount or at cost for a product i.e., Outdoor, Indoor, Control, Filtration System, GPS System Etc.
    • Creating Brand AmbassadorsAnything you hand a customer, you should message we are always hiring, give us a call.
    • Every truck should say Always Hiring.
    • As people enter the office area or your shop, ALWAYS Hiring.
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  • Stay Top of Mind – First slide of the staff meeting or agenda handout. At your staff meeting are you iterating that you are hiring or where you have openings?
    • whoever conducts or kicks off the meeting should intro always hiring.
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  • Be Transparent with EmployeesEspecially when you are tying compensation to an employee referral, always let existing employees know where their candidate is in the hiring process.
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  • Provide Clarity on Who We NeedExisting staff needs to know who we are looking for.

Implement an Employee Referral ProgramGreat people usually make a habit of surrounding themselves with other highly capable professionals. While many employees may already be sharing open roles with qualified contacts in their networks, a well-developed Employee Referral Program can encourage even more of your employees to refer the best talent they know. Consider providing incentives for referrals with bonuses and contests so you can create excitement around the program.

U Use Sponsored Job Listings -$$$  These are the fast facts – You might be thinking…I just don’t want to pay for sponsoring a job online, but there are reasons why these sites exist.  Statistics show employers are 3.5x more likely to make a hire when they sponsor (pay) a job.

  • Make use of sponsored jobs to stand out – Because there are thousands of jobs posted on Indeed every day, the visibility of your job listing can decrease over time. One of the best ways to make sure your job posting continues to stand out is through a sponsored job. These paid listings appear more often in any relevant search results and their placement will not fall back in search results over time, like free job listings—which can result in more high-quality applicants.
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  • Create compelling job descriptions – Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process.
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  • Make titles as specific as possible.  The more accurate your title, the more effective you will be in attracting the interest of the most qualified and interested job seekers.
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  • Open with a captivating summary.  Provide an overview that gets job seekers excited about the role and company.
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  • Include the essentials.  Write out the core responsibilities, hard and soft skills, day-to-day activities and explain how the position fits into the organization.
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  • Keep descriptions concise.  Job descriptions between 700 and 2,000 characters receive up to 30% more applications according to Indeed data.
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  • S Social Media Strategies – There is a great deal that can be done with social media.  Many of the tactics in social media will not cost your company all that much money.
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  • Technically – Social is every Manager’s Responsibility – Make it fun
    • Check In at Work – or ask employees to check in when they go to jobs.
    • Check In at Commercial Site – The business owners, this site has us doing work.
    • Have a little sign on your desk, Check In on Facebook while you’re here. This may sound silly, but you are attracting visibility to your business and thus awareness to job seekers that you are hiring.
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Use Social Media – Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach are not interested in the role you are hiring for, it’s likely they may know someone who is a good fit. Plus, by sharing photos and videos from company events, your workplace and/or day-to-day office life that align with your employer brand, you give potential applicants a glimpse into your company culture.

    • Build your company’s online reputation.
    • Use video to engage with passive candidates.
    • Involve employees in sharing posts on social media.
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T Try New Things – It goes back to the definition of Insanity – doing the same thing over and over and expecting a different result.  It is possible you have tried all of the described methods above.  Perhaps it is time to try something new.  As I write this article, our local Burger King is paying individuals that come in for an interview.  I am not necessarily suggesting you pay a prospect to be interviewed, but I am suggesting, TRY NEW THINGS.

  • Attend Industry-Related MeetupsWhile job fairs can be helpful for finding qualified candidates, non-recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who are eager to network and advance in their field. For example, if you are looking to hire a technician, find a local group, meetup or bar, NRA meeting where these guys and girls hang out.
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  • Include peers in the interview processSometimes the best person to interview a candidate is someone already working in the same or similar role. This employee already knows what it takes to excel in the position and can verify whether candidates have the skills and experience needed to do the job well. Current employees can also give an accurate description of day-to-day experiences and help candidates better understand what they can expect if hired.
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  • Check resumes posted onlineIndeed Resume hosts millions of resumes from job seekers across nearly any industry and location. Employers can quickly find candidates by entering a job title or skill and a city, state, or zip code. You can narrow down results by criteria like, years of experience, education level, and more. You can also set up a Resume Alert to receive daily emails with links to new resumes that match the criteria for the positions you are looking to fill.
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  • Consider past candidates – When you hire for a position, there are often a few talented candidates that end up not making the cut due to timing or other external factors. When you are recruiting for a similar position, consider re-visiting the resumes of past applicants. These candidates are already familiar with your company and may have picked up new skills and experience since you last spoke.
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  • Consider hiring women – Take an external look at your organization. We traditionally see laborers are mostly men, but are you overlooking women that could do the same job?  Remember the story of Rosie the Riveter.  In 1942, as an increasing number of men were engaged in WWII, women were needed to fill labor intensive roles. The simple point – do not overlook or underestimate women.
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When looking to expand your company, keep in mind you need to get your numbers right.  Unless you have your pricing correct, you cannot simply pay someone $40 per hour.  However, once your prices are correctly established you will still need to find and build a talented team.  We know the methods described with TRUST recruiting work.  Again, should you like to explore this information further, please reach out to me, Rob Rusniaczek, [email protected].

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