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How to Create a World Class Recruiting Experience - Josh Peters
42 Plays4 years ago
Speaker 1 (00:03):
Welcome to the Solarpreneur podcast, where we teach you to take your solar business to the next level. My name is Taylor Armstrong and I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fail. I teach you to avoid the mistakes I made and bringing the top solar dogs, the industry to let you in on the secrets of generating more leads, falling up like a pro and closing more deals. What is a Solarpreneur you might ask a Solarpreneur is a new breed of solar pro that is willing to do whatever it takes to achieve mastery and you are about to become one.
Speaker 2 (00:42):
What's going on. Solarpreneurs. We are here live in Las Vegas. Guests probably won't be alive by the time you hear it, but we have, uh, Mr. Josh Peters on the show here on the podcast. Josh, thanks for coming on and with us today.
Speaker 3 (00:55):
Absolutely. Yeah, I'm super excited to be here with you.
Speaker 2 (00:57):
It's going to be awesome. And Josh, he is the director of experience here at your energy co if you're watching the video, he's all decked out in the gear. Yeah. You can see
Speaker 3 (01:07):
Every present.
Speaker 2 (01:08):
We're lucky cause he's about to roll out on the doors himself. So he fortunate enough that you would give us some time before he gets on the doors here on a Saturday. So, uh, Josh excited to have you on. And, um, you've obviously been super involved in recruiting over the years. I know you're just putting together, um, a whole experience now for these recruits coming in and it's super valuable for our listeners to just hear how to recruit the right way. And obviously you're doing a lot over social media, digital recruiting, which is super valuable, super important in today's. Um, just kind of landscape with things, especially during the COVID I bet, right?
Speaker 3 (01:45):
Yeah. I mean, you know, especially nowadays back in the day, you could just post that ad on Craigslist, but today you have social media and that's the biggest push for where people are. And so wherever the people are is where you go to recruit, honestly.
Speaker 2 (01:56):
Yeah. I know a huge in so many people, I see do it the wrong way as I'm sure we'll touch on. So before we get into all that, um, do you want to kind of, um, tell us about your like door to door background, how you got into solar and I guess how you kind of transitioned into all these recruiting absolutely. Down over the years. Cool.
Speaker 3 (02:15):
So yeah, I started about five years ago in the door, their industry, um, I got started in Kirby, so all you guys out there, um, if you don't know, Kirby's the vacuums, they've been around 107 years, so they're like the biggest sales org when it comes to door to door sales. Um, and the funny thing is, I didn't even know as a sales job, I just applied to a position and I was like, cool. It says 2000 a month, I'm going to work there. Um, and so when I got there and they were like, this is a sales position, uh, it was kind of a shocker for me cause I'd never done sales. Yeah. So I was just like, well, I'll give it a try. Um, and so when I got into Kirby, you know, obviously I dealt with the difficulties of not doing well, my like my first few weeks.
Speaker 3 (02:54):
Uh, but then when I caught on, um, I actually made my way to being the top salesman in the office. I got promoted to being team leader. Um, and then the next promotion I had after that was into a recruiting position. So, um, I did sales for quite a bit in Caribbean. Then I moved into a recruiting position where there's still sales involved. Um, but it's, it kind of taught me a lot about, uh, what a good process should look like for a sales company on how to, you know, create a pipelin
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Transcript
Introduction to Solarpreneur Podcast
00:00:03
Speaker
Welcome to the Solarpreneur Podcast, where we teach you to take your solar business to the next level.
00:00:08
Speaker
My name is Taylor Armstrong.
00:00:10
Speaker
I went from $50 in my bank account and struggling for groceries to closing 150 deals in a year and cracking the code on why sales reps fell.
00:00:19
Speaker
I teach you how to avoid the mistakes I made and bring in the top solar dogs of the industry to let you in on the secrets of generating more leads, falling up like a pro, and closing more deals.
00:00:31
Speaker
What is a solopreneur, you might ask?
00:00:33
Speaker
A solopreneur is a new breed of solopro that is willing to do whatever it takes to achieve mastery, and you are about to become one.
Guest Introduction: Josh Peters
00:00:42
Speaker
What's going on, solopreneurs?
00:00:44
Speaker
We are here live in Las Vegas.
00:00:46
Speaker
I guess it probably won't be live by the time you hear it, but we have Mr. Josh Peters on the show here on the podcast.
00:00:53
Speaker
Josh, thanks for coming on with us today.
00:00:55
Speaker
Absolutely, yeah.
00:00:56
Speaker
I'm super excited to be here with you.
00:00:57
Speaker
Yeah, it's going to be awesome.
00:00:58
Speaker
And Josh, he is the director of experience here at Your Energy Co.
00:01:03
Speaker
If you're watching the video, he's all decked out in the gear.
00:01:06
Speaker
Yeah, you can see.
00:01:07
Speaker
Representing.
00:01:08
Speaker
Yeah, and we're lucky because he's about to roll out on the doors himself.
00:01:11
Speaker
That's right.
00:01:12
Speaker
So he's fortunate enough that he would give us some time before he gets on the doors here on Saturday.
00:01:18
Speaker
So, Josh, excited to have you on.
00:01:20
Speaker
And you've obviously been super involved in recruiting over the years.
00:01:24
Speaker
I know you're just putting together a whole experience now for these recruits coming in.
00:01:30
Speaker
And it's super valuable for our listeners to just hear how to recruit the right way.
00:01:34
Speaker
And obviously, you're doing a lot over social media, digital recruiting, which is super valuable, super important in today's just kind of landscape with things, especially during COVID, I bet, right?
00:01:45
Speaker
Oh, yeah.
00:01:45
Speaker
I mean...
Transition to Social Media for Recruitment
00:01:46
Speaker
You know, especially nowadays, back in the day, you could just post an ad on Craigslist.
00:01:50
Speaker
But today you have social media and that's the biggest push for where people are.
00:01:54
Speaker
And so wherever the people are is where you go to recruit.
00:01:56
Speaker
Yeah, I know.
00:01:57
Speaker
Huge.
00:01:58
Speaker
And so many people I see do it the wrong way, as I'm sure we'll touch on.
00:02:02
Speaker
So before we get into all that, do you want to kind of tell us about your like door to door background, how you got in the solar and I guess how you kind of transitioned into all these recruiting roles
Josh's Sales Journey
00:02:14
Speaker
you've done over the years?
00:02:14
Speaker
Cool.
00:02:15
Speaker
So yeah, I started about five years ago in the door-to-door industry.
00:02:19
Speaker
I got started in Kirby.
00:02:20
Speaker
So all you guys out there, if you don't know Kirby's, the vacuums, they've been around 107 years.
00:02:25
Speaker
So they're like the biggest sales org when it comes to door-to-door sales.
00:02:30
Speaker
And the funny thing is, I didn't even know it was a sales job.
00:02:33
Speaker
I just applied to a position.
00:02:34
Speaker
I was like, cool.
00:02:35
Speaker
It says 2,000 a month.
00:02:35
Speaker
I'm going to go work there.
00:02:37
Speaker
um and so when i got there and they're like this is a sales position uh it was kind of a shocker for me because i've never done sales yeah so i was just like well i'll give it a try um and so when i got into kirby you know obviously i dealt with the difficulties of not doing well my like my first few weeks
00:02:54
Speaker
But then when I caught on, I actually made my way to being the top salesman in the office.
00:02:58
Speaker
I got promoted to being team leader.
00:03:00
Speaker
And then the next promotion I had after that was into a recruiting position.
00:03:04
Speaker
So I did sales for quite a bit in Kirby and then I moved into a recruiting position where there's still sales involved.
00:03:10
Speaker
But it kind of taught me a lot about...
00:03:15
Speaker
what a good process should look like for a sales company on how to create a pipeline, how to interview these people, how to hire them, train them, and then get them to their first sale.
00:03:26
Speaker
Because as director of experience, one of the things that's the biggest part of my job is retention.
00:03:31
Speaker
And that's something that I've started to learn from my first recruiting job all the way up until here is that experience of making sure what keeps people into a business, what keeps people at the
Entering the Solar Industry
00:03:42
Speaker
company.
00:03:42
Speaker
Yeah.
00:03:43
Speaker
um but yeah so i i did kirby for about three years and the last two was was basically just me hiring people training them um and and recruiting um then after kirby i got into selling water systems i did water systems on the doors for a while uh the water like the full water filtration water softeners all that kind of stuff okay um i i helped that guy build out his recruiting platform as well um
00:04:07
Speaker
And then the timeline didn't work on me for that one because he wanted to start recruiting like a year later.
00:04:13
Speaker
And I was like, well, I want to do it now.
00:04:15
Speaker
It just didn't work out.
00:04:18
Speaker
But then after that, well, while I was at that job, I actually, we were on a sales call with the door to experts, which is kind of funny.
00:04:28
Speaker
That's where I first got introduced to the door to experts.
00:04:30
Speaker
And while we were on the sales call, I actually applied to go work for them.
00:04:35
Speaker
And so that's how I got my job at Door to Experts, working in their recruiting department.
00:04:39
Speaker
So I went to work with them.
00:04:41
Speaker
I started out just as kind of like a
00:04:44
Speaker
like setting the position or setting the interviews for like the senior recruiters.
00:04:47
Speaker
And then after about a month, I got promoted into a senior recruiting position.
00:04:53
Speaker
And it's then when I started to work with all the different industries, right?
00:04:56
Speaker
Because I had only done Caribbean water systems before that.
00:04:59
Speaker
But then I started to work with pest control companies, solar companies, roofing companies, garbage companies, you name it, right?
00:05:04
Speaker
We would recruit guys for all these different industries.
00:05:08
Speaker
And while I was there, I started to work more closely
00:05:12
Speaker
more personally with solar companies.
00:05:14
Speaker
And that's where I started to see kind of where the real opportunity is.
00:05:17
Speaker
You know, because I've been in sales, like you were in pest control sales before, right?
00:05:22
Speaker
And obviously, you know, there's money to be made in different industries, but the money I saw that was to be made in solar and the opportunity in solar is where my interest really started to peak.
00:05:32
Speaker
And so that's when I started researching into, you know, different solar companies.
00:05:37
Speaker
I started looking into that opportunity.
00:05:40
Speaker
And that's when about eight months ago, I got connected with Jerry.
00:05:44
Speaker
Okay.
00:05:46
Speaker
And he talked to me about, you know, starting this company, URNG Co., and building something that would be very easy to aggressively grow and expand as a company.
00:05:55
Speaker
And kind of all the ideas that he had for the company.
00:05:58
Speaker
Yeah.
00:05:58
Speaker
I started working with him about eight months ago, and then I came to work for him.
00:06:03
Speaker
I quit the job there at DD Experts, and I came here about two, three months ago.
00:06:07
Speaker
Okay.
00:06:07
Speaker
Yeah, you've been through a lot, man.
00:06:09
Speaker
A lot of experience, a lot of different things.
00:06:11
Speaker
Oh, yeah.
00:06:11
Speaker
So that's interesting, and it's cool.
00:06:13
Speaker
I mean,
Challenges in Recruitment and Retention
00:06:15
Speaker
I've heard a few people on the podcast that have transitioned over into kind of more recruiting roles like yourself.
00:06:21
Speaker
And so for you, was it like did someone recognize, hey, this guy is super good at recruiting.
00:06:25
Speaker
Let's put him over more recruiting role, or was it you kind of just liked more the recruiting type stuff, so you did it yourself, or how did that work?
00:06:33
Speaker
How did you first transition into more recruiting stuff?
00:06:37
Speaker
So it was actually really cool because at Kirby, the way they structured it is they would tell you all the different positions that you could attain through the company all the way up until earning your own office, right?
00:06:48
Speaker
Because at Kirby, it's a franchise.
00:06:50
Speaker
You can have your own office, right?
00:06:52
Speaker
And when they talked to us about it in the training class,
00:06:54
Speaker
one of the positions was the recruiting position, right?
00:06:57
Speaker
They call it DPS, which I don't even remember what it stands for.
00:07:01
Speaker
I think it's something about like personnel or something.
00:07:05
Speaker
But when they talked about that, it was what piqued my interest from the very start, actually, because I really love working with people.
00:07:11
Speaker
I love to have the opportunity to teach people stuff, but at the time, obviously, I didn't have anything to teach them.
00:07:18
Speaker
I wasn't good at sales yet.
00:07:20
Speaker
After I'd gone through the sales process, after I knew what I was talking about, I had the product knowledge, the sales knowledge, and the door knocking knowledge.
00:07:28
Speaker
I got to the point where I was like, I didn't feel fulfilled, just selling.
00:07:34
Speaker
And so for me, the fulfilling part of things was when I got into recruiting, helping other people to be successful.
00:07:41
Speaker
And just like with any sales company, you hire a lot of people and a lot of people fall off.
00:07:45
Speaker
And so that was one of the things that kind of got me started on a journey of figuring out the best way to not only bring people into a company and to train them, but to keep them.
00:07:55
Speaker
Because I think everyone in this industry will agree the biggest issue we have when it comes to recruiting is drop-off, you know, and the constant cycle of trying to get people into the company and the churning.
00:08:05
Speaker
So...
00:08:07
Speaker
um but yeah so that's that's where i kind of started to find the passion for recruiting um for working with reps uh and and the training side of things because i mean i love the sales i was good at it like once i figured it out you know i could go out and make some good money um but for me i always thought it's a lot cooler to see the fruits of your of your labor in other people yeah because like the fruits of my labor when i was selling was the money
00:08:31
Speaker
right and that was cool yeah um but then it's a whole different level when you can take you know 10 people at a time in a training class and put them through like a product training a sales training and then a door knocking training and see them have success in their first week and see them get excited and see them make money uh i really got addicted to that process yeah that's awesome yeah and i see so many people they just want to bring in more recruits it's like putting band-aids on you know a
00:08:56
Speaker
open, bleeding wound.
00:08:57
Speaker
They just want to bring in 100 recruits, but yet they have no system set up to nurture these recruits, and then they're surprised when all these guys just drop off after two weeks.
00:09:07
Speaker
I've seen companies go out and hire these recruiting agencies, just get tons of leads coming in, have...
00:09:14
Speaker
50 people show up to a recruiting meeting and then but yeah if they don't have a structure a process in place a way to nurture all these things the way systems like you guys have set up here at your energy co then i'm sure you've seen it too there's a huge drop off and people just quitting after a week and i got i got very fortunate because the office i worked for in kirby um the entire idea was retention
00:09:36
Speaker
There's a lot of offices in Kirby where it is just churn and burn.
00:09:39
Speaker
You get a person in there, you can make a sale or two off of them, and then they'll leave.
00:09:45
Speaker
That's common, right?
00:09:46
Speaker
But the office I work for, the biggest thing that we try to focus on was the retention, was the career growth, was their path into a successful salesman.
00:09:55
Speaker
Even though, yeah, you're right, there are so many companies out there that they're just like,
00:09:59
Speaker
it's they think it'll take more work to to retain like six good people than just to keep hiring over and over again like 10 15 people that are going to drop off yeah right and and it might be a different type of work but it's it's way better to to have a good solid team of six people because those people are what's going to attract and retain even more yeah yeah yeah for sure yeah so just getting that core of people and building it out and i know some people don't have like you know
00:10:28
Speaker
recruiting people over recruiting but for me as i've seen the companies i work with like hire people to more nurture these recruits and build out systems build kind of like a map a pathway of things they need to do um
Common Recruitment Mistakes
00:10:42
Speaker
you know just starting the job i think that helps a ton versus just you know saying okay let's start go uh dump guys off in an area and you know tough to have them have success like that
00:10:53
Speaker
But yeah, so for you, Josh, like what are some big mistakes?
00:10:56
Speaker
I know you worked with like DDD experts and you were seeing just companies all over the place, you know, helping them with their recruiting.
00:11:03
Speaker
So when you were going into these companies and helping them build out their processes and helping them recruit, what were some like big mistakes that you were seeing and
Structured Recruitment Process
00:11:10
Speaker
things that they were doing wrong?
00:11:12
Speaker
You actually hit the nail right on the head of what I wanted to talk about.
00:11:14
Speaker
And it's basically, in one word, it's attention.
00:11:20
Speaker
Whereas, like you said, a lot of these companies will go out without the systems and processes built out yet.
00:11:25
Speaker
Because when guys start a company, or they split off, or whatever they're doing, what's the first thing on their mind?
00:11:32
Speaker
I need to make money.
00:11:34
Speaker
And I want to do it fast.
00:11:36
Speaker
And so sometimes what they'll do is they'll step over the simple things that could keep or that could start a good process and just try to get right into the money making.
00:11:46
Speaker
And so the biggest issue I've seen, especially in the door-to-door space, is they think that
00:11:51
Speaker
they think that they're behind the curve.
00:11:53
Speaker
It's just like people with like crypto, for example, like if you see something spike people, oh my gosh, I have to buy it now.
00:11:59
Speaker
Right.
00:12:00
Speaker
So, so the biggest issue that people have when it comes to recruiting is, you know, if they start a company, they think that they need to have just like 50 people in a training class right then and there.
00:12:11
Speaker
But they don't have a hiring manager.
00:12:13
Speaker
They don't have a training person.
00:12:14
Speaker
They don't have,
00:12:16
Speaker
onboarding process.
00:12:17
Speaker
They don't have a training program put together for these reps once they get there.
00:12:21
Speaker
Even if they do get those 50 people in a room, believe it or not, reps aren't dumb.
00:12:27
Speaker
You get 50 people in a room, they're smart enough to know if the processes are off, if these people know what they're doing.
00:12:33
Speaker
It's just like
00:12:34
Speaker
having product knowledge and sales knowledge isn't good enough when it comes to just to training reps to be successful, right?
00:12:42
Speaker
Because as most people have learned in this industry, sometimes what you do isn't a generalized good thing for every single person to do.
00:12:49
Speaker
Right.
00:12:50
Speaker
Right.
00:12:50
Speaker
Like, especially if it's reps that I've never sold before.
00:12:53
Speaker
Like, your pitch and what you do, your nuance is on the door.
00:12:57
Speaker
Like, you can't just teach that.
00:12:58
Speaker
You can't just transfer it to them.
00:12:59
Speaker
Yeah.
00:13:00
Speaker
Right.
00:13:00
Speaker
So putting together
Valuing the Job Opportunity
00:13:01
Speaker
these processes and making sure that you have a simple, like, from...
00:13:07
Speaker
uh apply so like from applicant to onboarded and on the team having those steps down right um and just a quick outline of what that would look like right is so you've got your ads so whatever platform you use to run your ads whether it be zip recruiter indeed facebook um
00:13:25
Speaker
craigslist whatever you're using okay um honing that process uh because one of the things that i saw when i was working with these companies because everyone's already doing their own recruiting right and a lot of people use indeed um a hard part about indeed is if you don't know the tricks behind it indeed's telling you to spend like 200 300 bucks a day yeah it's a lot of money yeah
00:13:48
Speaker
Hopefully you figure out what you're doing.
00:13:49
Speaker
Yeah.
00:13:50
Speaker
And Deed's going to tell you that, right?
00:13:52
Speaker
Obviously because they make money off of you.
00:13:54
Speaker
You don't have to spend that much money.
00:13:56
Speaker
You can optimize your ads way easier than that.
00:13:58
Speaker
Right.
00:13:59
Speaker
And so that was one of the first things I would teach these companies.
00:14:03
Speaker
because after they were done with us they were going to continue recruiting yeah right like after we had sent them people and and they'd been in um in our little program they were going to continue recruiting so i taught them you know how to optimize their ads what you know keywords to use how to make it look best because when people are scrolling through indeed um they're looking at titles right um they're looking at titles i think that was the 29 minutes okay restart that pause yeah let's do it we can edit it yeah
00:14:36
Speaker
Right back into what I was saying.
00:14:41
Speaker
Yeah, sure.
00:14:42
Speaker
Did you have, I think we were talking about,
00:14:47
Speaker
Yeah, go ahead.
00:14:48
Speaker
Where are your... Yeah, I was just talking about how people apply on Indeed.
00:14:53
Speaker
The first thing that they'll do is they'll scroll through and they'll notice titles, right?
00:14:57
Speaker
So you want to have a good title.
00:14:59
Speaker
And then the next thing that they notice is the pay.
00:15:01
Speaker
So whatever it is, the industry standard, it depends on the type of person you're trying to recruit.
00:15:07
Speaker
So you have to understand, I know lots of these companies are like, I want experienced people.
00:15:12
Speaker
Experienced solar guys aren't on Indeed.
00:15:15
Speaker
Most of the time they're not.
00:15:16
Speaker
You want to know why?
00:15:16
Speaker
Because they have connections.
00:15:17
Speaker
If they're an experienced solar rep, they know about all the other companies.
00:15:21
Speaker
That's more of a headhunting type of thing.
00:15:23
Speaker
That's more of I'm going on social media, I'm trying to find these people, I'm talking to people in the industry.
00:15:29
Speaker
So if you're using Indeed, it's mostly people that might have some sales experience in the past or who would be a good candidate, right?
00:15:36
Speaker
So you have to make it a more realistic looking pay.
00:15:40
Speaker
Some of the biggest issues I saw with that is
00:15:43
Speaker
Solar companies will get on Indeed and they'll put $200,000 to $400,000 a year.
00:15:48
Speaker
It's too good to be true for these people.
00:15:50
Speaker
Not even that, but they do not feel like they qualify for that.
00:15:54
Speaker
They wouldn't even apply to the job because they're like, there's no way I could get a job that pays that high.
00:15:57
Speaker
Because if they're going from $40,000 a year, in their head, they're not worth $400,000 a year.
00:16:02
Speaker
That's true.
00:16:03
Speaker
Right?
00:16:04
Speaker
So that was another thing.
00:16:05
Speaker
So that's one of the first things that they'll see is they want to see the title and then some type of pay that makes sense in their head.
00:16:13
Speaker
Normally, I would like to do just like $60,000 to $80,000 just because if they were making $40,000 a year,
00:16:20
Speaker
for them, 60 would be an awesome jump, but it's not impossible.
00:16:23
Speaker
Right.
00:16:24
Speaker
And if they're in that 50 to 60, 70 range, then 60 to 80 is, it's doable.
00:16:28
Speaker
Right.
00:16:29
Speaker
And they will apply.
00:16:30
Speaker
So that's just, it's just one of those psychology things you can use when you're using like indeed, um, to help people apply.
00:16:36
Speaker
Yeah, it probably depends on like the market to you, like which area they're in.
00:16:40
Speaker
That's true.
00:16:40
Speaker
Yeah, it depends on the market.
00:16:41
Speaker
But that's just in a general sense that that usually helps best when you're talking about.
00:16:46
Speaker
Yeah.
00:16:48
Speaker
But yeah, then just the next thing would be, you know, you've got the ads down.
00:16:51
Speaker
That's the first step.
00:16:52
Speaker
Then once they apply, what are you doing?
00:16:56
Speaker
There's different ways to do it.
00:16:58
Speaker
And I'm going to say this from the start.
00:17:00
Speaker
I am not a fan of group interviews.
00:17:02
Speaker
A lot of people do them.
00:17:04
Speaker
And I've heard people tell me they're like, oh, they're the best thing.
00:17:07
Speaker
They work.
00:17:09
Speaker
I think they say that because they think it's a better use of their time.
00:17:13
Speaker
I disagree.
00:17:15
Speaker
I've never seen group interviews be as successful because here's the problem with group interviews.
00:17:20
Speaker
The type of people you're looking for, if they're in the same room as someone that looks like they're not even competent, right, looks like they shouldn't even be able to get this type of job, and they see that that person got the job, they won't come back.
00:17:33
Speaker
Yeah, their trust level goes down.
00:17:35
Speaker
Does that make sense?
00:17:36
Speaker
Yeah.
00:17:36
Speaker
And then, like, normal people are used to going to interviews one-on-one, or the higher-level reps are used to one-on-one interviews.
00:17:44
Speaker
Yeah.
00:17:44
Speaker
So the funny thing is, when you're doing group interviews, you're weeding out the type of people you want to just get the lower-hanging fruit.
00:17:50
Speaker
Yeah.
00:17:51
Speaker
Right?
00:17:51
Speaker
Okay.
00:17:52
Speaker
And that's my opinion.
00:17:54
Speaker
That's what I've seen in the industry.
00:17:55
Speaker
That's what I've dealt with the last, you know, four years of recruiting that I've been doing.
00:17:59
Speaker
People still do it, and that's fine.
00:18:01
Speaker
Yeah.
00:18:01
Speaker
If it gets you the numbers that you want, that's cool.
00:18:04
Speaker
But I recommend having a better process.
00:18:06
Speaker
And the best process, I think, when it comes to the way that you, like, handle these applicants –
00:18:14
Speaker
is a two-touch system.
00:18:17
Speaker
Once someone's applied, you can either do it through text or a phone call, but you text them to set up a time to interview.
00:18:24
Speaker
Then you do the interview.
00:18:26
Speaker
It's a two-touch process.
00:18:28
Speaker
With that, after that interview that you do with them, another big problem that people have in the industry is just jumping the gun.
00:18:37
Speaker
Offering them the job right off the bat?
00:18:38
Speaker
Offering the job right off the bat.
00:18:39
Speaker
They're like, oh, this conversation's been great.
00:18:42
Speaker
You have the job.
00:18:44
Speaker
And the funny thing is, and this is a little tip I learned from Brandon Hall.
00:18:48
Speaker
It's a really, it's a funny way to think about it.
00:18:51
Speaker
But you know, like, something that people do in the door to our industry is they try to sell the job to you.
00:18:57
Speaker
Right?
00:18:57
Speaker
With recruiting, it's different.
00:18:58
Speaker
You're not trying to sell the job.
00:19:01
Speaker
People normally are trying to sell themselves to the job.
00:19:04
Speaker
And so the funny way he describes it, he's like, if I was in an interview to be a firefighter, and the guy was telling me, and I was telling the guy, I was like, look, man, I'm going to be the worst firefighter.
Accountability in Recruitment
00:19:15
Speaker
I'm not going to be able to put out the fires.
00:19:16
Speaker
I suck.
00:19:17
Speaker
People are going to die.
00:19:18
Speaker
And the chief was telling me, dude, it's perfectly fine.
00:19:21
Speaker
He'll get paid.
00:19:22
Speaker
It'll be cool.
00:19:23
Speaker
You're going to do an awesome job.
00:19:25
Speaker
Does that make sense?
00:19:26
Speaker
Yeah.
00:19:27
Speaker
It makes zero sense that someone would say that, right?
00:19:29
Speaker
That's how a lot of people are doing it.
00:19:31
Speaker
Yeah, it's 100% how they're doing it.
00:19:34
Speaker
They get people that come in, they're like, oh, I've never worked commission before.
00:19:37
Speaker
I'm not going to get it knocking on doors.
00:19:39
Speaker
I'm not going to get it.
00:19:39
Speaker
I'm going to suck.
00:19:41
Speaker
And these interviewers are like, dude, it'll be perfectly fine.
00:19:44
Speaker
You're going to make money.
00:19:45
Speaker
You become a millionaire, all those type of things.
00:19:48
Speaker
And it's just like, you would not do that.
00:19:51
Speaker
You would not do that in a regular interview.
00:19:53
Speaker
And so the thing is that we're trying to get away from in the recruiting industry, right, is we want people to understand that this is a job.
00:20:02
Speaker
Yeah.
00:20:03
Speaker
Right.
00:20:04
Speaker
And I know you guys are all 1099, right, but this is an opportunity for them that they still have to earn.
00:20:10
Speaker
And if people earn something, they treat it way better.
00:20:12
Speaker
Right.
00:20:13
Speaker
If people just get something, it's not something that they value.
00:20:17
Speaker
And so that's the mentality that you have to go into.
00:20:19
Speaker
It's just like sales.
00:20:20
Speaker
You have to have a mentality.
00:20:21
Speaker
Right.
00:20:21
Speaker
So when you're doing interviews, when you are a recruiter, the mentality that you need to have going in is that this person needs to earn this job.
00:20:28
Speaker
Yeah.
00:20:29
Speaker
Right.
00:20:29
Speaker
This person needs to earn the position because if they don't, they will be the person that in a week, they're not going to knock doors and they're going to leave.
00:20:36
Speaker
No doubt.
00:20:36
Speaker
Right.
00:20:37
Speaker
And so the value comes from switching up your mentality, switching up the way that you do your interviews to do that.
00:20:45
Speaker
And the reason most guys don't do that is because they're scared that it's going to like run people off.
00:20:49
Speaker
They're scared that if they make the process more difficult, that they won't get as much as many numbers or as many people in there where it's not true.
00:20:56
Speaker
Like, yeah, you will weed out people.
00:20:58
Speaker
But you don't want those type of people in your company anyways.
00:21:02
Speaker
Because like I said from the start, if you have a solid team of people, a solid five, six people that are your core people, that are bought in, that believe in the company, and that they earn the position, those guys will attract way, way more people and retain more people than if you have a constant stream of new people coming in that feel like they didn't earn the position and feel like they can just leave whenever.
00:21:27
Speaker
Yeah, 100%.
00:21:28
Speaker
And I think it takes so much energy to drag these people in that didn't even want to be there in the first place.
00:21:33
Speaker
you're constantly trying to babysit them, make sure they're out on the doors, and you're like, no, I promise it's going to work if you just put in the time when they didn't even want to be there in the first place.
00:21:42
Speaker
So it's like, yeah, I don't know.
00:21:44
Speaker
I think it's very similar to, like, selling, you know?
00:21:47
Speaker
If we're, like, begging people to, hey, please do this, please buy it for me, like, no one's going to do that, right?
00:21:52
Speaker
It's almost the same concept.
00:21:53
Speaker
It's the exact same concept, right?
00:21:55
Speaker
And the funny thing is, it's just like,
00:21:57
Speaker
People have called me harsh before when dealing with reps, and they're like, I thought you're like a director of experience.
00:22:02
Speaker
Because I think our last training class, a guy asked me, he's like, you know, what if I'm messing up or whatever?
00:22:07
Speaker
I was like, I am a believer in 100% accountability, and I believe that if you want to be here, you will be here.
00:22:13
Speaker
If not, I'll tell you to leave.
00:22:15
Speaker
Like, I'm not...
00:22:16
Speaker
Obviously, you have to babysit new reps, but babysit them when it comes to product knowledge and sales training.
00:22:22
Speaker
You don't babysit them when it comes to these stupid complaints and things that they talk about.
00:22:29
Speaker
It's funny.
00:22:30
Speaker
For example, when people are on the phone with me doing an interview, and if they say something along the lines of, well, what if I make zero sales?
00:22:39
Speaker
Most guys, what are they going to say?
00:22:41
Speaker
They're like, oh, no, it'll be fine.
00:22:42
Speaker
We'll make sure you make money, you get sales.
00:22:44
Speaker
You know what I say?
00:22:46
Speaker
I go, so you're telling me you're going to be the worst performer in the company?
00:22:52
Speaker
you're telling me you're not going to be good at your job.
00:22:54
Speaker
Is that what you're saying?
00:22:55
Speaker
Or are you just asking a question?
00:22:57
Speaker
And, and they're, and instantly they're just like, no, no, no.
00:22:59
Speaker
I was just wondering like what happens.
00:23:00
Speaker
I was like, okay, cool.
00:23:02
Speaker
I just want to make sure.
00:23:02
Speaker
Cause if, if you're telling me you're not going to do well and that you aren't going to be a good performer for the company, I don't want you.
00:23:10
Speaker
Right.
00:23:10
Speaker
Like that's, that's not who we're looking for and their mentality instantly changed because what guys are scared to talk about in interviews is commission.
00:23:17
Speaker
Yeah.
00:23:17
Speaker
Right.
00:23:18
Speaker
They're scared to talk about sales.
00:23:19
Speaker
Um,
00:23:20
Speaker
because they don't know how to control that conversation and that's the best way to flip the mentality when it comes to controlling a conversation is you treat it like a dumb question because it is right you wouldn't go up to a guy and talk about like what if i don't make the tacos good enough you wouldn't do that yeah no and so um realistically i think
00:23:39
Speaker
as an industry, we just need to start treating it more like a job rather than just like you are trying to bring people in and you're begging them to stay and you're begging them to come because you make money off of them.
00:23:50
Speaker
Yeah.
00:23:51
Speaker
Right.
00:23:51
Speaker
And, and I know it's a hard thing to kind of switch your mentality around because, um, just like with sales, every single opportunity you're in, it's your time, it's your attention, right?
00:24:01
Speaker
Um,
00:24:02
Speaker
but if you're a sucky salesman you don't want to be in more houses you want to be studying more and learning more yeah right it's it's it's not because you're wasting opportunities at that point and it's the same thing with the recruiting you're wasting opportunities if every single person that you bring into the company doesn't earn it um they feel like you know they're just they were begged to come onto the job and they have to be babysit for every single thing
00:24:26
Speaker
And that's where, like I said at the beginning, attention is one of the biggest things that is difficult for a company when it comes to recruiting because they're spending time and attention on these reps that realistically aren't going to perform because it wasn't right from the start.
00:24:44
Speaker
Yeah.
00:24:44
Speaker
Right?
00:24:45
Speaker
They begged them to get into the company.
00:24:47
Speaker
They told them that they were going to do good.
00:24:49
Speaker
And so because of that,
00:24:51
Speaker
the person who brought them in feels an obligation to make them good.
00:24:56
Speaker
And I'm sure you've dealt with it and everyone's dealt with it, but how hard is it to take a rep that just absolutely has the worst mentality, just is not good, and probably won't last a few days,
00:25:08
Speaker
What type of attention do you have to spend and put into this person?
00:25:12
Speaker
A lot.
00:25:14
Speaker
You have to go with them on every single door.
00:25:16
Speaker
You have to, on the third day, go pick them up because they're like, I don't know if I want to come back in.
00:25:22
Speaker
No, I'll come get you.
00:25:23
Speaker
Everyone's dealt with it.
00:25:25
Speaker
If you focus your attention on the right part of the timeline when it comes to recruiting, you'll see a huge change in your effort.
00:25:34
Speaker
Because if your attention is spent disqualifying people from working for your company because they're not the right fit, then you'll see at this point when it's time for them to work and time for them to be taught, your attention can be spent in the training.
00:25:50
Speaker
And then when they go out, they'll be much better prepared mentally and just like when it comes to the product knowledge as well, that you won't have to dedicate as much time per recruit.
00:26:01
Speaker
I love that.
00:26:01
Speaker
It's almost like another big mistake is just, you know, in general and sales, people spending time with unqualified prospects.
00:26:08
Speaker
Like how many new reps are spending two hours in a grandma Jane's house.
00:26:12
Speaker
She's 90 years old.
00:26:14
Speaker
Cause they're like, Oh my gosh, I could make money here.
00:26:17
Speaker
No.
00:26:18
Speaker
So, yeah, it's like very similar in recruiting.
00:26:20
Speaker
How many recruiters are spending time with recruits that probably don't want to be there or aren't good recruits?
00:26:27
Speaker
And I love that analogy, comparing it to other jobs, the tacos, the firefighters, because if you think that way, it's like a whole different perspective that I don't really think about.
00:26:35
Speaker
You've got to flip your mentality on it.
00:26:38
Speaker
And like I said before, I understand these companies, the reason they want recruits is because they need to make money.
Recruiting vs. Direct Sales
00:26:44
Speaker
But the cool thing is, with our industries, especially like solar, for example, if you don't have enough recruits or money, there's an easy way to fix that.
00:26:53
Speaker
You go knock doors and sell some.
00:26:58
Speaker
And the big reason why people start these companies is because they want to start getting away from that.
00:27:03
Speaker
But they need to understand, if you don't have enough time or money, recruits won't solve that problem.
00:27:11
Speaker
Like get the money, then the recruits, because then you can focus your attention on what action needs to be done.
00:27:16
Speaker
Yeah.
00:27:17
Speaker
So money tips right there.
00:27:19
Speaker
Make sure you are spending the time with qualified prospects.
00:27:23
Speaker
Make sure you're not letting your energy be sucked away by these people that aren't going to be good fits.
00:27:28
Speaker
So speaking of not good fits, I know you guys bring in these groups all the time.
00:27:31
Speaker
How often are you bringing these recruiting groups?
00:27:35
Speaker
Every two weeks.
00:27:35
Speaker
Okay.
00:27:36
Speaker
So two weeks, they're getting big groups or recruits in.
00:27:39
Speaker
And it's really interesting what you guys are doing, just having almost like a boot camp style, getting them in-depth training.
00:27:45
Speaker
And then
00:27:46
Speaker
um last night i know they're doing like a scavenger hunt and uh going out on the doors today so um we'll hear maybe more about that in a second but do you have any stories of uh i don't know like bad recruits or like um interesting people yeah 100 yeah so give us something funny or crazy the funny thing is guys um no matter what you do because there's a vetting process we have a pretty
00:28:10
Speaker
strict vetting process.
00:28:12
Speaker
I mean, our first training class, we had 800 applicants and we brought 15 people on.
00:28:17
Speaker
So we cut it down to quite a lot because, like I said, if you focus your time on the right people, it goes well, right?
00:28:26
Speaker
And you don't have to worry about, like, yeah, we could have had probably...
00:28:30
Speaker
60 probably had 60 people from the applicant pool come right yeah but we we did the we did the interview process we did it the way that like you know gets rid of the people that you don't want to spend time on um and but then there are still people that will slip through the cracks yeah right and so there there was you know there was someone that you know sounded great on the phone did great for the training class but when he showed up we were just like
00:28:54
Speaker
Oh man, like this, this, this probably won't be a good fit.
00:28:57
Speaker
I mean, he, he showed up with a button up shirt, but it was unbuttoned all the way down to his belly button, didn't have any sleeves on.
00:29:03
Speaker
And he, I don't know if he was just like an actor or something, but he, he like tried to be the most dramatic person ever.
00:29:10
Speaker
Right.
00:29:10
Speaker
And, um, so we were like, okay, we'll, we'll, we'll see if it, if it works out, if we can give him a shot.
00:29:18
Speaker
Um,
00:29:19
Speaker
But come the second day, we had to fire him because we're just like, you're not the right fit for the company.
00:29:23
Speaker
You're just, this is not the job for you.
00:29:26
Speaker
So, and that's the other thing, guys.
00:29:28
Speaker
Don't be afraid to fire or get rid of people because they will do more damage in your company if you let them stay rather than if you just fire them right there.
00:29:41
Speaker
Because if you let someone that's not a good fit for the company, not a good fit for the culture, what that does for every other rep's mindset is they're like, oh, well, they preach about their culture.
00:29:52
Speaker
They preach about their core values, but this guy doesn't have it.
00:29:56
Speaker
So realistically, what that means is they just want as many people as possible.
00:29:59
Speaker
They want us to make money for the company.
00:30:01
Speaker
Right.
00:30:02
Speaker
Yeah.
00:30:02
Speaker
So getting rid of those people will benefit you as a company way more than trying to turn them into a good rep and make them a good fit for the company.
00:30:11
Speaker
Was this guy out knocking doors in his button-up shirt?
00:30:14
Speaker
No, no, no.
00:30:16
Speaker
We gave him a polo to use, but he wasn't knocking doors.
00:30:20
Speaker
He was... He would... I had to shadow him, right?
00:30:24
Speaker
Because we were told that, like, you know, the police... They were trying to call the police on that for some reason, or that...
00:30:31
Speaker
No, the worst part was, I think he might have been saying he was from Envy Energy.
00:30:35
Speaker
So like saying he was from the energy company.
00:30:38
Speaker
And we're like, that's not what we teach at all.
00:30:40
Speaker
And so I had to shadow him.
00:30:43
Speaker
And I think all he would do is he'd knock on the door.
00:30:46
Speaker
And I'd be standing behind him.
00:30:47
Speaker
And the person would answer, he's like, hey, my technician's right here.
00:30:51
Speaker
Just leave you.
00:30:52
Speaker
I'm just stuck standing there like, hi, I'm the technician.
00:30:55
Speaker
Like, how are you?
00:30:57
Speaker
Like, what's your name?
00:30:59
Speaker
I guess I'm going to check your meter.
00:31:00
Speaker
Call the appointment right there.
00:31:02
Speaker
I know.
00:31:02
Speaker
Right.
00:31:02
Speaker
That's you see, that's for you guys that buy leads.
00:31:05
Speaker
Those are your appointments, by the way.
00:31:06
Speaker
Those are those are the ones.
00:31:07
Speaker
They're just like, yeah, they're people who walk up to the door and say, hey, there's an appointment coming.
00:31:13
Speaker
That's funny.
00:31:15
Speaker
That's awesome.
00:31:15
Speaker
Well, Josh, I know you're about to hit some doors and everything here, so we don't want to take too much more of your time.
00:31:20
Speaker
But last thing I kind of wanted to ask you about is you guys are obviously doing this boot camp style like we talked about, bringing in hordes or recruits and just getting them trained up.
00:31:30
Speaker
So why did you guys decide to do it like this, bring them all in for a weekend and kind of go out?
00:31:35
Speaker
And what's been that experience like doing it like that versus just like, I don't know, maybe the more traditional thing, just bringing people one by one?
00:31:43
Speaker
Why did you guys decide to do it?
Bootcamp-Style Recruitment Impact
00:31:44
Speaker
The biggest reason why we did that, Taylor, is because one of our mission statement and our biggest goal that we have as a company is, you know, Jerry brought us all together because he wants us to be an opportunity company.
00:31:58
Speaker
Our mission statement is we want to create the most millionaires in any other company in the world through the solar industry, right?
00:32:04
Speaker
And so we decided as a company, we're like, yeah, we could get a traditional office and we could do training classes there.
00:32:11
Speaker
But it does not have the same impact on mentality and mindset for these reps.
00:32:16
Speaker
I can tell you right now, you know, pulling in a Mercedes, you know, a Mercedes Sprinter van that's an executive van, bringing them in, they see this huge mansion and they walk in and they just see just they see success.
00:32:28
Speaker
Yeah.
00:32:29
Speaker
Right.
00:32:30
Speaker
It puts them in the mindset to actually understand what we're trying to accomplish with them.
00:32:34
Speaker
I mean, we had.
00:32:36
Speaker
Like for our training class yesterday, I talked with a few people and I was like, I want to get your opinion.
00:32:40
Speaker
I asked them, I was like, being here, does it help you open your mind a little bit more to the possibility of you becoming a millionaire?
00:32:48
Speaker
Because what we have is we tell these reps, we tell these guys that they are future millionaires.
00:32:54
Speaker
We make them say it.
00:32:55
Speaker
We make them think it.
00:32:56
Speaker
We make them write it down.
00:32:58
Speaker
And every single one I talk to, they're like, yeah, this opens my mind so much.
00:33:02
Speaker
And most of them are Vegas locals.
00:33:04
Speaker
They're like, I've never even been to this side of Vegas.
00:33:07
Speaker
I've never even been to this side of the state where it's like...
00:33:11
Speaker
the houses and like the mansions and the cars.
00:33:15
Speaker
And so the biggest reason why we chose to do it this way rather than the traditional get in the office and all that, because we really want these guys to open their mentality, to open their understanding, have an open mind to what we want them to accomplish.
00:33:29
Speaker
um and it's worked amazing so far i mean every single person we have on the team um it's really awesome but like we have them send videos and and they talk to people and they do their own recruiting and that's a that's another thing that i'm really big on is internal recruiting right yeah um but every single one of them are sold on the idea
00:33:48
Speaker
that they are future millionaires, they're surrounded by millionaires, and that they will get to that point.
00:33:54
Speaker
Nice.
00:33:54
Speaker
And it's all because of how we present it, how we explain it, and just what we have available for them within the company.
00:34:05
Speaker
Yeah.
00:34:06
Speaker
And so that's why we decided to do it this way.
00:34:07
Speaker
Yeah.
00:34:08
Speaker
That's really cool because, yeah, it seems like it's almost more like you're giving them the personal development, the mindset.
00:34:14
Speaker
Solar just happens to be kind of the vehicle to that and taking off.
00:34:17
Speaker
And, yeah, there's some guys that's, I mean, you're bringing in guys that's really cool, like you said, having to experience this type of thing.
00:34:24
Speaker
I think for them to see that versus just going into a traditional office and traditional thing, I think that's really cool what it does to someone's mindset to see this.
00:34:33
Speaker
Even for me, I came in and like Jerry has his bodyguard and I've never been in a van like that.
00:34:39
Speaker
Like, dang, these guys are high rollers.
00:34:42
Speaker
It's a really cool experience you do.
00:34:44
Speaker
And so, Josh, last thing.
00:34:46
Speaker
I know we were talking a little bit before we started recording just about the social media recruiting and lots of guys are trying to get in
Using Social Media for Recruitment
00:34:53
Speaker
that.
00:34:53
Speaker
And I know you.
00:34:54
Speaker
That's another big mistake you see is people doing that wrong.
00:34:57
Speaker
So just for like maybe ourselves or people that are trying to get more recruits that maybe aren't necessarily going to go hire like a recruiting agency or do this high level stuff that we've been talking about.
00:35:07
Speaker
What advice can you give to just people in general that want to maybe use more social media for recruiting and just start bringing in more of their personal recruits and building their own team?
00:35:16
Speaker
Yeah, well, the first word of advice is use it.
00:35:19
Speaker
That's the biggest one is social media is the next big push when it comes to success within recruiting because it's where everyone is, right?
00:35:29
Speaker
Like, you know, it's funny, but people scoffed at TikTok, but now everyone's on it, right?
00:35:33
Speaker
It's one of the biggest platforms.
00:35:35
Speaker
And so one of the biggest things I see when it comes to social media recruiting, and there's so much I could go into, but I'll just talk a little bit about your own following, right?
00:35:45
Speaker
So if you are a rep, if you are an owner, if you are whatever, right, you should be using your social media as a platform to kind of to highlight your success, right?
00:35:56
Speaker
To post like your accomplishments, your achievements.
00:35:59
Speaker
And you can post failures, too.
00:36:01
Speaker
I like to tell people be real, right?
00:36:03
Speaker
Like, I mean, I post when I have a bad day.
00:36:05
Speaker
Sometimes I post when things might not be going the right way.
00:36:08
Speaker
But obviously you always post like how you solve that problem, but use it as a way to kind of highlight your success, highlight like, you know, the life you're living and what you're doing.
00:36:17
Speaker
And that right there is what's going to cause, you know, people to start, you know, looking at it differently and they'll see what you're doing and they'll, you know, go through your stories and it gets the, it gets the seed planted.
00:36:30
Speaker
right um and i think what a lot of guys uh run into and it's the same problem it's patience right yeah um they're like oh my gosh i have 5 000 people on my instagram why is everyone not working for me right now yeah you know and so the biggest tip of advice i have when it comes to you know like for instagram for example it's it's touch points okay right so touch points means like
00:36:52
Speaker
the conversation or the messages that you're sending to these people.
00:36:56
Speaker
So the best market that you have, the warm market for recruiting on your social media are people that will swipe up and like send emojis, right?
00:37:03
Speaker
To your stories, like the hundred or the hand clap, right?
00:37:07
Speaker
Those people, when they see those successes, when they see those stories, they'll swipe up and say something or they'll interact, right?
00:37:13
Speaker
Yeah.
00:37:14
Speaker
And a lot of the times guys will, as soon as they see that, they'll send a message, hey man, you want to be successful?
00:37:19
Speaker
You want to make a lot of money?
00:37:20
Speaker
I saw that, you know, your profile looks amazing.
00:37:22
Speaker
You'll be really great at this.
00:37:24
Speaker
Let's talk.
00:37:25
Speaker
Oh my gosh, you can't tell me how you, I can't tell you how many messages I've gotten like that on my Instagram in the last five years.
00:37:31
Speaker
And you're the one trying to recruit people.
00:37:33
Speaker
Yeah.
00:37:34
Speaker
They're recruiting director.
00:37:36
Speaker
I'm like, they turned me off so quick.
00:37:38
Speaker
I'm just like, ah, that looks horrible.
00:37:41
Speaker
Right.
00:37:41
Speaker
So, so my, my recommendation is when you have a warm market, right.
00:37:45
Speaker
When you have these people responding to your, to your messages, um, just small touch points.
00:37:51
Speaker
Like the first thing can be like, Hey, thanks for like, um, thanks for the emoji, like, or just like a thumbs up back or like,
00:37:59
Speaker
you can do is if you follow them send them emojis on their stories yeah like just get them starting to realize that you know who they are you know of them um and that like you see them as well right so like those little touch points and then like eventually you'll see they'll start sending like little messages with the with the messages with the stories too right like if you if you post a a story of you in mexico or in the car they'll be like oh that looks so cool
00:38:24
Speaker
Right.
00:38:24
Speaker
And so letting them initiate it and then like letting that conversation kind of flow because social media conversation is different than face to face.
00:38:32
Speaker
Right.
00:38:32
Speaker
It happens over a period of time and you have to let it happen naturally and organically.
00:38:37
Speaker
And so like those touch points are going to start to get bigger.
00:38:39
Speaker
Right.
00:38:40
Speaker
They'll start like saying, oh, that looks dope.
00:38:42
Speaker
And then you can be like, yeah, it was super fun.
00:38:43
Speaker
You know, we had, we invited all the people who won this or the people who earned this trip out to Mexico and, and it was a great trip.
00:38:52
Speaker
Right.
00:38:52
Speaker
And so,
00:38:53
Speaker
They'll be like, oh, okay, cool, that's awesome.
00:38:56
Speaker
And then they might ask a question on the next one there, right?
00:38:58
Speaker
They'll be like,
00:38:59
Speaker
what are you guys doing?
00:39:01
Speaker
So touch points when it comes to social media are probably one of your best ways to not look like a desperate recruiter, right?
00:39:08
Speaker
To not look like, you know, the multi-level marketing guy.
00:39:12
Speaker
Or I love those memes you see of like the, hey boss girl, like, hey boss babe, what you doing, right?
00:39:20
Speaker
Want to come sell makeup with me?
00:39:22
Speaker
Exactly.
00:39:23
Speaker
So those touch points I would recommend to everyone
00:39:27
Speaker
To start doing that, paying more attention to the people on your social media.
00:39:30
Speaker
And I honestly, you know, I think it kind of hit home for me the most when when I started like following successful people within the industry, because when I first got into like Kirby, all I knew was Kirby.
00:39:43
Speaker
But then I started branching out.
00:39:45
Speaker
I started following people in pest control, in solar, in roofing.
00:39:49
Speaker
I'd follow these really successful guys with really busy lives.
00:39:53
Speaker
And all these successful people, it would be cool because I did the same exact thing back in the day.
00:39:58
Speaker
I would send the emoji.
00:40:00
Speaker
I would send the little message.
00:40:02
Speaker
And that's where I started to learn how it worked because they would do what I just mentioned is the touch points.
00:40:06
Speaker
They wouldn't try to sell the position instantly.
00:40:09
Speaker
They would just gradually let the conversation go.
00:40:13
Speaker
grow, and then they'd be like, hey, I've got this event I'm doing, or I've got a ticket to this game, you wanna come with me?
00:40:20
Speaker
And then that's, that is the best way to do it when it comes to hiring these people through your social media following that initially might not be looking for a job or might not be looking in that type of industry, but then they see the success.
00:40:37
Speaker
I mean, I got a message yesterday from someone, I was like,
00:40:40
Speaker
that I've known for years and years and years.
00:40:43
Speaker
I haven't talked to him in like six years.
00:40:44
Speaker
But he sent me a message yesterday.
00:40:46
Speaker
He's like, hey, I see all the success that you're having.
00:40:48
Speaker
I see the things that you're building up.
00:40:49
Speaker
I've been following you for like five years now.
00:40:52
Speaker
And I've seen kind of the progression.
00:40:53
Speaker
Like, what tips do you have?
00:40:54
Speaker
Like, what are you doing?
00:40:55
Speaker
Like, how did you build up the success for yourself?
00:40:58
Speaker
And so sometimes it's just like they come out of nowhere.
00:41:00
Speaker
And it's just based off of you being consistent with your social media and showing people what's going on.
00:41:06
Speaker
Yeah, I'm like, that guy's probably been seeing it for years, right, and then finally reached out to you.
00:41:12
Speaker
And that's what's cool is because, like, yeah, I've gotten a couple recruits even just the last few months just from, like, yeah.
00:41:19
Speaker
I mean, I wasn't that consistent on social media, but.
00:41:22
Speaker
for the last six months, whatever, I've been trying to post a little bit more.
00:41:26
Speaker
And these people, I mean, obviously at first, it's not like they're coming right into my lap, but just me posting, one of them had like an issue with this other company, their office basically like, you know, ran out of reps and was just closing down.
00:41:40
Speaker
So because I was the one posting and we kind of talked at events, things like that.
00:41:45
Speaker
I was the one that he reached out to because I built that relationship.
00:41:48
Speaker
He saw us posting events and things like that.
00:41:50
Speaker
So it's like you're talking about.
00:41:51
Speaker
That's what's cool is you don't have to beg these guys.
00:41:53
Speaker
They're just organic recruits.
00:41:54
Speaker
They're seeing your posts and they're coming to you.
00:41:57
Speaker
It's almost like a, I don't know, referral in a cell, right?
00:42:00
Speaker
Those are the easiest ones to get are the ones that you're just doing what you're supposed to do, right place, right time.
00:42:05
Speaker
Just you showing up, being consistent, having that relationship.
00:42:08
Speaker
Even if it's just the emoji relationship, clapping when they get a sell, things like that.
00:42:13
Speaker
Guys remember that.
00:42:14
Speaker
And they'll go, oh, Josh is cool.
00:42:15
Speaker
I'm going to hit him up, see what's going on.
00:42:17
Speaker
So, yeah, it's been a huge.
00:42:18
Speaker
And you've got quite a few recruits just coming organically through that too.
00:42:21
Speaker
Yeah, and the coolest thing about that that I was going to say is, obviously, that's what I do, right?
00:42:27
Speaker
That's what all the executives do.
00:42:29
Speaker
Guess what we do as well?
00:42:31
Speaker
We teach and train all of our reps to do it.
00:42:33
Speaker
Smart.
00:42:34
Speaker
Because, you know, we might have a following combined of like, you know, 50,000, 60,000 people as executives.
00:42:41
Speaker
But then you start adding recruits and it just multiplies.
00:42:46
Speaker
Like if you get 10 people in there that have a thousand followers, that's instantly 10,000 more people that can be accessed.
00:42:52
Speaker
Right.
00:42:53
Speaker
So one of the biggest things we hit on as a company is social media.
00:42:55
Speaker
We have a professional photographer and videographer that when once they join the company and we start creating content for them, we start teaching them how to post on their stories.
00:43:04
Speaker
We tell them as soon as they get in the house, they're like, yeah, man, take a story, let them know, like show the people that follow you where you're at, what you're doing, create a post talking about how you are a future millionaire and how you're going to accomplish that.
00:43:17
Speaker
And so we get them started from day one on how to utilize their social media to start kind of explaining the opportunity that they have.
00:43:23
Speaker
And so...
00:43:25
Speaker
Organic recruiting is my absolute favorite way to do it because it costs you zero money and they're always the best recruits because they're friends of people who are bought into your culture, who are bought into your company and your dream, right?
00:43:39
Speaker
And that person convinces them of that.
00:43:42
Speaker
You have to do zero work for that.
00:43:44
Speaker
It is my absolute favorite thing to do.
00:43:45
Speaker
And so one thing we hit on big is just social media.
00:43:49
Speaker
So all of our reps, they all follow our internal social media.
00:43:52
Speaker
They all follow our company's social media.
00:43:56
Speaker
And every time that they're posting, we're giving them this content of them, really cool pictures in Vegas in front of the mansion, really professional looking things to put on their story.
00:44:05
Speaker
We're teaching them to do that.
00:44:07
Speaker
And I think just with this training class, I've had four people tell me they already have someone that wants to come work for me.
00:44:12
Speaker
All right.
00:44:13
Speaker
And that's just from them posting the stories from the pictures that they're putting, talking about what they're doing.
00:44:18
Speaker
Yeah.
00:44:19
Speaker
Right.
00:44:20
Speaker
That's huge.
00:44:20
Speaker
And I love that you guys have it.
00:44:22
Speaker
I'm seeing that more and more.
00:44:23
Speaker
These successful companies like Simple Solar.
00:44:27
Speaker
I mean, our company, all these guys, they have like, you know, dedicated video guys, content guys.
00:44:34
Speaker
And they're giving access to the reps and having them share all the content, tag people in it.
00:44:39
Speaker
So I think, yeah, I think that's kind of the future.
00:44:41
Speaker
That's what these successful companies are doing.
00:44:43
Speaker
Absolutely.
00:44:44
Speaker
And no doubt it's working for you guys.
00:44:46
Speaker
So Josh, you know, it's been awesome hearing and just seeing, I've been here over the weekend with you guys, just seeing the experience and yeah, it's been a good time.
00:44:54
Speaker
And just speaking, hanging out with you guys, seeing the process.
Retention of Recruits from Paid Sources
00:44:58
Speaker
So anyone that's listening, I would suggest you guys, you know, consider doing more content with social media and
00:45:05
Speaker
have your reps involved in that process.
00:45:07
Speaker
And then just keep in mind all the things Josh was talking about.
00:45:11
Speaker
Make sure you have a process for these, you know, Indeed recruits, all these, you know, recruits you pay for to make sure you have a process dialed in.
00:45:19
Speaker
Because if you don't, it's just like pouring water through a leaky bucket, right?
00:45:23
Speaker
You're just losing, you know, half the reps that come in when you could be keeping them and retaining them.
00:45:28
Speaker
So I think that's one of the most important things.
00:45:30
Speaker
So Josh, we appreciate you coming on the show.
00:45:32
Speaker
I know you're going to get out and hit some doors here and everything.
00:45:35
Speaker
So before we let you go, where can people connect with you and hear more about what you're doing?
00:45:39
Speaker
And you want to drop your social media and all that?
00:45:42
Speaker
For sure.
00:45:42
Speaker
Yeah.
00:45:43
Speaker
My Instagram is just my first and last name, Josh Peters 1996.
00:45:47
Speaker
And my Facebook is just my first and last name.
00:45:51
Speaker
And you can find me on those on those socials.
00:45:54
Speaker
And then just to kind of touch on what you said, if you have questions or need advice, I give free advice.
00:45:59
Speaker
I don't charge people for advice.
00:46:00
Speaker
So if you ever have any questions, reach out to me on there and I absolutely will respond.
00:46:04
Speaker
Because most of the time when I talk to people about recruiting, they just have a thousand questions.
00:46:10
Speaker
So if anyone has questions or want to reach out to me and talk and set up a time to call and figure out what a better process might look like, I absolutely can do that.
00:46:17
Speaker
Love that.
00:46:18
Speaker
Appreciate that.
00:46:19
Speaker
And yeah, very giving guy here.
00:46:21
Speaker
So definitely hit him up.
00:46:22
Speaker
Let Josh know you appreciated him coming on the podcast today.
00:46:25
Speaker
And then if you have any recruits that like to, you know, knock with their shirts on button or whatever, then shoot him Josh's way too.
00:46:31
Speaker
Cause he loves the recruits like that.
00:46:33
Speaker
Get them trained up, be their technician.
00:46:36
Speaker
So with that being said, thanks again for coming on the show, Josh, and we will talk soon.
00:46:41
Speaker
Yes, sir.
00:46:41
Speaker
Thanks.
00:46:43
Speaker
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00:46:45
Speaker
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Speaker
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Speaker
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Speaker
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Speaker
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