The Home Service Expert Podcast
00:16:08 · Kyle Erdmann, Becca Erdmann
[00:16:08] S2: No, we use this one first and it's worked out really well for us. We've gotten super comfortable with it. We give the profiles of the employees to the leaders so leaders can manage through the profiles too. [00:16:19] S1: Yeah, mean, talks about ways to communicate, ways not to communicate. So, internally, everyone has access to everyone else's profile. So, you can see what motivates them, how to communicate with them. And I think it doesn't really matter what tests you use as long as you know how to interpret the results and you know how that affects your next employee next to them or you're the leader. They all have to interact and work well together. [00:16:40] S2: And you talk about lead gen too. What is hiring other than trying to generate leads for yourself? So, we use the DISC profiles as our, you know, onto the profile into chat to come up with our ad. So, the ads that we post for our jobs are specifically tailored for each position that we're going for. We're looking to attract the right person into it, which is funny because I've I've had conversations with with Sean and Kalin before, and they've talked about how we get so many green light employees that that match the profiles we're looking for and it's because our ads are tailored to the profile.
00:16:40 · Kyle Erdmann, Tommy Mello
[00:16:40] S2: And you talk about lead gen too. What is hiring other than trying to generate leads for yourself? So, we use the DISC profiles as our, you know, onto the profile into chat to come up with our ad. So, the ads that we post for our jobs are specifically tailored for each position that we're going for. We're looking to attract the right person into it, which is funny because I've I've had conversations with with Sean and Kalin before, and they've talked about how we get so many green light employees that that match the profiles we're looking for and it's because our ads are tailored to the profile. [00:17:13] S0: How much do you spend that... So so let me... Let... Let's walk through this. You build the ad that's designed for the person you're seeking for the role. Yep. And so it's a specific ad. The AI helps you come up with it. And then the person comes in the gate. What's the next step? Do they take the profile? Do they have a district interview? Like, so.
00:17:13 · Tommy Mello, Becca Erdmann, Kyle Erdmann
[00:17:13] S0: How much do you spend that... So so let me... Let... Let's walk through this. You build the ad that's designed for the person you're seeking for the role. Yep. And so it's a specific ad. The AI helps you come up with it. And then the person comes in the gate. What's the next step? Do they take the profile? Do they have a district interview? Like, so. [00:17:31] S1: I, so right now I still do a lot of like the higher up positions in the company. I still do... I post the ad and I'll manage it. And I chat with people and I ask, like, why are you interested in working with us? What stands out to you about our company? I ask, like, few questions just in the chat to see if they'll respond right away and to see if they have good responses. I'm not going to waste my time with people who are taking days. It's speed to lead, speed to hire for me. So I want people who are looking for a job. They want it right away. And so then when they have a good response, then I'll set up a time for them to come in. Has to be a good culture fit. If it's not a good culture fit, I'm not going to waste my time paying for a DISC profile. So I need to make sure How [00:18:07] S0: much is it profile? [00:18:09] S2: We're not at liberty to talk about that. [00:18:11] S1: I think you get... It depends on who you work with. [00:18:13] S0: Well, a range. [00:18:14] S2: Somewhere between 2 and 500. Now, ours... Our profiles we do... When we hire, the employees get to do a debrief with with Sean and Caitlin [00:18:24] S0: Yeah.
00:18:24 · Tommy Mello, Kyle Erdmann, Becca Erdmann
[00:18:24] S0: Yeah. [00:18:24] S2: To to go through what their profile was, the profiles of the people they'll be working with, then and how to mesh well within their department and within the company. They get a better understanding of that too. [00:18:34] S1: That's part of the price. [00:18:35] S0: Yeah. That's really great. Okay. So so they've taken the pro... So so now that you like them, they respond? [00:18:41] S1: Then I send it. And and if they don't... Again, if they don't take that DISC profile that that day, I'm probably not interested. They're probably not the right person for me. If they're inserting excuses of why they don't have time to do a fifteen minute test, you really don't want the job, you probably [00:18:54] S0: fifteen minutes. [00:18:55] S1: It's a fifteen minute test. Yeah. I mean, you can't get it done that day, you're probably not really eager to work with me. Meaning I'm not eager to work with you. There's so many applicants. [00:19:02] S0: You heard of the Hogan test? No. Hogan is... I'm working with a consultant, and it's about two hours. [00:19:10] S1: Two hour test? [00:19:11] S0: For me. This is a CEO. It takes the top five tests of all of them. [00:19:17] S1: Oh, okay. [00:19:18] S0: And it's long. And it's like, I found out all these things about myself that some are good, some are not. But it's supposed to be like the most accurate, like all the highest elite executives depending on how size the size of the company. So, then they take it. I'm sorry, I cut you off. So then you take... So you got them through the tests.
00:19:18 · Tommy Mello, Becca Erdmann
[00:19:18] S0: And it's long. And it's like, I found out all these things about myself that some are good, some are not. But it's supposed to be like the most accurate, like all the highest elite executives depending on how size the size of the company. So, then they take it. I'm sorry, I cut you off. So then you take... So you got them through the tests. [00:19:38] S1: They take the test. I get the results within twenty four hours. If I like the results, I'll ask them to come back in I'll and have tailored questions. Like I said, I take the DISC profile, their results with my job ad, with their resume, put it all together. I have an Erdmann chat that I created, so it knows me, it knows what I'm looking for, it knows the employees, it knows the position. And I'll put it all in there, and then I'll say, what are my red flags? What should I be asking this person? Why could they not potentially succeed in this role? And then it will give me a list of questions to kind of ask, and I'll pick the ones I want. And of course, I'm memorizing them, not reading them off of a list. Have them come back in and then we'll both... If it's a higher position, we'll both meet them, make sure they have good responses to those questions. And then typically, those people at that point, they want the job right away. So I'll make the paperwork or I'll have them sign it right then.
00:20:28 · Tommy Mello, Becca Erdmann
[00:20:28] S0: Do you guys ever look for... Is something I always think about is like, if there are guys I invited to church and a guy goes, I don't have enough for an Uber, and they're in training. Or do you like them to be married? Like I got another buddy that says that they're not married, I'm not interested because they got to have... Is there anything else that you ask questions about? Like, do you have enough to onboard through training to get by? Is there like you leaving a job or anything about like, it tells you if they're broke right now or if their credits could do a credit card check, credit? No, none of that? [00:21:04] S1: No, don't ask about money, but I do ask about, you know, any adversity or challenges that they've been through to see kind of how they respond and if they've been through anything significant or how they respond and what they've come up with and, you know, kind of problem solving in their own life. [00:21:19] S0: What about if on the resume, do you look for tenure? Like, you were there at least five years at per job or if they hop, skip, and jump around? [00:21:28] S1: I won't bring people in who hop, skip, and jump around. I don't even entertain it. [00:21:33] S0: So, are you looking for on the resume? Consistency. Consistency. [00:21:37] S1: Depends on the position, but yeah. If somebody is every eight to twelve months at a new job, I'm not even going to entertain it. [00:21:43] S0: And then are you looking at, what else did I want to ask about the resume? There's not a whole lot to grab off the resume. Are you calling for references?