The Home Service Expert Podcast
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?
00:21:43 · Tommy Mello, Becca Erdmann, Kyle Erdmann
[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? [00:21:56] S1: No, never have. [00:21:57] S0: Never called for references. [00:21:59] S1: I'm looking for grit. [00:22:00] S0: References are tough. [00:22:01] S2: References are tough. [00:22:02] S1: What are they gonna say? [00:22:03] S2: Yeah. Like Illinois, you're not allowed to say anything. Gonna say... [00:22:07] S0: Right. Yeah. They they left here. Yeah. [00:22:09] S2: No. Yeah. You're allowed to say like, I I think I had a bad... [00:22:11] S0: They're not hireable. [00:22:12] S2: I had a bad employee that got reference checked and all I was allowed to say was, they came to work. And that's really all I can say though because I can't say anything bad about that. [00:22:18] S0: Is you're allowed to say they're they're they're rehirable or not rehirable? [00:22:22] S1: You're not to say anything. [00:22:23] S2: You're not allowed to say anything that could block them from from obtaining employment So, in I the [00:22:27] S1: don't call reference. When people come in, I'm looking, can you make eye contact with me? Can you answer my questions? Are you looking all around the room? Do you have grit? Do you work hard? Do you show up? Are you here early? Do you show up on time? Are you going to do what you say you're going to do? [00:22:41] S0: You look at their car? [00:22:44] S2: I Sales, look at their I look to see...
00:22:44 · Kyle Erdmann, Tommy Mello, Becca Erdmann
[00:22:44] S2: I Sales, look at their I look to see... [00:22:46] S0: I think there's McDonald's wrappers and it's just a mess. I don't care how old the car is, but Dave Ramsey says also go to lunch or dinner with their significant other to see what that climate's like. Because if it's just really bad, you're dealing with all these struggles at home depending on the position. Like if there's not mutual respect, how hard is it gonna be to function when you're at work? You could just see the disrespect and you could look at somebody throughout dinner. And then they also say like, make sure the server screws up their order. See how they handle it. [00:23:16] S1: No. We've never done [00:23:17] S0: that. [00:23:18] S2: Yeah. The main thing we're looking for is is, you know, we we know we can train skill, but will is not is not a trainable thing. So we're looking for extreme will to succeed.
00:23:18 · Kyle Erdmann, Tommy Mello
[00:23:18] S2: Yeah. The main thing we're looking for is is, you know, we we know we can train skill, but will is not is not a trainable thing. So we're looking for extreme will to succeed. [00:23:26] S0: What other question... I'm just obsessed with this right now with what we're going through with hiring this many people. Like, I wanna take a deep dive and I think most people that are begging for leads, if they just had better skills in the field, better conversion rates, better customer service, got more referrals, I think that solves the problem. It's like exponential growth when you get really good at hiring, but also you got to do your part on orienting correctly and then keeping them. It's not letting them go out the back door while you're so focused on the front door. And I wanna talk a little bit about that too, but what other things you guys do as little checks? Do you do like a ride along to see if they like it? Like, you're gonna spend a week in the field before and make sure it's right for you?
00:23:26 · Tommy Mello, Kyle Erdmann
[00:23:26] S0: What other question... I'm just obsessed with this right now with what we're going through with hiring this many people. Like, I wanna take a deep dive and I think most people that are begging for leads, if they just had better skills in the field, better conversion rates, better customer service, got more referrals, I think that solves the problem. It's like exponential growth when you get really good at hiring, but also you got to do your part on orienting correctly and then keeping them. It's not letting them go out the back door while you're so focused on the front door. And I wanna talk a little bit about that too, but what other things you guys do as little checks? Do you do like a ride along to see if they like it? Like, you're gonna spend a week in the field before and make sure it's right for you? [00:24:03] S2: We try to make the sales pro... Or that's not sales process, sorry, the hiring process as quick and painless as possible. We know, like... So I I look at it that would a high achiever want to do ride alongs with somebody and wait a week to draw out a process longer? Or are they gonna want to to Yeah. Start So the the quick... So it also... Like like she was saying, when they come in for that second interview, we're... We know at that point they're probably hireable. We're offering the job on the spot, if they don't accept on the spot, we rescind offers. So we're looking for people that want to commit to us right then and there and are all in with us. Because if we... If they'll go on with us, we'll go all in back with them.
00:24:03 · Kyle Erdmann, Tommy Mello
[00:24:03] S2: We try to make the sales pro... Or that's not sales process, sorry, the hiring process as quick and painless as possible. We know, like... So I I look at it that would a high achiever want to do ride alongs with somebody and wait a week to draw out a process longer? Or are they gonna want to to Yeah. Start So the the quick... So it also... Like like she was saying, when they come in for that second interview, we're... We know at that point they're probably hireable. We're offering the job on the spot, if they don't accept on the spot, we rescind offers. So we're looking for people that want to commit to us right then and there and are all in with us. Because if we... If they'll go on with us, we'll go all in back with them. [00:24:38] S0: And when you ask them, Becca, if they're interested, like, why did you apply? What are you looking for them to say? Like, they do their research Yeah. On