My guest on today's Bring On Success podcast is Jody Underhill from Rapid Hire Pro. Rapid Hire has decades of experience in the digital marketing world. They use technology to change the future of the recruiting world. Rapid Hire has combined technology and social media with state-of-the-art systems and processes to revolutionize lead generation for recruiting. The process is rapid and we get to the candidates quickly. Check out how Jody and his team assist small businesses with their recruiting and hiring needs. Check out Jody's company here - Rapid Hire Pro Rapid Hire Pro. Podcast Transcript: Welcome to the Bring On Success Program. I have got a really interesting topic and when I say it, many of you might kind of yawn and go. Oh, really? Yeah, it's about hiring team members. I know that's not our favorite thing to do. And dealing with team members sometimes is difficult. However, I have a guest on the program today. He's become a friend of mine. His name is Jody Underhill from Rapid Hire Pro and he's gonna talk to us today about some unique ways to go fishing for new team members. Jody, how are you doing? Doing great, Jim. Thanks for having me on. Absolutely. You're welcome. It's great to have you here. Your business model is different and I love different. I do something that's different. So, but the only problem is is when you're at a bar somewhere and someone says, hey, what do you do? I guess you could say that you kind of recruit for companies. But if they really want to know how you do it, it's gonna take a little bit of time. Right? Yeah. Basically I tell them, is it, I break it down like this instead of being a recruiter which most people have a preconceived notion of what that is. I explain to them instead of marketing for customers, what we do is we're marketing for employment candidates. Um And that's really what we do that. And then also, you know, we then we help qualify the right type of candidate for them to interview. And that way I can kind of simplify it, then they can kind of, they understand about marketing for customers and then marketing for candidates makes it easier for them to kind of make the connection. Yeah. So you place ads in newspapers, right? I'm joking. Um So, so that was the old thing years ago, right? People would, would put classified ads out there, help, wanted looking for and things are totally different. There's been the great resignation, there's COVID, uh you know, electronic media, social media is used so much now and you have kind of this unique way of getting a message out there to people who are really qualified to work at one of your clients companies, but they're not necessarily even looking, but you kind of snag them and they're intrigued and they could be some of the best team members ever. Yeah. So it's one of the things, I mean, right off the bat, there is nothing wrong with job works like indeed and simply simply hired zip recruiter, there's nothing wrong with them. But if they're there, but you are limiting yourself if that's the only place that you're fishing. So what we do this a little different. Ok, we bring leads from those places as well. But we actually run ads on social media through like Facebook and Instagram because we want to get information in front of people whenever they're not necessarily looking for a job, whenever they're just scrolling through social media. And we started doing it in the trucking industry, first of all, because you can, truck drivers are usually not over, you know, looking on job boards, we gotta to get their attention. And so we then we mapped it over to doing it for home services. And the difference is you, granted, you can't limit who sees the ads because that would be discriminating. So you have to show it to everyone, but by showing it to everyone, it does a couple of things, it might not be your perfect candidate that sees it. But if their spouse or their parent or their friend sees it, they can share it with them. Um The other thing that does is build, build your brand awareness in the community because just about everybody's out there on Facebook, scrolling through on Facebook or Instagram. Um that way you're getting brand recognition and it also brings attention to people going, hey, let me take a look at this. It might be something better than where I'm currently at. With that in mind. You gotta do something that's gonna get their attention. So it's a little bit tougher than they're posting on a job board because they're, they're going looking for a job on social media. They're just scrolling through. So we gotta do something to catch their attention to make them stop and take a look at it and then it'd be intriguing enough for them to go. Yeah, let me check this out and give you my first name, last name, email and phone number so you can start communicating with me. So just like getting a lead for a customer, you're getting a lead for an employment candidate. It's interesting. Now, I want everyone to understand that I don't have any experience in the next thing I'm gonna mention because I've been married 25 years. But I understand that there are some sites out there, some some apps where you can do this to find a date that's like a place, a job board where someone would go look for a job, right? But what you guys do, Jody is you put your pretty picture out there on Facebook and then someone says, hey, you're good looking. I may want to date you, right? Is that, is, is that what we're talking about? Yes. So what we do is we make sure that we use, we don't use stock images. We want, we need images of the company's employees with logo shirts on actually doing work pictures of the wrapped vehicles, you know, so good branding goes a long way. Um, that gets their attention and then, you know, having the items on the graphics so that, you know, the pay the benefits, those kind of things to get them to like. Yeah, hey, I might want to date you. Right. I may want to take a look at seeing if, you know, seeing if you, you might be a good fit for me. So, yeah, that's exactly what we're doing, but we're not taking them straight to, you know, we're not taking them straight to. Let's go, let's go on, let's go straight to the hotel. We're going on a couple of dates with them, right? We're, we're going to uh we're gonna know each other a little bit. Well, we're gonna share some information with them. They're gonna share some with us and we're gonna walk through a process of both parties getting to know another to see if it's going to be the right fit in the end. So kind of like dating. Yeah. Yeah, it's, it's dating, you're courting them, you're, you're getting them to be attracted to the opportunity through imagery and, and I'm sure text uh do you use video in this as well? Yeah. So what we do, we do use video a couple of ways. One is we, when we run ads, we have videos mixed in there because you know, we want to be that video that pops up in the middle of them watching a video. I know it seems annoying but it gets the conversions. But what we do when we bring them in, we, we run them through like a communicate process of, first of all, we're sending them a, a text message, an email and a voice drop right off the bat with a picture of the ad. So they don't forget that they filled out the form. So that's what most people say with social media is that they don't remember filling out the form. But whenever they get a text with a picture of the ad within about five seconds of when they filled it out, they don't forget that they filled it out and we do that to get them to fill out an application. Once they do that, we can move them over to doing a couple of different assessments. And once we have the assessment, then where the real video comes into play is we have them do an automated video interviewing and what that does, it allows our client to see what they look like, how they communicate. And if it's somebody that they even want to take the time to have an in person interview with and on those videos, you never know what you're gonna get because we have people that don't bother to get out of bed or they're driving when they do it. And my favorite one is the guy in Las Vegas who said in a company truck with a logo shirt on answers the first question, doesn't realize it rolls over. Question number two. And then about, after about a minute of tapping around, he picks up a one hitter pipe and fires it up. So that is hilarious. And it was like, he was like, my first time, I guess that was the end of that candidate. Yeah, he probably, I think that like, no, we got it. Yeah. What? Oh my gosh, we got it. And, you know, speaking of that in home service where you spend a lot of time and I do as well. All my clients are home service professionals and you and I work from different angles to support our, our home service clients. Um One of the biggest issues is finding a qualified candidate, not just someone who can turn the wrench, but someone who doesn't have a rap sheet, someone who wasn't in jail last night. Um someone who isn't on drugs, not to mention all the other emotional issues they could have. How do you manage that? Like how do you sift through that? Because we know in home service, you know, it's tough. Well, a couple of things is right off the bat, like with the video interview with a skills assessment. First of all, and the personality assessment, you can tell what their motivators are. And if it's somebody that looks like they're going to, their motivation is gonna match with your company culture to begin with with that, then the video interview, let you see what they look like, then tell you if they have teardrop tattoos, you know, which, you know, you don't want that or those kind of things. And after you've actually done an interview with them, the next step in that and when you make an offer letter, if they accept it is to, then what we, one of the things we do is we also do criminal background checks, drug scr
