Best Practices For Web Based Recruiting

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Know That It Is Different Than In Person Recruits

I am going to tech you one thing that you’re going to need to take away, right now, about how the web and Indeed are different. Okay, so if you’re going to learn one thing, when you’re dealing with web applicants, this is very different than in person, public encounters, and stuff like that. Web applicants are different than going after your good friend. They don’t know your brand. They don’t know you. The biggest difference that nobody pays attention to is, through the web, they are applying for a job and recruiting in person is not asking for the job. Does that make sense?

So, most people they’re like, Hey, you should come here. Then you go attack a personal recruit, and you’re sounding like a multi-level marketing company. That’s like, Hey, you want sign too? Then they recruit two, and then you’re going be a multi billionaire. You think you’re going to make money on all this lotion. No, you’re a lot of times when you go after your personal recruits, you come off, not like a job. You come off as like some side hustle, side gig thing that they want to maybe dip their toe in. With a web recruit, they are applying, looking for a full-time career. Nobody goes on indeed and is like, I’m going to apply for this, like make money whenever you want unlimited cap potential opportunity. What does that sound like? Is it that? Yes. But, if we dress it up like that, it turns people away. When we put it like, when you want make as much money as you want, travel all the time, do live your best life. Somebody applying on an online job board is going to be like, what? Scam.

Post The Job Like Google Would

No, the person applying online is thinking- I need somebody that tells me what to do when to do it, how to do it. I need something stable. This does not sound stable. As much as that is true, and as much as it sounds so sexy, it doesn’t sound real to them. So, you’re actually shooting yourself in the foot a lot of times with the copy and the narrative that you’re presenting with the in person pitch. I’m going to come off much like Google. Is Google going to post a job and be like, come work here whenever you want? You know, just kinda like unlimited potential. No, Google is going to be like, here are our requirements. Here is the job description. Can you fit these requirement? Are you not a fit? Then we’re going to go through a series of interviews and we’ll let you know if we have picked you. Does that make sense? So, we call it the two hats. You have got to know when you wear the salesman hat, trying to sell people on the job. And you have got to know when you’re wearing the HR hat, which is when you’re playing. Like, Hmm. I don’t know. I’m not a hundred percent sure if you’d be a good fit for the job. Like, we have a lot of candidates we go through, and we are pretty selective. Even though, inside, you’re like this, guy’s a stunt. He’s going to be my top rep. You know that internally, you have got to hold back and you have to be like, I honestly think out of a lot of the applicants, you seem like you have a decent vibe for our position. Um, I’ll talk to the owner and I’ll root for you. I’ll be on your team. I’ll let him know, Hey, I highly recommend you. But, at the end of the day, it’s up to him and they’re going to go through all the applicants and make sure to see if you’re the best candidate. We’ll let you know, within the next couple days. Never offer the job right there on the first interview. Does that make sense? Google’s not be like, yes, finally. Yes.

Do Not Be Too Eager

When somebody comes to you that has like, no face tattoos, they didn’t come in smelling like whiskey. Don’t be going yes, I’m so excited. If you come off too eager, they’re going to be like, I don’t want to work here. You look desperate. Does that make sense? So, a lot of it is in the positioning and how you’re talking, your narrative.

Psychological Positioning And Interviewing Skills

A couple other big tips so, let’s go to tips number five and four. Psychological positioning and interviewing skills. You’ve got to have some of this. I just taught you one psychological positioning. Here’s another psychological positioning. Raise your hand, if you get scared to bring up door to door sales or commission, only when you all of a sudden say, hey, it’s commission only. Then all of a sudden the candidates are like, oh, I need something more stable. Or they say something like, my wife would never say yes to that. Has anybody gone out with that? I have. Thank you. So, interviewing skills. Watch how I change “commission only”.

I am going to change the positioning of how I bring it up, write this down or record this, cause this is going to be a very good tip. We’re going to do an interview right here. Okay. Oh, we got chairs and stuff. It’s going to be so good. So Steve, you know, a lot of people, they get nervous. I’m assuming you’re wondering how you get paid, right? Sure. Yeah. The biggest problem in our industry, I have to be straight up with you. I prefer it that way. Yeah. We pay too much a lot of times. That’s our biggest problem, because what happens is we pay about $2,000 per commission, on average. What ends up happening is you take, I don’t know, a couple hours to get one sale. And so, people go out for four or five hours, they get one or two jobs. They make $2,000 to $4,000 in a day, where more like their previous job, they’re making $2,000 to $4,000 a month. Sure. And so, what happens is they’ll do that for two or three days in a row. They’ll make $8,000 bucks, $2000 a day. So you, get paid $2,000 a job, like a deal. Does that make sense? So it only takes a couple hours to get a deal. And so, they’ll in 2, 3, 4 days, they’ll make two, three times what they’re making in their prior jobs or another job that they’d go to. And then they get really complacent. They stop working, they don’t stick to this schedule. They stop coming to meetings. They stop going to the trainings, like, they just disappeared in Mexico for a week cause they’re living on their high life and making all this money. And so seriously, our biggest struggle is actually keeping people consistent and avoiding the complacency. So, we don’t hire people that would get really complacent with making like two, $3,000 a deal in a day. You know what I mean? So, I don’t know if you’re the type that would get really complacent with like, if you were to make, Not me. I’m good. You wouldn’t. No, I’ll be honest. Every time somebody sits down in this chair, they are are going to say that. I need to know, because I do not wanna hire any more people that just get really complacent and they just, stop working. Even though, you know, the job’s not easy, but they just get paid too much. I’m a race horse.

Did you see what I just did to him now? Is commission the question or is it holy crap? How much money? Like how does this work? It’s not about, oh my gosh, this is unsafe. There’s no guarantee. It’s kind of like, I don’t know if you’re, you can handle making this much money. Is this a true statement? Does this happen to you guys say this has happened to me. Wow. Say this has happened to me. I hired a rep. He made more money in two days. And then all of a sudden, just fell off the face of the earth. And you’re like, where are you, dude? He’s like, I’m living large. I’m like stop living large, start working. Cause in a second, you’re going to spend it all, and then you’re going to be, you know, and then you’re gonna ask me for a loan tomorrow. Again. I’m in, you’re in. Okay. Thanks Steve. Let’s give it up for Steve. Okay.

But close to you guys. You do the exact opposite of that. Oh my gosh. It’s so amazing. You make like $2,000 a deal. Look, you can make like a hundred thousand dollars so easy. It’s like, wow. It’s like, no, this job’s pretty tough. We keep you consistent. Um, this is what goes into it and I play the reverse. So, this kind of an inverse close, does that make sense? A lot of you guys are actually doing you’re prescribing the wrong medicine, like you’re doing it backwards. This is what’s killing you when it comes to recruiting. You’re like, why didn’t they show up for the job? Why didn’t they show up for the second interview? It’s because you’re scaring them away, more than you think.