WEBINAR: Your Human Resources is Really Marketing
Watch this Human Resources (HR) webinar until the end to learn how to claim all your free gifts!
UNEDITED AUTOMATIC TRANSCRIPT for How Human Resources is Marketing
Let’s talk about human resources as part of your marketing department. This slide just for all of you that do presentations. You need to slide on everything that you do because you have to protect your intellectual property if you would like if you don’t want to copy all this down and this me you know you’ll get our e-mail address like a dozen times today send us e-mail so you want the slide and we’ll send it to you you take our name in the information that you put yours in you send it to your lawyer and then you are covered.
So everyone that works that is part of your sales team through this has this has been. Part of my montra forever. And it goes this is stayed wth me or this kind of started.
As I got out of college where I was the Ad Manager the newspaper the. In our sales office whoever picks up the phone 1st couple eat. And so I’ve been taught that you know you get on the phone get quickly and you get to the point but there was a company called the Lindsay a motor’s I got out of school is working for the Penny Saver up in Santa Clara and the woman answered the phone there was just just an amazing voice amazing professional and.
Before the dates of your number name popping up she was I would ask the person I’ll miss you off my Siri again and I was I was clearly not something that called all that often but.
My thought became Wow if that’s that the person that’s greeting everyone that has got to help their sales. Came from her her Benzema hers national news just completed professional in fact another client they did the interior of aircraft.
They recreate you know they upgrade them and such and the gentleman that answered the phone there do the same kind of thing I said How often do we talk? Answer: a couple times a year you called to take care of our calendars and things. So how many people do you talk to? 20? 30?40 a day. And you still remember? He said, “it’s just something; it’s a superpower.” it truly was a super.
Understand everyone is part of your sales team and when we go through the hiring process that is going to be part of it and make sure you plan it so superpowers know what your team’s team member superpowers are I’m playing to those make sure the right people on the bus but in the right seats as well so you know just thinking what are you going to get out of this well here’s what we’ll share that you know what I’m looking it at are slides and something just seems weird there’s not a I’m not getting the slide that I normally get.
A lot of here’s what you’re going to get that book in the upper right hand corner this one everyone here gets a copy of our Small Business Human Resource Secrets.
In addition to those 6 books you’ve been interviewed in and quoted in way over 200 publications. Here are just some of the ones you might recognize. We have a podcast that you’re going to get to be on if you’d like it to be on the next slide of this to help as well yes it is.
We’ve been interviewed by A.B.C.’s Secret Millionaire James Malinchak and Kevin Harrington who was the original shark on Shark Tank and we do a boot camp a couple times a year to help build your marketing. So here’s here’s something that you may be interested in.
We created a podcast and it would be like an hour long thing and it was fun but when you do it 243 weeks in a row…
You want to change so we changed our podcast to have you cast this call the marking check was you cast they run about 10 minutes long and the only thing we do is interview successful people the interviews are 7 minutes 21 seconds and everyone gets the same Coke Weston’s they are due the whole view cast is designed to promote you so if you would like to be on it here’s what you do the.
The email addresses is in the chat it’s also the bottom of your screen saying hey I’d like to be on you viewcast. We’ll send you the questions, you answer them and send them back. That’s how we figure out if you qualify to be on you want to and you want to qualify the easiest way make sure remember that for 12 questions you’ve got 7 minutes 21 seconds so brevity is rewarding.
Then you can use this viewcast to promote you anytime you have a potential client this is something that you’re able so send to them say I was interviewed here you’ll get to know me and my process a little bit better so there you go by the way if you want to promote your clients you could do this exact same thing that we have and you would interview your clients you kind of go along for the ride and so as a marketing tool that’s why we do this if you want to see how we do it take our how to do everything go to the view cast Obviously how we set up the page you’ll see the 1st 11 interviews we’re going to be doing.
We’re going to probably knock out about 10 of these on December 31 the last day of the year we’ve blocked out the deck so if you want to be one of those rabbit we suggest that if you have a good time you have a very good time watch a couple of the cast and counted promote If the free promotional piece for you and with like to give that to you.
And. So we do a lot of stuff that we give away for free this is kind of what we do for our clients we’ve got a couple of online marketing plans and we’re also private coaches so we’re going to talk about a paradigm shift on not a roll of quarters a paradigm shift why don’t you that you want to run a long time wow health in how you look at your hiring in your human resources were most talk about crafting your best job description the next steps and I will give you 3 things actually or to give you 13 thing you’re going to work 3 things.
Here’s what this isn’t. We noticed during when covid kind of started that a lot of people were doing podcasts and when I got ours and the only way to get any benefit out of it was to hire them their entire presentation is designed to take you down the trail where you in order for it to work you’ve got to hire that is not what this is.
All of the things we are going to show you today you can do yourself now Obviously we’d love to help you but you don’t need us for this so that’s you know take a whole bunch of notes and get ready to work on this not by the way going off magician was not hanging from a cliff there he is laying flat ground down it’s just a different angle that’s kind of what we do as business coaches we show our clients a different angle to run their business so if you have questions disfavor hold on to him toward the end we will take them all otherwise you’re in a sit there with a headset on and and it’s just you know if you know something oh my God I’m can’t listen to you at all until you answer this than type it into Yeah.
So. I always by the way this is a writer downer. Yes Kerry is human resources a source of revenue revenue think of it as an extension of your marketing by the way let’s talk marketing for just a moment you should you should all have quotes.
Of things that you can put you know your wisdom words that you’ve probably shared with people you should have your own in probably hidden in your email. And as as in any marketing message we want to talk just for you know a couple of slides on making sure that your messaging is correct because if you’re going to be putting you know finding employees the message that you put together.
Is kind of it works the same way as if you’re putting the other message for your customers but now you’re creating a marketing program to get employees and for your current employees so when that works demographics are your friend.
This is where the paradigm shift happened for me so I. I spent decades in office in human resource management I had a job related injury I know you’re wondering how could that possibly happen but it did so I was home with Hank. Hank has had a home based business for longer than I’ve known him actually and and we’ve been together for over 30 years so ...
Been a salesman. So I was home during that that year of disability in between physical therapy appointments and overheard some of his conversations where he was talking with his clients about marketing and again in those days I thought I’m office and human resources I don’t know anything about marketing. He’s a marketing guy. I realized
I was having the same conversations in my our office I worked for small businesses most of my conversations were internal marketing right they were. Helping a team member present their point of view to the employer or vice versa or another team member right told me about a target market a one but it was still crafting that message to attract the the person that they were trying to influence.
So the same thing is true when you’re hiring. It is quite possible that these 4 women may all be a good employee for you but your messaging will need to be a little bit different in order to attract them what do I mean by you’re messaging that job posting right you want to think about who your ideal hire would be and I do want to emphasize that you’re looking for your ideal hire your next employee you don’t want to craft your job description to elicit the best candidate right we’ve all probably met people that were great candidates they did a great interview but when we got them in the sea well they weren’t great employees Ok that’s what we want I better that they not be perfect in the interview but be awesome in that seat so think about who you are your great hire is and craft that job description that’s a marketing tool your job description to attract the employee I have the same conversation with employees when we’re doing career coaching write their resume their cover letter it’s a marketing tool right they are trying to attract the right employer to reach out to them so you as an employer your job description that’s a marketing piece I have the same thing I was a sales one of the one of 14 sales managers for a national company and when we were looking for salespeople they would place the ads from the home office in I was in Southern California so the Abbey would place in Southern California.
But off they were a little off compared to you know since the company was based in the Midwest the ads read very much very much Midwestern and. It made it harder to find the right people you know when you have that national presence so we Southern California and did up.
As far as you know how we were talking about all of the different you compensation all the rest and we started getting far better salespeople because we were talking about what was important to those people there in Southern California compared to the icy frozen Midwest.
Now there’s another side of this. In every marketing presentation that you make this this is let’s talk customer in an employee when you’re making it for your customers people don’t buy for logical reasons they buy her motional And when you’re hiring somebody really is going to have to very much connect with you.
Or they’re not really going to want to work for you or even if they do wind up working for you right what if they go against that emotional response you’re going to find that it’s not the right match right here going to be quick to tell a go so let me give you an example how this works in the real world on your screen is our trade show we call her Lucy because she’s based on the Peanuts character Lucy and her psychiatric help I’ve said before.
I’d always wanted this to be our trade shows and before we created it we sent it out to our different we call her Harry Now let me go back one slide for a 2nd.
Those are 4 different people for different messages that you would create our clients fall into about 6 different silos character area the color area so we sent the layout to all of our different Harriet’s and said What do you think.
An unusually because it’s very much doesn’t always happen this way with the entire breadth of our target everyone came back to wow that’s awesome so we knew Ok this is going to work now that this is the theory Here’s how it works in real life when we have our trade show a booth out of the world we’re looking for coaching clinics and we know when somebody sees our booth and steps back and says and gets it.
Right away well they’re probably a better candidate so we know that they’re not going to leave with line but probably at least 2 of our 6 books are books are brochures you know they really are very sure there’s a lot of great information but compared to that it may have by Levon sheet of paper that most companies give away yet this is all about us that’s all about them and not really good information this works really well so let’s talk sales the trade show both is the lead magnet get people interested in if they’re interested we give them more information allow them to then raise their hand and say Yes I’d like more information that’s how marketing works it’s getting people to raise their hand with so that you don’t have to be selling every time you meet someone.
Now if somebody looks at our booth and doesn’t get it they’re they do you want to nickel or something we know they’re not in our target realm so we explain to me what it what it is and you know we do given that you know a couple of promotional products and.
Then another one going to say something I interrupted you know I thought I thought there was a period with only I’m sending this to for human resources right so if you’re looking to hire.
You you want them to raise their hand in other words send you their resume in response to your job posting raise your hand and tell me that you’re interested and then you can look through their resume and you do the same thing right are you interested if you’re interested then you reach out and you schedule your interview process whatever that turns out to be right we usually start with a phone interview let’s see how they are on the phone before we expend time to have them physically come into view especially during this covert time we tend to start with the phone not you.
It depends on what your needs are but that’s that’s the point right you you put out that job description you get them to raise their hand and say yes I’m interested here’s my resume that’s their marketing piece to you now you get a chance to raise your hand say yes I’m interested too great now let’s have a conversation and and here’s why it’s really important make sure that the writing of the ad is to court because this is happened to all of us and one point or another.
You attract all sorts of people sending their resumes that really have no business in the resumes and that’s just that’s really kind of frustrating for both of you that they think a lot of I got to lose you know I might slip through and you’re thinking why did you send me your resume and you know I’m looking for a brain surgeon and and you’ve you know on your own lawn service for 4 years I don’t understand what what what in my out attractive you.
Nothing nothing really so just throwing spaghetti on a wall so understand that as we write it. You know we want to make sure that that writing the ad is going to attract your area.
So you want to in order to do this effectively you want to move your h.r. from admin to marketing right admin here post this job Ok great right marketing here’s what I want here’s here’s I’m going to paint you a picture of my perfect employee now craft a job description and a posting that will attract the right employee not candidate Don’t forget about them now I’m going to quit your I’m going to guess of the I’m going to guess that that since course sent you here they probably got all sorts of really cool people who can help you write or will go through your ads with you take advantage of them for that really a good score is a great research tool and a great you know.
Helpful people you know their whole job is to help you make your business better so don’t keep don’t keep your ad secret you know well you know we tell our clients before you run before you run any ads and you know us we want to go through it simply with them before you run any ads if you have a counselor there may very well don’t don’t do it on your own get help so yes yes yes by the way this this guy wanted it we were at Disney World and this guy want to do apply for a job with us he didn’t of you know I think it was he I have no idea what it was really more of it doesn’t really matter to us.
So. We want to put this to you in another in another frame of mind for every message that you put out including your job description is a sidewalk sign.
How so we’ve all walked through malls and walked down some you know street and we’ll see the sidewalk sign if it interests us while we might raise our hand and get more information.
Everything you’re doing think in terms of can I get Could I fit it on a sidewalk sign am I giving him just enough information to let them decide if they want to raise their hand marketing is the art of getting people to raise their hand the right people.
So that a sales process can begin we were in London last year last summer and we’re walking to Sharon sister’s place and we both stopped at the same time we thought hey we could win 50 pounds while we’re here why not where we watch Big Bang Theory constantly nobody’s going to beat us in the questions.
But we saw the date they gave us just enough information for us to decide if we’re going to go into the pub and sign up oh we’re not going to be here that day we’ve left already walked on by we didn’t waste their time by walking in and saying hey so when is it that would have wasted their time and wasted our time they gave us just enough information to let us know if we should raise their hand or not the same thing is true with your job postings so your posting is your sidewalk sign your whole job description doesn’t need to be in the posting right it’s just enough to get them to say yes I’m interested often a job posting will then lead someplace where they can read the whole job description if you’re assuming you’re posting it online remember now here’s a here’s a hint let’s let’s take from marketing and put it to h.r..
If you came to our win you win you can our social media web and ours we’re talking about your posts being sidewalk signs that will get them to click and go to your website.
When they’re on a social media page where there are job board they’re looking you’re competing you’re communing with other companies if it’s I’m social media you’re competing with other companies what their attention if you’re on a job or you’re competing with other companies has to hire the right people.
We want to get your web site so you post it you put it on your website there’s a link that brings them back to your website they can hopefully.
Search your website and get to know about your company better which is why you’re about pages and your f.a.q. is all that is vital in Europe site. Then they can decide yes I really do want to apply where we’re trying to guess find the best people and we want those people to find us when they’re on your site and they’re reading about you that’s where that emotional connection happens right if you’re probably not been able to do that on a post but when they come to your site and they read the job description and then they they look at the job description work knowledge look about what’s the About section all of those write oh oh I really want to work there those are the people you want them to raise their hand and say yes I really want to work with you here’s my resume you know that’s when we start to get less of this big it is really going to assist us.
Remember that it’s not really about you and your company it’s about the candidate right what’s in it for them yes yes there is. A dollar right honestly that whatever that salary that hourly wage however you you put those.
It’s great to get them in the door it’s not awesome to keep them there are a ton a ton of studies about what motivates people to stay. In fact I just heard about another one they they did this study.
Shoe a can of which company it was I was trying to think of a company by can I can’t remember if it’s really important to some email and I’ll figure it out but they did a study on if they receive a text message from there I don’t think I told about this they received a text message from there so they’re hiring manager by their immediate supervisor.
That said hey if you reach your quota today then we will give you x. dollars bonus that was one we tried that for a while then they tried Ok same same thing also from the hiring manager text message if you meet your rates or exceed your quota today you will get a coupon to the pizza place another group also right same thing text message from their hiring manager if you reach or exceed your quota we will.
I will come by personally to say thank you and shake your hand and then of course there was a control group that got absolute nothing most people would think that hey dollars is what will motivate them know it motivated them for a little while but there was a huge huge drop off right well if you’re going to pay me to reach or exceed my quota then I don’t need to work so hard next time because you’re going to institute that plan again and I’ll get more dollars write the drop off was huge.
The initial response was actually best with either the thank you or the pizza oddly enough but the thank you had the least big drop off. So you know what motivates your employees it’s really what’s in it for them the same thing is true in your job description right so if you’re in your job posting in your job description think about who’s your hero Who’s your ideal employee what’s going to motivate them it’s going to be different and we can we can talk about retention right different than hiring by think about what’s in it for them and how working with you will get what they want you in the system and I actually I remember.
When we had a network marketing business they were doing. What would generate a lot of peoples’ like you know if you sponsor if you get to this level you get to come to the special event right it’s only for qualifiers and we used to use that in sales you know things also it’s like you get to come to the special event like it wasn’t necessarily money or something you know when when Sharon and I you know brochure and I met.
There was a sales contest it was you could you could win a cruise and I was one of the 1st to qualifiers really I guess going to cruise and only the only leaders going to go on that I was I was going to mail that it was great I wish you had been there with me but it was pretty me it was just just preview Yes Got a year to year.
By the way I do tell candidates the same thing it’s not about them right they tend to want to put all this about me things in their cover letter and I tell them it’s not about you it’s about the employer what what are you going to do for your employer that perhaps nobody else could do show that off right it’s about the employer so it goes both ways honestly so let’s talk about social media to get your best team members.
How often you using your social media pages your company should be on there every day. And it’s a math say. The algorithms are such in every platform that if you’re on there every day some of them like you they’re far more often than others and talk about better social media where.
Your posts get seen by more people if you’re using the platform or often if you’ve wondered why you’re everything you put on social media doesn’t have a lot generate a lot of engagement it’s because you’re not there often so you’re going to want to be on there every day so that when you’re posting.
Links not the job the link that brings them back to your website. It will get seen by more people now what platforms are there beyond it so remember that it’s all about the candidate in this particular example so.
Post where your candidate is going to be your ideal employee where are they hanging out so let me give an example we are right now working with a or actually we just finished working with a client who is looking for a shipping and receiving clerk right probably not only then I mean Linked In is a professional database not just a job board but I should think I might even Clark probably not only been so we didn’t post on this right we actually we actually posted on a job board and we post on their Facebook page we are a much better response we found her 2 employees are looking for 2 clerks both came from Facebook they didn’t come from the job board so post where your ideal employees are hanging out you can ask your current employees the ones that you wish you could clone and replicate what your favorite platform and then go post there remember we are trying to bring you know the best with the on the social media is friendly helpful you’re proud to bring them back to your website.
When you look G.’s blogging as an example. When you write a blog on your website you obviously want to get more people to read it we’ve we heard a Linked In specialist yesterday say yes I close my blogs I write my blogs on and I copy and put him on Linked In But why would you do that because then they’re competing with how he’s competing with all of the other people that I post things online dead as opposed to a disk and brief description in this case brief description of the position and a link that comes back to that the Web site this is we’re trying to get off a social media to your web page that’s where you have the most control it’s where you can tell your story the very best your company can be put in the very best light when they come to your website remember we’re we all when we’re hiring people we’re competing against others for the best people so if you’re looking for the a list talent.
We want to present ourselves in the very best way. And one of the best ways that is video so.
We would 1st recommend that you the employer do video right remember that people buy and in this case join your team for emotional reasons and the best way to be able to convey an illicit and emotional response is through video so if you can create that that job posting the video all the better and then this also request that they respond via video because that you get a sense of who they are and what their personality is like and is that a potentially good fit for example you might get the thank you off who was going to the prom in the Internet versus Hank you off who is hanging out with you know Shark Tank number you know Kevin Harrington.
And you can tell that really well in fact the backgrounds of their videos will give you all sorts of him close to that is that the right person now because a recording is I can’t give you all of those things for example looking at the floor to see if they’ve got if it’s littered with you know dozens and dozens of toys there are questions you cannot ask in an interview but I did you know background my give you clues as to do I own to want to interview this person or this person I’m going to guess that most of you have never heard this point you know You Tube video for 4 employees I hope that was one of the aha as you take away from this one.
And then if you do you find that. Potential employee that you really want that you resonate with you may need to follow up with them right they are being courted by other employers as well a teams tend to be courted by more than 11 of the question I ask in my template phone interview is what other employees what other employers or the companies are you currently interviewing with right I want to know who are my competing against They usually tell me they don’t usually think of it that way so they don’t they’re not doing it with a marketing brain in mind so they usually just tell you they don’t they don’t like a big qualms about how you’re also reviewing what.
So many people. But by all means follow up with them just like if you are making a sale right you are selling you are selling that they should want to work with you versus anyone else that they are interviewing it with so I before before learning this in that paradigm shift I used to be that 3 strikes you’re out out right 3 strikes I called I texted email whatever those 3 messages were you didn’t respond it’s Ok clearly you’re not interested I’m moving on and then I learned the statistics especially the bottom 180 percent of sales are made on the 5th to 12th contact.
So follow up with them. If assuming again assuming that it’s someone that you want to work with and we’re not saying follow up with every single candidate there are some that you totally want to put the onus on them because we tell them the same thing follow up with the employers you really want to work with if if they’re not responding and you don’t really care then Ok the don’t follow up with them that much but if it’s someone that you’re really are interested in pursuing.
5 to 12 and just keep notes on their on their not on their resume but on your note she do not write on their resume by the way this is a a good tip and I forgot to say that sometimes but do not write on their resume their resumes are subpoena balls so God forbid you get into an issue and you’ve written on their you know a smiley face a sad face you know how many kids they have whatever it is those things are a subpoena of all we always say keep those resumes clean take notes on something else once the interview process is done you can try those other those notes but there are resumes are so few noble just so you know don’t staple the notes to the resume because.
You know you’re on the sand the lawyer would say So what’s this whole Well I had notes stapled to it and now they’re going to subpoena your notes Yeah.
Couple of other couple other things based on the last line. For this one under par understood the reason we follow up. There’s a saying that we learned from Cody Bateman who started to send out cards and it’s appreciation wins out over self promotion every time.
There’s always this rule that when you interview with someone you send a follow up letter right well what’s to keep you if you’re looking for 88 a level talent why wouldn’t you send them a quick now hey thanks so much for.
Chatting with me today were you know one more as we go through the interview process I’m looking forward to continuing our conversation. Most people are not going to get that from the people are interviewing but you’ve been on this webinars now you know to do it also one of the reasons that we when we talked about video in Austin.
If that person is going to have to use certain skills for example they’re in charge of your social media well we want to know that they know how to create a video that can go on your social media.
If they’re going to be in charge of writing things then you’re going to want to have them write something so that you can test their skills without them actually even really knowing that you’re doing it.
Yes So basically don’t make them feel ghosted by not following up but we hear that a lot about potential employees that disappear and they don’t if they don’t respond to you but we also we hear from those that we are coaching on career coaching that sometimes they feel ghosted by the employer voice on the resume and then nothing happened or we had an interview and then I don’t know I don’t know what happened right so even if it’s just to let them know hey you know we’re taking a little longer to the interview or to the saw blade or we decided to go with somebody else you know let them know so that because you may this happens right you may hire Jane and Jane says in the seat you’re like oh my goodness that was not the right thing to do I need to go call John Wright but if you go to John he doesn’t know where you are but he’s not going to be so interesting he’s kind of lost that loving feeling as they say right so they’re not so interested so keep them in the loop and we were coaching our career coaching clients we tell them stay in touch with those employers that you really want to work with stay in touch send them another note 30 days and hey how’s the new hire working out if they’re not working out so well I’m still interested right so and in what ways do you follow up so we say find out from your candidate what’s the best way to follow up with you we tell the candidates the same exact thing why I write ask your employers What’s the best way to follow up is it text is it a phone call is it e-mail is it actually mailing them a thank you card what what’s the best way there are certainly ways that you want but remember that it’s really not about you especially if you’re courting 18 members it’s really about what’s in it for them and what’s the best way for them when someone asks me if I want to refer someone she What’s the best way to refer them we always say the best way is found a free marketing consultation or if we’re talking about h.r. free h.r. consultation dot com But the 2nd best way is whatever way they want if they want an e-mail interaction if they want to text if they want to Facebook Messenger link that I got I don’t care you can find me on so.
Places it doesn’t that whatever’s best for that you may have you may have taken a sales course before and caught the same kind of thing. Yeah it’s remember we’re selling ourselves we’re selling our company to increase our genes so let’s use the same tools that we use in sales on the h.r. side you know follow up what’s the best way to follow up.
We’ve this this meme shows up on our social media pages our business pages all the time. There are many things that you and I can do that take a 0 talent that make us set you know set ourselves apart Did you notice we started on time you know straight up top of the hour we didn’t say hey we’re going to wait a few minutes and see who else pops in and I saw from the list a few we got here a couple minutes like now we purposely set up the 1st part of our you know 1st couple slides of our wedding are so that yes if somebody comes in a little late they’re not missing some of the core stuff but it also shows those people that were here on time that we you know respect your time you should do the exact same things full court effort I’m taking notes on things I need to add to this weather in our But they’re out on the flight so we’re still going to going to be there it is jumping in them or not it is very true that there is not a whole lot of traffic on that extra mile Well you’re looking for people that believe these things.
Share and as most Does the pre-interviews for clients on a lot of the stuff and. We are constantly amazed that that call the interview call was set for 10 o’clock and they call 8101210141030 will.
If they’re not going to show up to talk to you on time if they don’t respect your time now that’s a political judgment later you’re going to have this challenge when you hire them.
So one of the things that I talk to hiring managers about all the time when it comes to this is sometimes they’re torn between 2 candidates someone who’s got great skills right they’re right on with the skills I want you know they can post on social media they write they say look at on video whatever it is whatever those skills are and someone else that to me they don’t they really think they have the bare minimum of skills or not also but man they totally get me I get them it’s a really a great fit I always say hire fit you can teach skills you cannot teach that you will always be disappointed if you hire the person with the great skills that’s not a great fit that you had to sort of wrangle them to be a team member you go you’re always going to kick yourself later so if you’re torn between 2 candidates one has all of the great skills not just a great fit or some of some of the good skills you can teach the rest of skills you cannot teach that you would rather do a true or Jim help for those of you that are fans of the office.
And this concept does not end with your job posting you know it continues the interview the interview is also a marketing piece it’s showing how you would have a conversation right it’s all an interview is the conversation are are we the right fit does this work right if it doesn’t work it’s not that either of you were bad people it just wasn’t the right fit Oh well not everyone is a good fit no no worries same thing with a job offer right when you call them and you extend a job offer you then documented in actual letter here here the same Amaury life is what we have agreed to those are the job the written job offer is a contract so to speak but it’s also a marketing piece right how does the company portray itself and then when you bring them on board what does that 1st day look like Who are they into Who are they introduced to right that is also part of your marketing it shows the company culture that introductory period those 1st $36090.00 days by the way it’s an introductory period it is not a probationary period this is especially in for I know many of you are coming from California this is especially important California and any at will states if you call it a probationary period that means at the end of the probation whatever $36.00 United whatever that is they now are full time permanent employees you don’t want to ever negate that at will you want to maintain that well so it’s an introductory period it is not a probationary period it’s all about company culture and then team building as you continue on right how do you inducting them into the company culture how are you team building to keep that company culture tight and then even if God forbid you have to terminate right how do how can you make that separation as amicable as possible so that a you may decide you need them back.
For all sorts of reasons or you want them to be able to refer people you know I left working for Jane but she’s awesome I just outgrew that role you my friend would be perfect right use you want to be able to to keep that relationship so obviously if it’s if they do something that’s illegal right that’s a different story but generally speaking there there are always ways to keep those terminations amicable makes.
Yes this is definitely one of my roles it’s about that I thought I had the attitude here they didn’t fall by the quick news like be slow to hire quick to fire so take your time making sure that they are the right fit.
And then when it’s when you know it’s the wrong fit it’s the wrong fit a sign let them go the longer you keep the wrong fit in that seat the easier it is for them to argue that it was a wrongful termination.
The quicker you are to say you know what this isn’t the end it’s just a fix it’s not that there is a bad person it’s just not a fit and you really don’t need to say anything else right you’ve been here for 2 weeks I’m getting it you’re just not the right fit I’m sorry here here’s your last paycheck if it’s not a big conversation you don’t we don’t need to have a big debate what they did Whose fault was it it doesn’t matter it’s not relevant right I’m sorry it’s not a good fit so slow to hire make sure you’re making the right choice as certain as you can be right whenever certain in any relationship and this is a relationship so as as certain as you can be and then if you when you realize once they’re in the see not the right thing quick to fire.
It cost you dollars Yes So many of our. Our clients that come to us asking if. I’m torn between 2 I hire them as a w 2 or a 1099.
It can make a big difference there are i.r.s. rules as to why their consultants are the employee and it can cost you dearly so I know that score has a ton of information on this and of course if you if you need us we are a free age our marketing conflicts tell the fine but score has a ton of information on this please don’t we’re not lawyers but we want to share this with you don’t mess with the i.r.s. just don’t get if you if you think if you you know if you think you want to make a 10 anyone because it’s going to save you some money but if they if there are there’s a whole bunch of questions if you know what time to show up you don’t want to do do you provide the tools I mean there are a lot of questions if there are w 2 there w 2 what put your save your business.
Yeah it’s not what your business really isn’t Don’t miss classify somebody it’s going to be expensive and the last one I love is if they miss your point meant Sharon I have a slightly different opinion on this so I say sorry.
I’m done as a when I was hiring salespeople if they missed the appointments. You know better be you know Dog better die I mean it better be a really good story the music you know that entertains or you know it’s going to be an artist yeah cause when I was interviewing I was.
Going to one of several cities in Southern California and I had a hotel time I mean and I booked them one after another so if they just caused a gap in my schedule.
I know. I’m a little more forgiving I still want to hear what the story is I will give them you know a chance to say no no no I really am interested here’s my story and I may or may not allow them to reschedule but you know it it does kind of depend you know these are people these are not robots that we’re looking to hire and they do have stories especially during this pandemic time they have there are things that happen oh I I’ve gotten this a lot a lot during this pandemic time of well I I suddenly tested positive and I had to quarantine and so I missed the interview even though it was a phone interview right those appointments you don’t always have control over when you are able to go get tested and when you get those results I get that but some people would have a knife you can still talk so you can still you know you can still keep the employer or the h.r. manager or the h.r. consultant apprised of what’s going on I get that.
There are there are ways to mitigate the damage that could be caused by missing an appointment that’s what we tell our coaching clients I’m going to add another rule here yes it’s not on the side this is bonus bonus content it’s not on any of the slides.
If you’re doing a lot of hiring and your human resource department is really active, I would suggest that you have an an HR e-mail address. I’m able to look at the obvious of people that are here and unfortunately most of them
Are using like a gmail or an aol kind of address but I want to I want to stress and this is why I’m kind of stressing it. look Cindy Crossett from Freedman Crossett Financial Services Arizona fcfsaz.com is on.
Issues hiring people all the time so I’ve got a couple of people that you know work for firm it should be HR at So that HR at and and it should be your company e-mail address.
If we are using gmail and Hotmail and aol it’s not as professional as if the e-mail address is from the url of your of your company. Mayors on from school or on to are going to have his name at score volunteer, Well you know exactly you know where he’s from.
HR at score volunteer something is going too slow said you know set up email email addresses so that all of these things are kept are categorized and cataloged much in a much more simple way now Sharon and I we have Sharon at you off creative and I have Hank at Yuloff Creative but we also have info at so that if it is a client a sending a message it goes to the info at so that we both have access to it we also have marketing email addresses that all of our stuff you know You Tube email stuff they all go into vat so it doesn’t clog up your regular email address so that’s just a little bonus and your partner web host wherever you’re hosting your site usually has a free and easy way to do that.
So yes you can do your company name email it’s still not as professional Yes we get your company name but it’s not as professional as having your name h.r. info admin at your company name dot com just a rumor this is h.r. is marketing it’s a marketing tool you know your email addresses should be a variant of your company name you know ours are all at your last creative.
Take that use that as as works as bonus information and no one else taking this one will get that except I’m going to add it to your rules for the next time so you just learn the best ways to get your next role filled and you know the right employee now by the way that unicorn is there to remind us that there is no such thing as the perfect perfect employee except for you just like there are no unicorns except when you are here in Sedona people half the population Sedona will say that they just saw a unicorn last month but.
Address that. So when it comes to your business and your marketing want to press you know your press the reset on your pressies about work we’re going to be a couple tools that are make it easy here your next steps.
Your marketing budget should have a human resources line item the money you’re going to invest to find the right people. And if you put it in your marketing budget as opposed your human resources budget you will be reminded that yes human resources is a function of marketing. I’m looking to market my company the same way as I mark you know 2 employees I would potentially clients think get into a marketing mindset for what you’re doing you should have a team of advisors However you have your score mentor Yep.
Get coaching on our team advisors we have a speaking coach. We have we have a business coach.
And we have our own team of advisers some of them are our clients own past clients people we respect in business so we have a team advisors that we can ask things of.
Go to seminars good job you want to this one we’re going to give you a couple of other summers that you get to also and get way more proficient at your marketing tools how good are you shooting video on your phone if you’re really good if you’re not sure your good work that we’re doing webinars on that sort of thing that you can grab for free food like.
And how often you’re posting on social media get really good at this stuff and so here’s here’s what you should be doing from your notes if you’ve been going to webinars lately since we’re getting toward the end of the year.
You should make a list of what your goals are from you know what we’re talking about today or any webinars you’re taking. 12 why not top 10 here’s why there’s 12 months in a year.
We want we don’t want you to get into a sense of over well oh my God I’ve got to do all the stuff right now but now we would rather he stands in a sense of well I’m not overwhelmed.
Put him in order. You know give you an example we have a new book that we want you actually have 2 new books that we want to come out.
One of them has been sitting at number 10 or 11 for the longest time but no one is more important we what we need to get we didn’t this is the 1st year in 6 years we didn’t come out with a book because this was just not the year to do it so in 20 we were not writing about pandemic No we were not everything so our next book is much higher up it’s sitting at number 2 now here’s here’s why it’s important to have your list of you’ve probably been told write your list of goals down.
Let’s say that you have an hour not sure what to do while you look at your list Ok what’s number 123 What is the most the best use of my time right now toward my business getting better and if you have these in order and like this it makes it much more simple for you to go right to that list your To Do list and to make your the back end of your business better now it once you have that list if you want help with any of those we’ve put our u.r.l. there free h.r. consult implication or free marketing consultation honestly we can talk about anything on there so if you learned something today if you had a breakthrough today.
That would be a good thing absolutely want to know about it. Here’s the job description worksheet that I use when I’m helping a client work with their job description.
If you’re not in position you can shut this down send us an email will email it to you yes it’s it’s not not difficult right job title job responsibilities the skills that you’re requiring Who are they reporting to and what how what the experience level right and they have beginner intermediate expert gives you a place to start to craft your job description and your job posting that your ideal so you create your budget you’ve got proficient you have your list and click.
Get out don’t go this alone you know scores are for you we’re there for you we give you 30 minutes success call no matter or what you’re doing to matter what questions you have on anything you’ll also get are if you side with us you get that report on how people can find you on the Internet.
We can talk about any number of different things you know what’s your online footprint How do you make more sales easier do you need a social media page set up we’ll do that for you just because you came today you came to score you get any of these different things so we are happy to help you with that you need to know how to set up a budget love to do that for you so you’re also going to get an invitation.
To a weekend actually it’s much shorter now. We put on our small business breakthrough we can’t twice a year the next ones are in March they’re not going to be in person.
Unfortunately they are not going to be in person we’ve already figured that out so because of that we’re doing it March 111213 sit down on it’s 3 days 3 hours a day.
So in 3 days 3 hours a day will put your entire marketing past together and if you would and we show you how to authentically present your ideas kind of like we did today on all that get your your products services to sell better we save you an awful lot of time energy effort and wasted money that is what we do you know it’s kind of our super super skill we’ll show you the number one mistake everybody makes when they’re presenting all their ideas and we want ethically people to get to know love and buy from you if you would like a free ticket to that the u.r.l. is on your screen plan your marketing dot com kind of simple plan your marketing dot com You can sign up for free real simple or if you can find that one sends an email in for you off creative Hey I want to come your group have want to be on your video you know the video you cast hey I need 30 minutes will get in the right place yes so it is all about you if you have questions there are all those different U.R.L.’s you can track us down if you have questions now be a great time to an mute and ask him or drop them into the chat box and we will help you out.
Because look at that we’re way on time absolutely. Anyone just go for it. Wow that’s my mike been my mike seems down I don’t know Cindy I have you’re the chat is my microphone not coming through really well it sounded Ok but in the chat.
Datsun when they’re moving awesome so if you have questions new questions not for you guys just slow typist which is fine to add that into your skills quickly. How much does a social media manager cost you sound fine that’s a great question.
It varies a bit on what you want them to do and what their packages most social media managers have different packages whether they’re posting every day or they’re posting a few times a week are really doing that and I’m going to get the calendar while she’s while she’s looking at all answer the question a little bit.
We’re doing we do a weapon are in fact you should write down the your marketing advisor because that’s when we’re all of our webinars are and you can go there for free you don’t have to pay through score anymore you just go to your marketing adviser out come in and find out what we’re doing we do a weapon are hiring your your social media manager.
They’re going to their packages are going to vary a lot I can tell you couple things that they absolutely better do if they are not saying that they’re going to post on a daily or more of a service they’re not the right person.
We’re really good at way did it do it in general we did it on the 10th and we did it on the 3rd. Who was that Jeff or Mary or who had Mary Mary you know what Senator if you send me an e-mail in for you off that you want information that will send you a reply it might also actually already be on our blog you can check there as well.
The ones that we do for score assuming that the. Technology works then we post them up there for the you can easily get the replay you’ll get a replay of this again assuming the technology works yeah there’s there’s a lot that goes into it because there are a lot of things that a good social media manager can do or should be able to do and they should be able to advise you on all sorts of different things.
And it’s going to vary a lot. You know I’ve I’ve seen the Met you know 50 dollars 50 dollars a month and we post you know 4 times a month well great that’s not going to help me.
And I’ve seen them you know a couple 1000 a month where they live in your house and feed your pets. There is a very wide variance and especially in their skill levels you’ve got to be able to make sure they know what they’re talking about so our other weapon are can give you that info and well we’ll send you a link to the replay of that video that whether.
It’s and then when you have questions go back to www.FreeMarketingConsultation.com
Yes Yes Yes Any other questions this can be like that and thank you Cindy Brandy slide this slide I’ll pull back the curtain this slide is now at the end of every one of our presentations because we go through.
We talk about various places that you can get free information from us so I wanted to put those on there and Success doesn’t come a can. We’re not not people we’re 10 people absolutely So if you by the way if you’d like that can.
Other question I got nothing going to so thanks for being we appreciate you be on
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