Valuetainment - Don’t Let A Great Resume Confuse You - It Could Destroy Your Business

00:00:00.160 What if I told you hiring and going on a first date have a lot in common?

00:00:02.960 Here's what I mean by it.

00:00:03.960 You ever gone on a date and you're like, she's beautiful, oh my God, he's so handsome.

00:00:08.060 This is it.

00:00:09.060 This is my girl.

00:00:10.060 I'm going to commit, right?

00:00:11.060 6, 12 months later you're telling your friends, I should have never dated this girl, never

00:00:14.440 dated this guy.

00:00:15.440 Why?

00:00:16.440 Because you were impressed by looks.

00:00:17.800 Hiring is the same. 0.63

00:00:18.960 Just because you see a ridiculous resume with great college, great whatever, whatever's

00:00:23.520 on the resume, doesn't mean this is the right person to hire for your company.

00:00:29.040 Today, I'm going to share with you 10 things to keep in mind before you hire employees

00:00:34.020 and I'm going to save you millions of dollars.

00:00:37.700 Okay, so stick around till the very end, I'm going to have a PDF for you and extra bonus

00:00:49.440 content.

00:00:50.440 And if you like this content, give it a thumbs up and subscribe to the channel.

00:00:53.040 Let me get right into it.

00:00:54.540 Number one, so before hiring anybody, let's just say you come to your first interview.

00:01:00.680 Here's what I do moving forward.

00:01:02.960 Number one, I give you an assignment.

00:01:05.120 This is what it sounds like.

00:01:06.120 Say you come to the first interview, you're like, hey John, how are you doing?

00:01:08.780 Great.

00:01:09.780 Tell me about yourself.

00:01:10.780 Background.

00:01:11.780 Why do you want this job?

00:01:12.780 Fantastic.

00:01:13.780 I am.

00:01:14.780 Fantastic.

00:01:15.780 At our company, we believe in reading books and improving.

00:01:19.720 I'm going to give you a book to read as an assignment before our second interview.

00:01:23.500 You should see the reaction every time I say this.

00:01:25.360 This is the reaction.

00:01:26.360 You want me to read a book?

00:01:27.940 I do, before your second interview.

00:01:30.660 Everybody says the same thing.

00:01:31.720 They go, oh, no one's ever asked me to do this before.

00:01:35.500 I totally understand it's not common with a lot of companies, but it's normal for us.

00:01:39.340 Are you open to the idea?

00:01:40.340 I am.

00:01:41.340 Here's the book, I want you to read it, I want you to write a one-page paper on it,

00:01:45.760 and within a week, how long do you think it'll take for you to finish it?

00:01:48.060 I think I need about a week.

00:01:49.060 Fantastic.

00:01:50.060 A week from now, we'll come back for your second interview.

00:01:52.660 Great.

00:01:53.660 Great.

00:01:54.660 Johnny, thank you for coming out.

00:01:55.660 We wish you nothing but the very best.

00:01:56.660 He leaves.

00:01:57.660 Now, here's what's going to happen.

00:01:58.960 Before he even told you that he's going to do the paper, he told himself already, there's

00:02:03.300 no way I'm going to read this book, he's just bullshitting you, right?

00:02:06.000 And he'll leave.

00:02:07.340 But the 20% chance that he did read his book and he comes back, that tells you he follows

00:02:12.940 direction, and that tells you he's getting deadlines done.

00:02:16.440 You just learned 80% of the things that frustrate a bad employee at a company right up front

00:02:22.480 in less than a week.

00:02:24.020 Then he or she comes back with the paper and they say, here's what I got from the book.

00:02:28.140 In the back of your mind, you're saying, he has no idea I'm about to hire this person.

00:02:32.220 Because they have the right characteristics of coming through.

00:02:35.560 I value that.

00:02:36.560 If you value that, start doing that a little bit forward with anybody you hire on W2 jobs.

00:02:41.320 Okay, number two.

00:02:42.320 Before you hire anybody, a lot of times people are like, well, I'm just going to do a background

00:02:45.400 check.

00:02:46.400 Right?

00:02:47.400 Here's what I'm going to do.

00:02:48.400 I'm going to do a background check to find out if they have any felonies, all this other

00:02:49.400 stuff.

00:02:50.400 No problem.

00:02:51.400 If the state you live in and the country you live in allows, do also a credit check.

00:02:55.860 Why would I do a credit check?

00:02:57.960 Credit check is fantastic because you'll learn where their credit score is, if they pay their

00:03:02.840 bills, if they don't pay their bills, and it's been consistent for a long time.

00:03:07.360 Not paying your bills for six months could be a challenge you're facing, but not paying

00:03:11.380 your bills for 6, 12, 24, 36, 48 months is a habit.

00:03:15.920 You're probably also not going to pay your bills to your department, which means coming through

00:03:19.080 on whatever assignment's going to be given to you.

00:03:20.860 So rather than just doing a background check, start also doing a credit check.

00:03:25.240 It'll tell you a lot about the person you're about to hire.

00:03:27.860 So point number three is an obvious one.

00:03:29.360 You know this, but it's doing it, which is calling references.

00:03:31.540 And when you call a reference, what questions to ask?

00:03:33.360 Because here's how reference goes.

00:03:34.360 You have to know that people are only going to give you numbers of people they worked for

00:03:39.160 that ended well.

00:03:41.560 I don't know if that makes sense.

00:03:42.560 They're not going to put a number of somebody that didn't end well.

00:03:44.960 So how do you do it?

00:03:45.800 Here's how you do it.

00:03:47.480 During the interview process, you ask them, so tell me the best experiences you had with

00:03:51.860 your two favorite bosses you worked with, such and such.

00:03:54.480 Great.

00:03:55.480 What was unique about him?

00:03:56.480 It was great working with this guy, blah, blah, blah, blah.

00:03:58.480 Awesome.

00:03:59.480 Great.

00:04:00.480 You write the names down, first name of the bosses.

00:04:02.480 Then you say, tell me the boss you worked with that you least liked working with him or

00:04:07.480 her.

00:04:08.480 God, that was Bobby.

00:04:09.480 Oh, really?

00:04:10.480 Okay.

00:04:11.480 Perfect.

00:04:12.480 Tell me why not?

00:04:13.480 Well, here's Bobby's challenge, blah, blah, blah, blah, blah.

00:04:14.480 Okay.

00:04:15.480 Got it.

00:04:16.480 Fantastic.

00:04:17.480 Great.

00:04:18.480 Now, when it comes down to hiring, they're going to give you the three references.

00:04:19.480 And the three references are going to be there and you're going to ask, listen, do you remember

00:04:22.480 how you told me about Bobby?

00:04:23.480 Would you mind if I called Bobby?

00:04:25.480 Something happens to the body language.

00:04:32.480 That body language is going to tell you.

00:04:34.480 If they're like, I would much rather have you not call Bobby, it's a 50-50 risk you're

00:04:40.480 taking.

00:04:41.480 You know what I'm saying?

00:04:42.480 In that moment, you have to say, well, no problem.

00:04:44.480 It's totally fine.

00:04:45.480 Or you have to say, well, this is a concern for me.

00:04:47.480 I can't call Bobby.

00:04:49.480 Then I'm not doing anything here.

00:04:51.480 So you yourself have to make a decision there.

00:04:54.480 But I want to talk to references of people that are going to tell me the good, the bad

00:04:57.480 and the ugly.

00:04:58.480 If I call the reference and the reference says, oh, we love this guy.

00:05:02.480 We love her.

00:05:03.480 It's amazing.

00:05:04.480 It's awesome.

00:05:05.480 You ask him, hey, Johnny, I know you love this person.

00:05:08.480 This is great.

00:05:09.480 If this person applied today to work for your company, would you hire him back?

00:05:13.480 Well, you know, that's a question you got to ask.

00:05:16.480 So remember, good questions reveal great information.

00:05:20.480 Don't get to it.

00:05:21.480 It's kind of like coming home, and you're dating a guy or a girl, and you're trying to

00:05:24.480 convince your parents why this is the one.

00:05:26.480 And you know you're avoiding those two questions to ask about him or her.

00:05:29.480 Those are the two questions you got to ask because marriage is a long time.

00:05:32.480 Hiring somebody to get things done is a long time.

00:05:34.480 And hiring the wrong person can completely set you back three, six, twelve months in your

00:05:38.480 company or that department.

00:05:40.480 Look, this point number four is an obvious one you got to do nowadays.

00:05:43.480 Some do it, some don't do it.

00:05:44.480 You got to look at their social media.

00:05:45.480 It's that simple.

00:05:46.480 You got to go and look at the social media.

00:05:47.480 I want to see how many beer bong pictures I'm going to see.

00:05:50.480 I want to see what kind of habits you got.

00:05:52.480 I want to see what pictures you take.

00:05:53.480 I want to see what things you're into.

00:05:55.480 I want to see what you like, you know, the culture, how you...

00:05:59.480 I just want to see.

00:06:00.480 You have to do that nowadays because when you hire somebody, that image of that person

00:06:04.480 that works for you is also the image that they're living.

00:06:07.480 Now, if you're a very creative place, you're like, awesome, this person's outgoing.

00:06:11.480 It's great.

00:06:12.480 They got a personality.

00:06:13.480 They got things they do.

00:06:14.480 They're fun.

00:06:15.480 So, they're going to be great for BizDev, but it's a different kind of a job.

00:06:18.480 You may say, well, this is a little too risk.

00:06:19.480 We don't want to take.

00:06:20.480 So, don't be naive and don't go take a look at their social media.

00:06:23.480 Take the time to go look at their social media.

00:06:25.480 It's only going to take you five minutes to learn enough about them.

00:06:27.480 And if you don't learn anything from them on social media, it's actually probably a good thing.

00:06:31.480 So, prior to them coming to the interview, say you put a job posting out there, right?

00:06:34.480 And you're not using a recruiting firm.

00:06:35.480 We'll get to the recruiting firm here in a minute.

00:06:37.480 But say you're not using a recruiting firm, and they send an email, I'm interested, I'm

00:06:41.480 interested, I'm interested, I'm interested.

00:06:42.480 Have a 10 minute video that talks about your company.

00:06:45.480 Send the link of the video back to 55 people that applied for your company, and say, hi John,

00:06:51.480 thank you for your interest in this position.

00:06:54.480 I want you to watch this video and send me an email back on what you took away from the video.

00:06:58.480 And if our company is actually a culture that you would fit in, and that we would fit with

00:07:03.480 you as well.

00:07:04.480 Looking forward to hearing back from you.

00:07:06.480 That email goes out.

00:07:07.480 Out of the 55 people that responded to your email, again, everything with this is filtering.

00:07:11.480 I'm just giving you ideas on how to filter the wrong person to hire that doesn't fit your

00:07:16.480 company, right?

00:07:17.480 Out of the 55 emails you send back with the video, half of them are not even going to look

00:07:21.480 at the email.

00:07:22.480 They're going to be like, I'm not going to watch this video.

00:07:24.480 The other half are going to watch the video, but they're going to say, this is definitely not the

00:07:27.480 culture for me.

00:07:28.480 10 of the people that are going to watch the video are going to say, this could actually

00:07:31.480 be the culture for me.

00:07:32.480 They'll send the email.

00:07:33.480 Out of the 10 that send the email to you, five of them are going to say, I want to talk

00:07:36.480 to this guy.

00:07:37.480 So then you create a Zoom.

00:07:38.480 So you went from 55 to five.

00:07:40.480 Because you also don't want to waste your time interviewing people that are not a good

00:07:45.480 interview.

00:07:46.480 If you do 100 interviews for the year that were not good interviews times 30 minutes, how many

00:07:52.480 hours is that?

00:07:53.480 That's a lot of minutes.

00:07:54.480 If you waste 100 times 30, that's 3,000 minutes.

00:07:57.480 You can do other things and have your focus be elsewhere.

00:08:00.480 So give that email back, 10 minutes, create a nice video explaining who the company is,

00:08:05.480 preferably by the CEO, some of the employees, some of the customers, what the vision is,

00:08:09.480 what we've done, how we work, and let the employee that'll apply for the job give you

00:08:14.480 an idea if this is going to be a fit for them as well.

00:08:16.480 Another way to filter out employees that don't fit into your culture.

00:08:19.480 Okay, so next, if I hire somebody, depending on levels, they're going to be interviewed

00:08:24.480 by multiple people.

00:08:25.480 Everybody 100% is going to go through the filtering process, the references, the book,

00:08:29.480 the assignment.

00:08:30.480 It doesn't matter whether I'm hiring a CEO, or a C-suite, or a director, or a manager,

00:08:35.480 or just a basic employee.

00:08:37.480 But if I'm hiring a $15 an hour person, $20 an hour person, they get interviewed by minimum

00:08:44.480 two people.

00:08:45.480 One is the hiring manager, one is going to be that department manager, and maybe I'm going

00:08:50.480 to get somebody else to say, what do you think about this person?

00:08:52.480 Ask questions, maybe I don't think about X, Y, Z.

00:08:54.480 Great.

00:08:55.480 If it's a director or mid-level management, they're going to be interviewed around four people.

00:09:00.480 And then if it's a C-suite, all the C-suites are going to interview this person.

00:09:05.480 So we just recently hired a CTO.

00:09:07.480 The other six C-suites, they all interviewed the CTO.

00:09:11.480 And every one of the C-suites that interviewed the CTO sent me an email or a message to tell

00:09:16.480 me what they liked about him, what they saw as a big opportunity, and what they thought

00:09:21.480 that may be a concern, which there wasn't any with this one that we hired, right?

00:09:24.480 So it depends on what levels you hire.

00:09:26.480 Don't just go with one person hiring them.

00:09:28.480 Have somebody else look at them as well to see if it's going to be a fit or not.

00:09:31.480 You will learn more from multiple eyeballs by people who understand the company's culture,

00:09:37.480 who are able to reason, who have long-term vision with the company.

00:09:40.480 You got to also ask the right person to interview them outside of yourself.

00:09:43.480 So sometimes before you give somebody a job offer, W-2 salary bonus, everything, sometimes

00:09:48.480 it makes sense to hire them as a consultant 1099 and give them a project to see how they do

00:09:54.480 for 90 days before you make that actual offer for them to be full-time.

00:09:58.480 So you'll say, listen, Johnny, I like you.

00:10:00.480 I want to bring you on board.

00:10:01.480 I don't know if I want to make a W-2 offer.

00:10:03.480 Would you be open to a three-month contract consultant as a 1099 to see if you can get these

00:10:09.480 two different projects done?

00:10:10.480 Then based on that, we'll make a full-time offer to you.

00:10:12.480 The person is going to say yes or no.

00:10:14.480 Great.

00:10:15.480 If they say yes, you don't have any risk.

00:10:16.480 Your only risk is three times $7,000 is $21,000 and you can leave anytime soon.

00:10:22.480 And the upside is what?

00:10:23.480 You learn three months later, if this person gets hired, you hire them to make an offer.

00:10:27.480 And if it's not, you wish them the best and you move on.

00:10:29.480 But at least you don't put that risk of HR on the W-2 side by simply offering them a 1099

00:10:36.480 position for 90 days.

00:10:38.480 So before you go out there and hire somebody, you want to make sure this position is filtered

00:10:41.480 out by many of your different leaders in the following way.

00:10:44.480 One, do we really need to hire a full-time employee?

00:10:47.480 Could this be a consultant?

00:10:48.480 Could this be 1099?

00:10:49.480 Could this be outsourced?

00:10:51.480 Do we have to get them full-time?

00:10:53.480 Could this be a part-time position?

00:10:55.480 You have to ask all of the, what job do we want them to do?

00:10:58.480 Can they work from XYZ?

00:10:59.480 Do they have to be?

00:11:00.480 I mean, all of these things that you get before you say, yep, this is somebody we need

00:11:04.480 full-time.

00:11:05.480 And this is a job that we're going to need for at least 18 to 24 months.

00:11:08.480 Then you go make that offer.

00:11:09.940 Because if you just go in and no one's questioning that this may be just an employee need for six

00:11:14.480 months or 12 months or 24 months, you may be wasting your time as well as your resources.

00:11:18.480 So asking the question of exactly who are we hiring?

00:11:22.480 Why are we hiring him?

00:11:23.480 How much is this task going to be needed?

00:11:25.480 Is this a permanent position?

00:11:26.480 Is this a 10 position?

00:11:27.480 And is W to the best way to go about hiring this individual?

00:11:32.480 So number nine is more on you, not on the employee.

00:11:35.480 And here's what it is.

00:11:36.480 Sometimes you as the entrepreneur, you have to go and take inventory of your benefits package

00:11:40.480 you have as an organization, your 401k, your health benefits.

00:11:44.480 Are the health benefits set up that only benefits a single young person?

00:11:47.480 What if somebody that's married with kids and you're thinking about having a baby?

00:11:51.480 Does it benefit a family, a wife, a husband and kids?

00:11:54.480 Does your benefit of 401k in the way you match?

00:11:57.480 Is it competitive in the marketplace?

00:11:59.480 How do you work in regards to vacation days per year?

00:12:03.480 Bonuses, bonus structure, moving up in the company, advancement in the company.

00:12:07.480 Does the company have a big vision?

00:12:09.480 Does the company have a clear vision of how me, as somebody that's coming up, you could

00:12:12.480 climb up and win in the company.

00:12:14.480 All of those things, you've got to take inventory of yourself.

00:12:17.480 And the way you do this is bring somebody in from the outside, consultant, to break down

00:12:21.480 your benefits package and say, you know what?

00:12:23.480 You're not as good as these guys are.

00:12:24.480 You're not good in this area.

00:12:25.480 You're strong in this area.

00:12:26.480 You may want to completely improve your benefits package before you go out there trying to

00:12:32.480 look for the best employees because generally the best employees are going to want to have

00:12:35.480 good packages because they have a lot of different opportunities out there.

00:12:39.480 Now this next one is the outlier.

00:12:40.480 It's going to break every rule I just talked to you about and it's okay because sometimes

00:12:43.480 you have to know you're taking a risk with this person.

00:12:45.480 Here's what it is.

00:12:46.480 You just don't want to do this too often.

00:12:47.480 You may have somebody that comes in and let's say they do the book, their resume, nothing

00:12:53.480 seems crazy, but you have a hunch you feel good about this guy or this girl.

00:12:58.480 The risk is not a big risk.

00:12:59.480 You have a little bit of a risk, but you just believe this person can do a lot with

00:13:03.480 the company long term.

00:13:04.480 If you're willing to take this risk and you know it, you know you're taking a risk, sometimes

00:13:09.480 it makes sense to take a risk because years ago somebody had to take a risk on me and

00:13:14.480 there was no reason for you to say this guy's going to go out there and do something big.

00:13:17.480 I didn't have a four year degree, not a two year degree, 1.8 GPA in high school.

00:13:21.480 I just got out of the military.

00:13:23.480 I was a bodybuilder, but Dave Kirby took a shot with me and said, hey, I know you don't

00:13:28.480 have a degree, but I'm willing to hire you at Morgan Stanley Dean Widow at the age of

00:13:31.480 21 without a degree.

00:13:32.480 And the girl I was going up against for a job, a girl named Sol, UC Berkeley, 15, 16

00:13:37.480 her SATs, she ran a club in Berkeley while she was going to school and got a four year program

00:13:43.480 and two and a half years, and we were competing for a job.

00:13:47.480 Dave was supposed to only give a job to one of us, gave it to both of us.

00:13:50.480 Twenty some years later, I'm still in the financial industry.

00:13:53.480 If it wasn't for Dave Kirby, I probably would be back in the military today.

00:13:56.480 So sometimes you got to take that risk, but it has to be a risk based on soft skills, great

00:14:02.480 attitude, attractive attitude, charming, charismatic, positive.

00:14:06.480 Take the risk on the right areas, not the hard, but the attitude sucks, but the soft skills,

00:14:12.480 you know, take the risk in soft skills, not in hard skills.

00:14:16.480 Long term, it's going to help you out.

00:14:17.480 So that's 10 points for you.

00:14:18.480 You got two more points that I have, bonus content in a video that you can only find on

00:14:23.480 valuetainment.com.

00:14:24.480 And if you click here, I'm going to give you the PDF as well.

00:14:26.480 But if you want to stay on YouTube, there's another video you can watch.

00:14:29.480 It's called How to Hire Your First Employee as an Entrepreneur.

00:14:31.480 If you've never watched it, click here.

00:14:33.480 And if this video brought you value, give us a thumbs up and subscribe to the channel.

00:14:36.480 Take care, everybody.

Valuetainment - July 28, 2022

Don’t Let A Great Resume Confuse You - It Could Destroy Your Business

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