Episode 203: How to Hire Top Talent with Jody Underhill of Rapid Hire Pro
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Episode Summary
Today, we speak with Jody Underhill of Rapid Hire Pro, a digital marketing agency that focuses solely on recruiting for home service companies.
Jody discusses the unique challenge of getting your ad seen, encouraging business owners to take care in making sure that the ad is visible across all relevant high-traffic platforms. As he explains, Rapid Hire Pro’s nurture sequence offers a frictionless experience to job seekers who click on their ads, helping them reach the point where they can make the most informed decision possible.
He goes on to talk about why it has become so difficult to hire technicians across the board lately. He addresses the efficacy of performance pay, the difference between recruiting and hiring, and what it means to provide a career versus a job.
Jody also speaks on what causes employees to leave, and how you can fine-tune your business—especially when it comes to the pay, culture, life balance, and other benefits that you offer—in order to attract A-players to your company.
Topics Discussed
01:03 - An introduction to Jody and Rapid Hire Pro, and getting your job ad seen
07:42 - How Rapid Fire Pro seamlessly guides job seekers by the hand
15:49 - Why it is so difficult to hire technicians for any industry today
17:47 - Performance pay done right
25:50 - Recruiting versus hiring
32:19 - Providing a career versus providing a job
33:20 - Why employees leave their company
36:33 - Why it is so difficult to find the right individuals on job boards
44:43 - The speed of the recruiting process
47:29 - What A-players typically look for in a company
52:02 - How to package your offer in terms of compensation, insurance, benefits, etc.
53:24 - About the company’s ridealong forms
54:52 - The most common mistakes employers make when looking for talent
Resources Mentioned
Key Quotes From Episode
We find that over 74% of job seekers are what are referred to as “passive job seekers”, meaning that they’re not actively going on job boards. They’re seeing a job as they’re scrolling through social media. They didn’t go looking for it.
Simply making the request for a response changes how many people show up for an interview.
As long as you’re providing the best service and the best solution, you have an unlimited upside potential.
Do not institute performance pay if you have not done sales training with your team. They need to understand how to sell these upgrades and how to do it in such a way that the clients or the customers feel that they’re doing them a favor by sharing the solution with them.
Recruiting is bringing the leads and qualifying them. Hiring is when you decide to give them an offer letter.
Time kills deals and time kills candidates.
