WEBVTT
1
00:00:00.411 --> 00:00:10.578
I have hired hundreds of people and in this video I'm going to share with you the trick that I use to hopefully distinguish during an interview whether or not someone's going to be really good or really bad.
2
00:00:10.778 --> 00:00:25.528
So many times when it comes to an interview when someone is asking questions of the applicant you're asking for things that are outputs and so the big distinction today that I want to get you to think about is outputs versus inputs.
3
00:00:26.448 --> 00:00:31.472
And we're going to go through what these examples are, but outputs are things that a lot of times can be fudged.
4
00:00:31.692 --> 00:00:38.638
There is something that is true, but it's hard to quantify whether that's going to lead to actually good performance.
5
00:00:39.238 --> 00:00:47.464
And the reason that I started recognizing this pattern of like, I was always asking questions about people's outputs.
6
00:00:48.285 --> 00:00:49.806
And it never led to good performance.
7
00:00:50.147 --> 00:00:53.429
And so what I started doing is I started asking questions about their inputs.
8
00:00:53.730 --> 00:00:58.073
And I realized that this showed me a much better picture as to whether or not they would perform well.
9
00:00:58.153 --> 00:01:02.497
Let's go over what outputs kind of questions and things that you can ask are.
10
00:01:02.637 --> 00:01:06.080
And then we'll compare it to what I feel has been much more successful.
11
00:01:06.100 --> 00:01:09.483
And that is asking applicants about their inputs.
12
00:01:09.623 --> 00:01:13.864
When we look at outputs, this could be typical questions you're asking in an interview.
13
00:01:14.224 --> 00:01:15.845
Things like, what certifications do you have?
14
00:01:16.065 --> 00:01:18.146
And you're like, well, that can't really be fudged.
15
00:01:18.286 --> 00:01:20.066
Have you ever taken a real estate license?
16
00:01:20.286 --> 00:01:21.967
Have you ever taken a finance license?
17
00:01:22.147 --> 00:01:29.209
In Washington State, for example, you can become a pastor in 15 minutes online and be a clergyman to be able to marry people.
18
00:01:29.349 --> 00:01:32.430
And for the rest of their life, they're obligated because someone signed on a piece of paper.
19
00:01:32.670 --> 00:01:46.513
certifications are a lot of them are a dime a dozen, especially when it comes to trades, especially if it's like a certificate and not like a degree, at least at the degree, it shows some level of commitment for a year or two years or six months or some sort of level of commitment.
20
00:01:46.593 --> 00:01:50.794
But a lot of certifications, especially if they can be online, can be fudged.
21
00:01:51.014 --> 00:01:54.995
If definitely having a certification means they're going to be a high performer, that'd be excellent.
22
00:01:55.255 --> 00:01:57.776
I just have not seen that be the case time and time again.
23
00:01:57.796 --> 00:01:59.056
People that are the most certified,
24
00:02:02.697 --> 00:02:05.779
And they just fall flat in their face within a matter of a couple of weeks on the job.
25
00:02:05.839 --> 00:02:08.620
So another output is years of experience.
26
00:02:09.141 --> 00:02:14.184
Now, I don't want to say that you should not ask people about their outputs.
27
00:02:14.364 --> 00:02:19.406
These are certainly important when it comes to doing skilled work and making sure the person can actually do the job.
28
00:02:20.207 --> 00:02:27.191
But the ability for someone to do the job versus being successful in the role in the long term is not directly correlated.
29
00:02:27.371 --> 00:02:28.692
And so someone might be certified.
30
00:02:28.772 --> 00:02:29.912
They might be great at the work.
31
00:02:29.932 --> 00:02:30.052
But...
32
00:02:31.233 --> 00:02:32.934
but they might not fit well for your culture.
33
00:02:33.134 --> 00:02:36.655
They might not be the type of person you want growing inside the organization.
34
00:02:36.775 --> 00:02:47.058
And so if you're looking for someone that has the motivation to continue growing with you in the business, these are the things I'm gonna weigh less in the equation of hiring and more focus on inputs, which we'll get to in a moment.
35
00:02:47.238 --> 00:02:52.079
So another output is what we always get on Indeed, a resume.
36
00:02:52.320 --> 00:02:54.960
This could also be just like your job titles.
37
00:02:55.601 --> 00:02:57.821
It's amazing, especially when it comes to things like finance.
38
00:02:57.981 --> 00:03:01.322
It's amazing how there's so many different job titles.
39
00:03:01.802 --> 00:03:08.064
And then you realize that there could be someone three notches down in terms of title, outperform someone that's done another title.
40
00:03:08.264 --> 00:03:08.464
Why?
41
00:03:08.484 --> 00:03:13.846
Because there was another sucker that hired them at a position they should never have been hired at.
42
00:03:14.106 --> 00:03:23.655
And so just because someone has a job title because someone else put them in that position doesn't really correlate to whether or not they're going to be successful in your business and in the role that you've created.
43
00:03:24.375 --> 00:03:26.357
Another one is I always love this one.
44
00:03:26.657 --> 00:03:28.919
When they on their resume, they give you references.
45
00:03:29.380 --> 00:03:33.964
If they provide references, I don't think I've ever called maybe maybe when I first started.
46
00:03:33.984 --> 00:03:37.267
But like now I never call references that are on their resume.
47
00:03:37.287 --> 00:03:37.427
Right.
48
00:03:37.627 --> 00:03:45.809
people that they have literally pre-vetted to make sure they're gonna say good things about them and that they have made sure that it's okay to put you on my resume.
49
00:03:45.990 --> 00:03:51.351
I'm gonna be asking them for references during the interview process if I'm gonna be checking references.
50
00:03:51.791 --> 00:03:55.912
I'm going to ask for specific people that they work for and I'm not gonna ask for a reference.
51
00:03:55.932 --> 00:03:59.153
I'm gonna say, okay, so what was the name of your manager at that last position?
52
00:03:59.454 --> 00:03:59.934
Fantastic.
53
00:04:00.094 --> 00:04:03.455
Bob, would it be possible for me to be able to get the information for Bob?
54
00:04:03.695 --> 00:04:04.335
That'd be excellent.
55
00:04:04.555 --> 00:04:11.504
A better way, if you want to take it to the next level, is so if I contacted Bob, now that I've got their contact information, oh, yeah, you can contact Bob.
56
00:04:11.524 --> 00:04:11.945
No problem.
57
00:04:12.005 --> 00:04:12.365
Absolutely.
58
00:04:12.726 --> 00:04:12.986
All right.
59
00:04:13.006 --> 00:04:16.491
So when I contact Bob, what are they going to say about X, Y, and Z?
60
00:04:16.551 --> 00:04:21.237
Your performance, showing up on time, your work ethic, your cultural fit, et cetera.
61
00:04:21.497 --> 00:04:23.778
References and output if they provide it.
62
00:04:23.798 --> 00:04:27.259
So I should say self provided self.
63
00:04:27.499 --> 00:04:30.300
If they give them to you, I really take them with a big grain of salt.
64
00:04:30.820 --> 00:04:32.801
The next thing is prior pay rate.
65
00:04:32.921 --> 00:04:36.563
Again, it's just kind of assumed as like, oh, because they got paid X over here.
66
00:04:37.043 --> 00:04:40.424
And if they're moving to my position, I should be paying them at least that or even more.
67
00:04:40.604 --> 00:04:49.853
Just because there was some other sucker that hired someone that is getting overpaid doesn't mean anything in terms of whether or not they're going to be successful for the role that you have.
68
00:04:50.013 --> 00:04:52.875
I'm trying to take all these things that are somewhat valuable to know.
69
00:04:52.936 --> 00:04:54.177
I got to ask these questions.
70
00:04:54.237 --> 00:04:56.299
I got to know about their certifications and years of experience.
71
00:04:56.479 --> 00:04:58.140
These are questions I am asking.
72
00:04:58.581 --> 00:05:00.443
But when I look at the long term future.
73
00:05:01.143 --> 00:05:07.168
of the team member and whether or not they're going to grow with the business, these are not things I take into consideration.
74
00:05:07.668 --> 00:05:11.291
These are table stakes as to whether or not they can do the work.
75
00:05:11.871 --> 00:05:19.938
I've gotta figure out will they fit with the cultural fit of the business and the identity that I want to build because that's a completely different conversation.
76
00:05:20.278 --> 00:05:28.885
And I find most home service business owners, including myself getting started for the first probably 50 to 100 people I hired, I focus all my time and attention on this.
77
00:05:29.625 --> 00:05:40.768
And time and time again, I have realized that this has let me down and led to inconsistent performance as to whether or not the person I thought was going to do well ended up actually being a great fit for the role.
78
00:05:40.948 --> 00:05:41.188
All right.
79
00:05:41.228 --> 00:05:44.389
So prior rate, I don't care if it's dollars per hour, salary, doesn't matter.
80
00:05:44.409 --> 00:05:45.509
I need to know what that is.
81
00:05:46.190 --> 00:05:50.411
But just because they got paid X does not mean I need to pay X or above.
82
00:05:50.751 --> 00:05:54.952
I am looking at the inputs and asking myself, what is the rate that it demands?
83
00:05:55.252 --> 00:05:56.112
Again, this one's a tricky one.
84
00:05:56.132 --> 00:05:59.153
Just because someone else paid someone, overpaid someone, doesn't mean I'm going to overpay them.
85
00:05:59.293 --> 00:06:02.634
All right, next thing we always ask about is the previous company you worked for.
86
00:06:02.654 --> 00:06:06.215
This is very common in home services because we have a lot of local competition.
87
00:06:06.495 --> 00:06:07.075
Is this good?
88
00:06:07.235 --> 00:06:07.875
Is this bad?
89
00:06:08.275 --> 00:06:14.057
You could flip a coin as to whether or not them working for one of your competitors is a good or bad thing.
90
00:06:14.337 --> 00:06:19.719
Just as many people will say, don't hire from your little competition, get people that are new and green and you teach them.
91
00:06:19.899 --> 00:06:23.461
And just as many other people, they default back to who'd you work for last?
92
00:06:23.621 --> 00:06:23.781
Okay.
93
00:06:23.801 --> 00:06:23.921
Yeah.
94
00:06:23.941 --> 00:06:24.781
They're a decent company.
95
00:06:24.841 --> 00:06:25.041
Okay.
96
00:06:25.061 --> 00:06:25.842
How long work for them?
97
00:06:26.582 --> 00:06:27.102
Okay, great.
98
00:06:27.142 --> 00:06:27.282
Okay.
99
00:06:27.302 --> 00:06:28.203
Do you have the certification?
100
00:06:28.283 --> 00:06:28.763
Okay.
101
00:06:28.783 --> 00:06:29.283
Fantastic.
102
00:06:29.483 --> 00:06:30.144
Oh, you got a resume?
103
00:06:30.164 --> 00:06:30.644
Fantastic.
104
00:06:30.664 --> 00:06:30.884
Okay.
105
00:06:31.396 --> 00:06:31.836
You're hired.
106
00:06:31.916 --> 00:06:36.519
And so outputs are the easiest thing to default back to when you're hiring because it's tangible.
107
00:06:36.719 --> 00:06:39.001
It's easy to just see like yes or no.
108
00:06:39.401 --> 00:06:43.824
But it's also easy to fudge these numbers because some other sucker paid you more.
109
00:06:44.264 --> 00:06:46.365
Some other company trained you wrong.
110
00:06:46.886 --> 00:06:51.428
Some reference that likes you decided you'd show up on their resume.
111
00:06:51.789 --> 00:06:54.530
These are the type of things that we always ask.
112
00:06:54.951 --> 00:06:58.593
And I have consistently seen a 50-50 split as to whether or not these folks work out.
113
00:06:58.773 --> 00:07:00.634
Now, there's 100 other things you could talk about.
114
00:07:00.894 --> 00:07:05.815
For example, I really recommend having a 30, 60, and 90 day for every new hire.
115
00:07:05.855 --> 00:07:08.336
So when they do get hired, they get onboarded correctly.
116
00:07:08.356 --> 00:07:12.177
They know the expectations for their first month, their second month, their third month.
117
00:07:12.417 --> 00:07:16.518
And then you have meetings with them going over the expectations for every 30, 60, and 90 days.
118
00:07:18.279 --> 00:07:19.140
I think that's good.
119
00:07:19.480 --> 00:07:20.642
I'm not talking about that.
120
00:07:20.682 --> 00:07:25.328
I'm talking about just the hiring process and mostly just the interview process at this point.
121
00:07:25.448 --> 00:07:27.170
So you're like, okay, Mike, I get it.
122
00:07:27.310 --> 00:07:30.194
I usually ask output based questions when it comes to interviews.
123
00:07:30.514 --> 00:07:32.297
What are the type of questions I should be asking?
124
00:07:32.717 --> 00:07:33.098
Inputs.
125
00:07:34.585 --> 00:07:35.866
Again, I'm not saying these are wrong.
126
00:07:35.926 --> 00:07:45.311
I'm saying don't just focus on these because when spring rush is hot and heavy and you have leads pouring in, you default back to this because it's safe and it's easy to measure.
127
00:07:45.911 --> 00:07:56.156
This is much harder to measure, but I have seen this consistently be the highest indicator as to whether or not someone is successful long-term in the role and grows with the business.
128
00:07:56.316 --> 00:07:59.638
If you ask questions like this and figure out what influencers they're following,
129
00:07:59.898 --> 00:08:05.586
They follow huge indicator because whatever they're feeding on and trying to learn who they're learning from super valuable.
130
00:08:05.606 --> 00:08:16.020
If you're an electrician and you're not following people on YouTube that are doing electric electrician type things, I would happen to believe they have plateaued in their learning capability.
131
00:08:16.860 --> 00:08:20.343
Um, other things you can ask them, Hey, what's the most recent audio book you listened to?
132
00:08:20.623 --> 00:08:23.045
What's the, what's the most recent podcast you listened to?
133
00:08:23.346 --> 00:08:24.487
I can promise you one thing.
134
00:08:24.847 --> 00:08:26.068
They didn't plan for that.
135
00:08:26.849 --> 00:08:31.653
They plan for talking about their last job and how they got fired, but they're going to say that it was like a misunderstanding.
136
00:08:31.673 --> 00:08:36.457
They're going to talk about their last, how they got references and their prior, uh, manager and years of experience.
137
00:08:36.477 --> 00:08:37.738
They're going to talk about all of this is what they're.
138
00:08:38.218 --> 00:08:53.699
trained to talk about and i'm gonna take them off guard after figuring this stuff out i'm gonna i'm gonna like this is table stakes i gotta like have certain dots eyes cross t's are you 18 etc great now i want to know will you be a good fit for this role in the long term and that's gonna be based on inputs
139
00:08:54.019 --> 00:08:55.680
What audio books did you recently listen to?
140
00:08:55.700 --> 00:08:58.643
What was the last podcast you recently consumed?
141
00:08:59.463 --> 00:09:01.184
I like to ask them, like, how do you plan your day?
142
00:09:01.445 --> 00:09:03.206
I like to figure out, like, do they have structure?
143
00:09:03.246 --> 00:09:06.148
Do they actually wake up and, like, have a plan for their workout?
144
00:09:06.268 --> 00:09:07.549
And then they do X, Y, and Z.
145
00:09:07.569 --> 00:09:09.631
Then they have a routine, like, some sort of plan.
146
00:09:10.071 --> 00:09:13.894
I also like to think about their personal health or fitness habits.
147
00:09:14.134 --> 00:09:18.875
I just need people that are going to show some level of discipline and ability to be able to improve.
148
00:09:19.255 --> 00:09:25.916
And if someone is a complete slob when it comes to their personal life, there's a really good chance it's going to show up at work.
149
00:09:26.196 --> 00:09:30.197
Hey everyone, so this is actually the front of our office and you can see there's really nice signage.
150
00:09:30.597 --> 00:09:30.837
Why?
151
00:09:30.877 --> 00:09:32.777
So when people come in here, they want to work here.
152
00:09:32.997 --> 00:09:35.618
They want to be able to come inside and see what we got going on.
153
00:09:35.978 --> 00:09:38.858
And that's what your customers are thinking when it comes to your website.
154
00:09:39.178 --> 00:09:42.159
They see the sign out next to the road, they drive into the parking lot,
155
00:09:42.639 --> 00:09:43.719
And they look for your signage.
156
00:09:44.119 --> 00:09:45.440
And your signage is your website.
157
00:09:45.460 --> 00:09:48.320
And if it doesn't look professional, they don't even wanna walk in the door.
158
00:09:48.580 --> 00:09:51.061
I don't care if you have the best prime rib steak in town.
159
00:09:51.461 --> 00:09:54.501
If it looks like everything's falling apart, I'm not going inside.
160
00:09:54.802 --> 00:09:55.942
And so you have a great service.
161
00:09:56.182 --> 00:09:57.222
You have a great business.
162
00:09:57.462 --> 00:10:02.343
You offer great services to your customers, but they'll never walk in that door if your signage doesn't look good.
163
00:10:02.663 --> 00:10:11.025
That's why at homeservicewebdesign.com and lawncarewebdesign.com, the average customer in the first year increases the amount of leads they're getting by 80%.
164
00:10:11.105 --> 00:10:11.185
So,
165
00:10:11.985 --> 00:10:12.806
Go check it out today.
166
00:10:13.146 --> 00:10:16.790
Sign up for a subscription that you don't have to pay $5,000, $10,000 up front.
167
00:10:17.130 --> 00:10:19.572
You just get leads starting right away.
168
00:10:19.953 --> 00:10:20.433
We'll see you there.
169
00:10:20.794 --> 00:10:21.434
And you're like, oh, no, no.
170
00:10:21.454 --> 00:10:28.201
Like, if they don't exercise, they eat really horrible food, they step until 3 a.m. every single night gaming, and they're drunk all weekend.
171
00:10:28.401 --> 00:10:30.983
They're going to somehow show up on Monday and be a great team member.
172
00:10:31.183 --> 00:10:36.746
They're going to somehow be able to contribute to your customers, to the team, to other people inside the organization.
173
00:10:37.206 --> 00:10:37.847
It's unlikely.
174
00:10:38.047 --> 00:10:44.490
They might do the work of the current role, but the likelihood of them growing with the company into further roles in the future, unlikely.
175
00:10:44.731 --> 00:10:46.352
So this is what I would ask yourself.
176
00:10:46.392 --> 00:10:53.816
When you look at your rubric or when you're asking your interview questions, how many of them are output based and how many of them are input based?
177
00:10:53.976 --> 00:10:56.778
I don't need a ton of input questions, but one or two of these are
178
00:10:57.298 --> 00:10:59.779
because it's going to catch people off guard, you'll know the truth.
179
00:10:59.799 --> 00:11:13.664
Like if you ask what influencers they follow in your industry and they can't name a single one, there's a good chance that they're just not going to be the type of person that's going to learn and they're not going to be the type of person to watch videos or go home and Google things and figure things out.
180
00:11:13.764 --> 00:11:17.305
For example, a lot of people in landscaping will be like, how many years have you done landscaping?
181
00:11:17.565 --> 00:11:18.966
That's one way you could do it.
182
00:11:19.146 --> 00:11:19.766
That's output.
183
00:11:20.386 --> 00:11:21.947
Okay, what's the input version of that?
184
00:11:22.680 --> 00:11:27.452
Ask about other landscaping or lawn care channels on YouTube that they follow.
185
00:11:29.300 --> 00:11:32.602
I don't care if it's like overgrown lawns becoming short.
186
00:11:32.822 --> 00:11:34.282
I don't care if it's more business related.
187
00:11:34.602 --> 00:11:38.684
I don't care if it's like Keith Kalfas, Brian Lawn Maintenance, Spencer Lawn Care.
188
00:11:38.704 --> 00:11:39.705
There's a bajillion of them.
189
00:11:39.845 --> 00:11:46.828
I just wanna see, do they even find interest in their personal life around the things that I would like them to know about in business?
190
00:11:46.928 --> 00:11:56.893
Because there's a really good chance you will unlock discretionary effort if the things that they enjoy learning about or the things they enjoy educating themselves on happen to do with the business.
191
00:11:57.673 --> 00:12:07.925
And so if you're doing landscaping and you're doing lawn care and they're following influencers that do lawn care and do landscaping, there's a really good chance that they're going to come work for you and they're going to improve their skill set when it comes to lawn care and landscaping.
192
00:12:08.125 --> 00:12:10.368
We have found this to be true even with Augusta Lawn Care.
193
00:12:11.449 --> 00:12:18.096
For our technicians out in the field, if they know me and they watch my content, the likelihood of them staying is exorbitantly higher.
194
00:12:18.797 --> 00:12:20.518
Because they already know the vibe.
195
00:12:20.678 --> 00:12:22.239
They already understand the culture.
196
00:12:22.339 --> 00:12:25.722
They already are interested in something lawn care, landscaping, home service related.
197
00:12:26.102 --> 00:12:35.948
And if they're watching this level of content that you're watching right now, there's a high likelihood they're going to move into roles of general managers, estimators, or even owning their own location one day.
198
00:12:36.368 --> 00:12:38.670
And so who they follow, like, look.
199
00:12:39.110 --> 00:12:39.690
It's really basic.
200
00:12:39.990 --> 00:12:43.092
You have follower and then you have people who are leading.
201
00:12:43.612 --> 00:12:53.156
And if you look at the person that is leading and then you look at the follower, as long as the follower is following the leader, eventually they end up approximately in the direction of where the leader is at.
202
00:12:53.656 --> 00:13:05.281
And so if they're following all sorts of crazy folks out doing crazy stuff and they have no interest to do anything with your industry, good chance discretionary effort will not be unlocked towards your business.
203
00:13:05.641 --> 00:13:08.063
and discretionary effort will not be put towards their career.
204
00:13:08.363 --> 00:13:11.665
And so as much as I want to get them to the next stage of their career, I want to see them win.
205
00:13:11.945 --> 00:13:13.106
I want to see them make more money.
206
00:13:13.526 --> 00:13:22.992
If they don't follow other leaders inside the industry, the likelihood of them making progress in this career, in this industry, is low.
207
00:13:23.232 --> 00:13:28.355
Another question that gets asked all the time is, what experience do you have with a specific type of service?
208
00:13:28.375 --> 00:13:28.756
For example,
209
00:13:29.916 --> 00:13:31.277
What kind of experience do you with irrigation?
210
00:13:31.517 --> 00:13:33.658
Irrigation is a tough one when it comes to the lawn care industry.
211
00:13:34.139 --> 00:13:35.660
It takes real skill.
212
00:13:36.220 --> 00:13:38.001
So you ask, what experience do you have?
213
00:13:38.061 --> 00:13:41.023
And a lot of times they're going to go to this other company I worked for.
214
00:13:41.043 --> 00:13:45.305
They're going to talk about their references, their years of experience doing irrigation, what type of irrigation.
215
00:13:45.325 --> 00:13:47.086
They might even have a certification.
216
00:13:47.366 --> 00:13:51.189
Again, we are trained both as employers and employees to talk about outputs.
217
00:13:51.849 --> 00:13:58.915
So the other thing I might propose you ask them is, what was the last irrigation problem you Googled and learned how to fix it?
218
00:13:59.796 --> 00:14:01.017
Because this is an input question.
219
00:14:01.297 --> 00:14:04.840
When there's a problem, do they lean back on the fact they have this certification?
220
00:14:04.900 --> 00:14:09.564
That's not going to help them in the middle of a brand new problem that they never encountered and that will happen with irrigation.
221
00:14:09.764 --> 00:14:14.366
But if I know that they're the type of person that goes, they follow certain influencers that do irrigation.
222
00:14:14.606 --> 00:14:16.447
They listen to books and podcasts about it.
223
00:14:16.587 --> 00:14:18.528
They're actively learning, trying to educate themselves.
224
00:14:19.068 --> 00:14:20.889
They have a plan in place when they start their day.
225
00:14:21.089 --> 00:14:29.193
They're also probably the type of person that if they can Google something and figure it out, there's a good chance that when it comes to irrigation and there's a problem, I'm not going to get a phone call.
226
00:14:29.893 --> 00:14:31.054
Because they're going to figure it out.
227
00:14:31.234 --> 00:14:32.596
And that's an input-based question.
228
00:14:32.616 --> 00:14:35.518
Like, not just, do you know how to do irrigation?
229
00:14:35.598 --> 00:14:38.681
It's like, when you hit a problem, did you Google it?
230
00:14:39.002 --> 00:14:40.243
And what was that problem?
231
00:14:40.663 --> 00:14:41.984
And what did you learn to fix it?
232
00:14:42.805 --> 00:14:43.546
These are inputs.
233
00:14:43.686 --> 00:14:47.409
It's a matter of, is this the type of person that's going to be self-directed?
234
00:14:47.770 --> 00:14:51.193
And when it comes to skill-based work, I need people to be self-directed.
235
00:14:51.353 --> 00:14:53.175
Because otherwise, I will be the bottleneck.
236
00:14:53.315 --> 00:15:05.138
If you hire a bunch of people that have certifications, years of experience, but they can't figure out problems on their own, you will simply become the bottleneck once you get eight to 10 people out in the field because everyone's calling you for every problem they encounter throughout the day.
237
00:15:05.158 --> 00:15:06.859
A lot of people are like, well, do you work hard?
238
00:15:06.879 --> 00:15:13.741
And they ask questions around the output of work ethic instead of just asking, what time did you wake up this morning?
239
00:15:15.081 --> 00:15:16.061
You're like, what does that guy do?
240
00:15:16.261 --> 00:15:16.901
That's an input.
241
00:15:17.181 --> 00:15:22.603
If someone woke up at 930 a.m. and showed up for your 10 o'clock interview, that's
242
00:15:23.167 --> 00:15:26.289
I can guarantee you they will have trouble showing up to work on time.
243
00:15:26.429 --> 00:15:28.830
And you're like, oh no, but they have a great certification, years of experience.
244
00:15:29.091 --> 00:15:30.191
I do not care.
245
00:15:30.271 --> 00:15:38.136
If they woke up at 9.30 for your 10 o'clock interview and last night they were up till 3 a.m. doing whatever, there's a really high likelihood they're not going to work out in the long term.
246
00:15:38.476 --> 00:15:43.119
Maybe in the short term, but in the long term, as you grow the business, you will outgrow them.
247
00:15:43.259 --> 00:15:49.363
And inputs are really a good determining factor as to will this person grow with the business?
248
00:15:49.503 --> 00:16:00.889
Because great output people, great technicians, people that have the skills, they might stay with you for a little while, but they'll lack the ability to be able to continue growing as the company begins to outgrow them.
249
00:16:01.069 --> 00:16:02.170
All right, so let's summarize this.
250
00:16:02.270 --> 00:16:12.235
If we look at outputs versus inputs, you're asking yourself, okay, you've kind of spoke out of both sides of your mouth because you've said that outputs are important and we gotta get the work done, but you also said that inputs are important.
251
00:16:12.395 --> 00:16:17.918
Here's how we can use outputs to determine certain aspects of the job and also inputs.
252
00:16:18.318 --> 00:16:23.642
So when we look at outputs, this is really a matter of determining starting pay.
253
00:16:24.002 --> 00:16:31.467
If someone has tons of experience, they have a ton of skills, etc., that could be potentially the starting pay.
254
00:16:31.788 --> 00:16:35.150
I also like to think of this as like, will they work differently?
255
00:16:35.422 --> 00:16:42.128
Now, this is why when you get into spring rush, you a lot of times go after people that have experience because you're like, I just need you to get started.
256
00:16:42.228 --> 00:16:44.690
Like, just can you do the work now?
257
00:16:45.150 --> 00:16:45.991
We do feel to that.
258
00:16:46.551 --> 00:16:52.036
So I think I think you're starting pay and fit initial fit.
259
00:16:52.436 --> 00:16:55.719
So starting pay and fit will usually be determined by outputs.
260
00:16:56.259 --> 00:16:59.742
Inputs usually determines their potential.
261
00:17:01.568 --> 00:17:06.791
And the reason I make this distinction is because people hire based upon outputs.
262
00:17:06.972 --> 00:17:08.993
They work for a while, six, 12 months.
263
00:17:09.013 --> 00:17:12.195
But then as the business grows, you wonder, why aren't they doing good?
264
00:17:12.335 --> 00:17:13.256
Why aren't they improving?
265
00:17:13.616 --> 00:17:15.097
Why aren't they becoming a general manager?
266
00:17:15.117 --> 00:17:17.258
Why aren't they want to move up inside the organization?
267
00:17:17.538 --> 00:17:19.159
Why aren't they a good trainer of someone else?
268
00:17:19.360 --> 00:17:21.161
Why can't they figure these things out on their own?
269
00:17:21.581 --> 00:17:23.702
And I can't handhold them anymore because we're growing.
270
00:17:23.942 --> 00:17:24.263
Why?
271
00:17:24.803 --> 00:17:26.264
Because the inputs that
272
00:17:27.347 --> 00:17:27.988
That they have.
273
00:17:28.728 --> 00:17:30.670
And the question that you should have asked them around inputs.
274
00:17:30.710 --> 00:17:31.511
We didn't address that.
275
00:17:31.791 --> 00:17:32.832
And the potential is.
276
00:17:35.155 --> 00:17:37.297
Where will they go with the business as time goes on?
277
00:17:38.098 --> 00:17:38.558
This is.
278
00:17:38.578 --> 00:17:39.879
The now.
279
00:17:40.769 --> 00:17:43.030
Will they work today and what's their starting pay?
280
00:17:43.470 --> 00:17:44.990
Inputs are gonna determine what's their potential.
281
00:17:45.230 --> 00:17:46.330
So I need both of these things.
282
00:17:46.430 --> 00:18:00.234
Ideally I'd love to get someone up and running very quickly and they're well compensated and they have the skills to do the work, but ideally these are the inputs questions and this is why so many people will churn at one to two million dollars in annual revenue
283
00:18:00.814 --> 00:18:03.856
is because they have hired a whole bunch of people that are good at doing outputs.
284
00:18:04.396 --> 00:18:09.460
And then as the business grew, they had to fire everyone because they didn't have the potential to grow with the business.
285
00:18:09.780 --> 00:18:19.326
They were the type of person that was great at taking orders, great at doing the work, but not growing their skillset and having the humility to be able to gain more skills.
286
00:18:19.606 --> 00:18:22.328
So if we put this on a quadrant,
287
00:18:23.780 --> 00:18:26.463
If you have really high inputs, okay?
288
00:18:27.204 --> 00:18:28.366
So they show up on time.
289
00:18:28.786 --> 00:18:30.789
They have a schedule.
290
00:18:31.329 --> 00:18:33.612
You can tell they have a gym membership.
291
00:18:34.013 --> 00:18:36.976
They are reading books about your industry.
292
00:18:37.357 --> 00:18:40.981
They are fully involved in everything that's happening, podcasts, audiobooks.
293
00:18:41.001 --> 00:18:42.162
They're like, let's go.
294
00:18:42.723 --> 00:18:52.468
But if they have low output, they don't have the skills, they don't have the ability to be able to actually understand things about your industry specific language or jargon.
295
00:18:52.968 --> 00:18:55.409
So now we have someone with high input, but low output.
296
00:18:55.890 --> 00:19:04.394
So this would be someone that I would be, I'd hire them, but they're going to be an entry level technician because they have great prospects for potential in the future.
297
00:19:04.894 --> 00:19:10.377
And I can teach them, they're going to be a little green, but I know they'll gain those skills because they have great inputs.
298
00:19:11.157 --> 00:19:13.443
but they are starting entry level.
299
00:19:13.463 --> 00:19:14.345
They do not have the skills.
300
00:19:14.766 --> 00:19:17.553
And then you also have people that are high output and low input.
301
00:19:18.215 --> 00:19:20.199
Okay, so that's this person over here.
302
00:19:21.507 --> 00:19:31.193
High output, they have experience, they have the certifications, they know everything about everything, they have great references, they work for a great company, but now they have low inputs.
303
00:19:31.793 --> 00:19:34.695
And I would avoid hiring this person because they're gonna plateau.
304
00:19:35.596 --> 00:19:45.482
And this is the risky hire because they're the person that solves your immediate problem, but in six to 12 months as the business begins to grow, they'll become a cultural snag for the entire organization.
305
00:19:45.742 --> 00:19:47.703
Then you got high inputs and high outputs.
306
00:19:48.564 --> 00:19:49.664
That's these people over here.
307
00:19:49.684 --> 00:19:50.305
Right?
308
00:19:51.061 --> 00:19:51.321
Great.
309
00:19:52.302 --> 00:19:53.843
This is going to be where you pay top of the market.
310
00:19:54.204 --> 00:19:54.484
Okay.
311
00:19:55.104 --> 00:19:56.525
These people, we just avoid them altogether.
312
00:19:56.545 --> 00:19:58.467
They have no skills and they have no inputs.
313
00:19:58.847 --> 00:19:59.227
They're out.
314
00:19:59.428 --> 00:20:03.611
And I don't, I want to use the X's and O's to demonstrate anything necessary specific here.
315
00:20:03.631 --> 00:20:04.412
So let's do this.
316
00:20:04.832 --> 00:20:07.054
So up here, high output.
317
00:20:07.614 --> 00:20:08.115
High input.
318
00:20:08.135 --> 00:20:11.737
This is a person that has tons of potential, has great engagement.
319
00:20:12.078 --> 00:20:15.600
Discretionary effort is towards learning and educating themselves in the industry.
320
00:20:16.081 --> 00:20:18.222
And then high output means they have the skills.
321
00:20:18.242 --> 00:20:18.843
They have the experience.
322
00:20:18.863 --> 00:20:19.583
They have been a manager.
323
00:20:19.603 --> 00:20:20.664
They have done this before.
324
00:20:21.044 --> 00:20:22.766
They have the talents and the certifications.
325
00:20:23.106 --> 00:20:25.248
This is person is going to be where you pay top of market.
326
00:20:25.668 --> 00:20:27.570
This is the person that you go out and you pay.
327
00:20:28.290 --> 00:20:32.452
For some of you, you might not actually be able to hire this person right now because they are expensive.
328
00:20:33.013 --> 00:20:35.134
They can demand pretty much whatever they want in terms of pay.
329
00:20:35.194 --> 00:20:36.554
And usually they get profit sharing.
330
00:20:36.814 --> 00:20:38.455
They're going to get a piece of the business.
331
00:20:38.695 --> 00:20:42.818
They're going to equity something because they're very highly compensated and very hard to find.
332
00:20:43.538 --> 00:20:46.580
For the vast majority of us, this is actually your opportunity.
333
00:20:47.600 --> 00:20:50.763
People that have high inputs that as your business grows will grow with you.
334
00:20:51.163 --> 00:20:55.206
They will watch videos on YouTube about lawn care, landscaping, your industry.
335
00:20:55.646 --> 00:20:59.189
They will watch what you're doing and try to emulate it.
336
00:20:59.269 --> 00:21:05.594
They will ask questions about the profit and loss statement during open book management and asking about the profit and loss statement about the pricing.
337
00:21:05.994 --> 00:21:08.496
They will ask these questions because they have high inputs and
338
00:21:09.036 --> 00:21:13.001
and they have low outputs, meaning they do not yet have skills, you will have to train them.
339
00:21:13.221 --> 00:21:19.008
But the good thing is, if you're smaller, you likely also don't have places to put them if they're high output.
340
00:21:19.469 --> 00:21:24.034
If they have all the skills and experience and they're highly competent, you don't even have the place for them to go right now.
341
00:21:24.415 --> 00:21:25.877
And so find these people.
342
00:21:26.437 --> 00:21:30.358
And to find these people, we need to ask those input-based questions on interviews.
343
00:21:31.058 --> 00:21:49.701
I know this video is like very much in the weeds, but it has been, this is more correlated with people that are successful in my organizations as it's been hundreds of people that I've hired and the people over on this side have consistently let me down or they have disappointed me or they have worked out for a season and then there's been a bunch of churn or they have caused revolts.
344
00:21:49.721 --> 00:21:52.182
They have caused problems for me, for the team.
345
00:21:52.362 --> 00:21:53.122
They've sued me.
346
00:21:53.622 --> 00:21:58.404
And I've consistently seen that the people are on this side, the people that are having great inputs.
347
00:21:58.644 --> 00:22:04.826
And when I ask those questions, they're actively learning and engaging and they have the humility to know they don't know everything.
348
00:22:05.406 --> 00:22:07.227
As the company grows, they will grow with it.
349
00:22:07.787 --> 00:22:10.948
They will gain the ability to be able to earn more money.
350
00:22:11.448 --> 00:22:20.271
I'll be able to put them in places of leadership and they will then be able to hire the people below them that are in this position with high input and low output spots.
351
00:22:20.931 --> 00:22:29.476
Your whole goal, as you go from a talent magnet to a talent developer or a talent cultivator, you're just trying to move people up this.
352
00:22:30.176 --> 00:22:40.802
Because the best, it's like if you go to the draft in pro sports, you can go out and pay someone $40 million a year, but the real skill is finding someone for a million and
353
00:22:41.522 --> 00:22:45.947
and then training them and giving them the output of experience, and you get them fresh off the draft.
354
00:22:46.208 --> 00:22:56.920
That's the real skill of a general manager in pro sports or a coach, is how do I take these high-input individuals, and I see something in them in the draft, for a million bucks, I make them amazing.
355
00:22:57.040 --> 00:23:02.407
I give them the experience and the output for their resume, but in doing so, they grow the organization.
356
00:23:02.707 --> 00:23:06.832
I encourage you to hire more of those people and ask more of those questions during the interview process.
1
00:00:00.411 --> 00:00:10.578
I have hired hundreds of people and in this video I'm going to share with you the trick that I use to hopefully distinguish during an interview whether or not someone's going to be really good or really bad.
2
00:00:10.778 --> 00:00:25.528
So many times when it comes to an interview when someone is asking questions of the applicant you're asking for things that are outputs and so the big distinction today that I want to get you to think about is outputs versus inputs.
3
00:00:26.448 --> 00:00:31.472
And we're going to go through what these examples are, but outputs are things that a lot of times can be fudged.
4
00:00:31.692 --> 00:00:38.638
There is something that is true, but it's hard to quantify whether that's going to lead to actually good performance.
5
00:00:39.238 --> 00:00:47.464
And the reason that I started recognizing this pattern of like, I was always asking questions about people's outputs.
6
00:00:48.285 --> 00:00:49.806
And it never led to good performance.
7
00:00:50.147 --> 00:00:53.429
And so what I started doing is I started asking questions about their inputs.
8
00:00:53.730 --> 00:00:58.073
And I realized that this showed me a much better picture as to whether or not they would perform well.
9
00:00:58.153 --> 00:01:02.497
Let's go over what outputs kind of questions and things that you can ask are.
10
00:01:02.637 --> 00:01:06.080
And then we'll compare it to what I feel has been much more successful.
11
00:01:06.100 --> 00:01:09.483
And that is asking applicants about their inputs.
12
00:01:09.623 --> 00:01:13.864
When we look at outputs, this could be typical questions you're asking in an interview.
13
00:01:14.224 --> 00:01:15.845
Things like, what certifications do you have?
14
00:01:16.065 --> 00:01:18.146
And you're like, well, that can't really be fudged.
15
00:01:18.286 --> 00:01:20.066
Have you ever taken a real estate license?
16
00:01:20.286 --> 00:01:21.967
Have you ever taken a finance license?
17
00:01:22.147 --> 00:01:29.209
In Washington State, for example, you can become a pastor in 15 minutes online and be a clergyman to be able to marry people.
18
00:01:29.349 --> 00:01:32.430
And for the rest of their life, they're obligated because someone signed on a piece of paper.
19
00:01:32.670 --> 00:01:46.513
certifications are a lot of them are a dime a dozen, especially when it comes to trades, especially if it's like a certificate and not like a degree, at least at the degree, it shows some level of commitment for a year or two years or six months or some sort of level of commitment.
20
00:01:46.593 --> 00:01:50.794
But a lot of certifications, especially if they can be online, can be fudged.
21
00:01:51.014 --> 00:01:54.995
If definitely having a certification means they're going to be a high performer, that'd be excellent.
22
00:01:55.255 --> 00:01:57.776
I just have not seen that be the case time and time again.
23
00:01:57.796 --> 00:01:59.056
People that are the most certified,
24
00:02:02.697 --> 00:02:05.779
And they just fall flat in their face within a matter of a couple of weeks on the job.
25
00:02:05.839 --> 00:02:08.620
So another output is years of experience.
26
00:02:09.141 --> 00:02:14.184
Now, I don't want to say that you should not ask people about their outputs.
27
00:02:14.364 --> 00:02:19.406
These are certainly important when it comes to doing skilled work and making sure the person can actually do the job.
28
00:02:20.207 --> 00:02:27.191
But the ability for someone to do the job versus being successful in the role in the long term is not directly correlated.
29
00:02:27.371 --> 00:02:28.692
And so someone might be certified.
30
00:02:28.772 --> 00:02:29.912
They might be great at the work.
31
00:02:29.932 --> 00:02:30.052
But...
32
00:02:31.233 --> 00:02:32.934
but they might not fit well for your culture.
33
00:02:33.134 --> 00:02:36.655
They might not be the type of person you want growing inside the organization.
34
00:02:36.775 --> 00:02:47.058
And so if you're looking for someone that has the motivation to continue growing with you in the business, these are the things I'm gonna weigh less in the equation of hiring and more focus on inputs, which we'll get to in a moment.
35
00:02:47.238 --> 00:02:52.079
So another output is what we always get on Indeed, a resume.
36
00:02:52.320 --> 00:02:54.960
This could also be just like your job titles.
37
00:02:55.601 --> 00:02:57.821
It's amazing, especially when it comes to things like finance.
38
00:02:57.981 --> 00:03:01.322
It's amazing how there's so many different job titles.
39
00:03:01.802 --> 00:03:08.064
And then you realize that there could be someone three notches down in terms of title, outperform someone that's done another title.
40
00:03:08.264 --> 00:03:08.464
Why?
41
00:03:08.484 --> 00:03:13.846
Because there was another sucker that hired them at a position they should never have been hired at.
42
00:03:14.106 --> 00:03:23.655
And so just because someone has a job title because someone else put them in that position doesn't really correlate to whether or not they're going to be successful in your business and in the role that you've created.
43
00:03:24.375 --> 00:03:26.357
Another one is I always love this one.
44
00:03:26.657 --> 00:03:28.919
When they on their resume, they give you references.
45
00:03:29.380 --> 00:03:33.964
If they provide references, I don't think I've ever called maybe maybe when I first started.
46
00:03:33.984 --> 00:03:37.267
But like now I never call references that are on their resume.
47
00:03:37.287 --> 00:03:37.427
Right.
48
00:03:37.627 --> 00:03:45.809
people that they have literally pre-vetted to make sure they're gonna say good things about them and that they have made sure that it's okay to put you on my resume.
49
00:03:45.990 --> 00:03:51.351
I'm gonna be asking them for references during the interview process if I'm gonna be checking references.
50
00:03:51.791 --> 00:03:55.912
I'm going to ask for specific people that they work for and I'm not gonna ask for a reference.
51
00:03:55.932 --> 00:03:59.153
I'm gonna say, okay, so what was the name of your manager at that last position?
52
00:03:59.454 --> 00:03:59.934
Fantastic.
53
00:04:00.094 --> 00:04:03.455
Bob, would it be possible for me to be able to get the information for Bob?
54
00:04:03.695 --> 00:04:04.335
That'd be excellent.
55
00:04:04.555 --> 00:04:11.504
A better way, if you want to take it to the next level, is so if I contacted Bob, now that I've got their contact information, oh, yeah, you can contact Bob.
56
00:04:11.524 --> 00:04:11.945
No problem.
57
00:04:12.005 --> 00:04:12.365
Absolutely.
58
00:04:12.726 --> 00:04:12.986
All right.
59
00:04:13.006 --> 00:04:16.491
So when I contact Bob, what are they going to say about X, Y, and Z?
60
00:04:16.551 --> 00:04:21.237
Your performance, showing up on time, your work ethic, your cultural fit, et cetera.
61
00:04:21.497 --> 00:04:23.778
References and output if they provide it.
62
00:04:23.798 --> 00:04:27.259
So I should say self provided self.
63
00:04:27.499 --> 00:04:30.300
If they give them to you, I really take them with a big grain of salt.
64
00:04:30.820 --> 00:04:32.801
The next thing is prior pay rate.
65
00:04:32.921 --> 00:04:36.563
Again, it's just kind of assumed as like, oh, because they got paid X over here.
66
00:04:37.043 --> 00:04:40.424
And if they're moving to my position, I should be paying them at least that or even more.
67
00:04:40.604 --> 00:04:49.853
Just because there was some other sucker that hired someone that is getting overpaid doesn't mean anything in terms of whether or not they're going to be successful for the role that you have.
68
00:04:50.013 --> 00:04:52.875
I'm trying to take all these things that are somewhat valuable to know.
69
00:04:52.936 --> 00:04:54.177
I got to ask these questions.
70
00:04:54.237 --> 00:04:56.299
I got to know about their certifications and years of experience.
71
00:04:56.479 --> 00:04:58.140
These are questions I am asking.
72
00:04:58.581 --> 00:05:00.443
But when I look at the long term future.
73
00:05:01.143 --> 00:05:07.168
of the team member and whether or not they're going to grow with the business, these are not things I take into consideration.
74
00:05:07.668 --> 00:05:11.291
These are table stakes as to whether or not they can do the work.
75
00:05:11.871 --> 00:05:19.938
I've gotta figure out will they fit with the cultural fit of the business and the identity that I want to build because that's a completely different conversation.
76
00:05:20.278 --> 00:05:28.885
And I find most home service business owners, including myself getting started for the first probably 50 to 100 people I hired, I focus all my time and attention on this.
77
00:05:29.625 --> 00:05:40.768
And time and time again, I have realized that this has let me down and led to inconsistent performance as to whether or not the person I thought was going to do well ended up actually being a great fit for the role.
78
00:05:40.948 --> 00:05:41.188
All right.
79
00:05:41.228 --> 00:05:44.389
So prior rate, I don't care if it's dollars per hour, salary, doesn't matter.
80
00:05:44.409 --> 00:05:45.509
I need to know what that is.
81
00:05:46.190 --> 00:05:50.411
But just because they got paid X does not mean I need to pay X or above.
82
00:05:50.751 --> 00:05:54.952
I am looking at the inputs and asking myself, what is the rate that it demands?
83
00:05:55.252 --> 00:05:56.112
Again, this one's a tricky one.
84
00:05:56.132 --> 00:05:59.153
Just because someone else paid someone, overpaid someone, doesn't mean I'm going to overpay them.
85
00:05:59.293 --> 00:06:02.634
All right, next thing we always ask about is the previous company you worked for.
86
00:06:02.654 --> 00:06:06.215
This is very common in home services because we have a lot of local competition.
87
00:06:06.495 --> 00:06:07.075
Is this good?
88
00:06:07.235 --> 00:06:07.875
Is this bad?
89
00:06:08.275 --> 00:06:14.057
You could flip a coin as to whether or not them working for one of your competitors is a good or bad thing.
90
00:06:14.337 --> 00:06:19.719
Just as many people will say, don't hire from your little competition, get people that are new and green and you teach them.
91
00:06:19.899 --> 00:06:23.461
And just as many other people, they default back to who'd you work for last?
92
00:06:23.621 --> 00:06:23.781
Okay.
93
00:06:23.801 --> 00:06:23.921
Yeah.
94
00:06:23.941 --> 00:06:24.781
They're a decent company.
95
00:06:24.841 --> 00:06:25.041
Okay.
96
00:06:25.061 --> 00:06:25.842
How long work for them?
97
00:06:26.582 --> 00:06:27.102
Okay, great.
98
00:06:27.142 --> 00:06:27.282
Okay.
99
00:06:27.302 --> 00:06:28.203
Do you have the certification?
100
00:06:28.283 --> 00:06:28.763
Okay.
101
00:06:28.783 --> 00:06:29.283
Fantastic.
102
00:06:29.483 --> 00:06:30.144
Oh, you got a resume?
103
00:06:30.164 --> 00:06:30.644
Fantastic.
104
00:06:30.664 --> 00:06:30.884
Okay.
105
00:06:31.396 --> 00:06:31.836
You're hired.
106
00:06:31.916 --> 00:06:36.519
And so outputs are the easiest thing to default back to when you're hiring because it's tangible.
107
00:06:36.719 --> 00:06:39.001
It's easy to just see like yes or no.
108
00:06:39.401 --> 00:06:43.824
But it's also easy to fudge these numbers because some other sucker paid you more.
109
00:06:44.264 --> 00:06:46.365
Some other company trained you wrong.
110
00:06:46.886 --> 00:06:51.428
Some reference that likes you decided you'd show up on their resume.
111
00:06:51.789 --> 00:06:54.530
These are the type of things that we always ask.
112
00:06:54.951 --> 00:06:58.593
And I have consistently seen a 50-50 split as to whether or not these folks work out.
113
00:06:58.773 --> 00:07:00.634
Now, there's 100 other things you could talk about.
114
00:07:00.894 --> 00:07:05.815
For example, I really recommend having a 30, 60, and 90 day for every new hire.
115
00:07:05.855 --> 00:07:08.336
So when they do get hired, they get onboarded correctly.
116
00:07:08.356 --> 00:07:12.177
They know the expectations for their first month, their second month, their third month.
117
00:07:12.417 --> 00:07:16.518
And then you have meetings with them going over the expectations for every 30, 60, and 90 days.
118
00:07:18.279 --> 00:07:19.140
I think that's good.
119
00:07:19.480 --> 00:07:20.642
I'm not talking about that.
120
00:07:20.682 --> 00:07:25.328
I'm talking about just the hiring process and mostly just the interview process at this point.
121
00:07:25.448 --> 00:07:27.170
So you're like, okay, Mike, I get it.
122
00:07:27.310 --> 00:07:30.194
I usually ask output based questions when it comes to interviews.
123
00:07:30.514 --> 00:07:32.297
What are the type of questions I should be asking?
124
00:07:32.717 --> 00:07:33.098
Inputs.
125
00:07:34.585 --> 00:07:35.866
Again, I'm not saying these are wrong.
126
00:07:35.926 --> 00:07:45.311
I'm saying don't just focus on these because when spring rush is hot and heavy and you have leads pouring in, you default back to this because it's safe and it's easy to measure.
127
00:07:45.911 --> 00:07:56.156
This is much harder to measure, but I have seen this consistently be the highest indicator as to whether or not someone is successful long-term in the role and grows with the business.
128
00:07:56.316 --> 00:07:59.638
If you ask questions like this and figure out what influencers they're following,
129
00:07:59.898 --> 00:08:05.586
They follow huge indicator because whatever they're feeding on and trying to learn who they're learning from super valuable.
130
00:08:05.606 --> 00:08:16.020
If you're an electrician and you're not following people on YouTube that are doing electric electrician type things, I would happen to believe they have plateaued in their learning capability.
131
00:08:16.860 --> 00:08:20.343
Um, other things you can ask them, Hey, what's the most recent audio book you listened to?
132
00:08:20.623 --> 00:08:23.045
What's the, what's the most recent podcast you listened to?
133
00:08:23.346 --> 00:08:24.487
I can promise you one thing.
134
00:08:24.847 --> 00:08:26.068
They didn't plan for that.
135
00:08:26.849 --> 00:08:31.653
They plan for talking about their last job and how they got fired, but they're going to say that it was like a misunderstanding.
136
00:08:31.673 --> 00:08:36.457
They're going to talk about their last, how they got references and their prior, uh, manager and years of experience.
137
00:08:36.477 --> 00:08:37.738
They're going to talk about all of this is what they're.
138
00:08:38.218 --> 00:08:53.699
trained to talk about and i'm gonna take them off guard after figuring this stuff out i'm gonna i'm gonna like this is table stakes i gotta like have certain dots eyes cross t's are you 18 etc great now i want to know will you be a good fit for this role in the long term and that's gonna be based on inputs
139
00:08:54.019 --> 00:08:55.680
What audio books did you recently listen to?
140
00:08:55.700 --> 00:08:58.643
What was the last podcast you recently consumed?
141
00:08:59.463 --> 00:09:01.184
I like to ask them, like, how do you plan your day?
142
00:09:01.445 --> 00:09:03.206
I like to figure out, like, do they have structure?
143
00:09:03.246 --> 00:09:06.148
Do they actually wake up and, like, have a plan for their workout?
144
00:09:06.268 --> 00:09:07.549
And then they do X, Y, and Z.
145
00:09:07.569 --> 00:09:09.631
Then they have a routine, like, some sort of plan.
146
00:09:10.071 --> 00:09:13.894
I also like to think about their personal health or fitness habits.
147
00:09:14.134 --> 00:09:18.875
I just need people that are going to show some level of discipline and ability to be able to improve.
148
00:09:19.255 --> 00:09:25.916
And if someone is a complete slob when it comes to their personal life, there's a really good chance it's going to show up at work.
149
00:09:26.196 --> 00:09:30.197
Hey everyone, so this is actually the front of our office and you can see there's really nice signage.
150
00:09:30.597 --> 00:09:30.837
Why?
151
00:09:30.877 --> 00:09:32.777
So when people come in here, they want to work here.
152
00:09:32.997 --> 00:09:35.618
They want to be able to come inside and see what we got going on.
153
00:09:35.978 --> 00:09:38.858
And that's what your customers are thinking when it comes to your website.
154
00:09:39.178 --> 00:09:42.159
They see the sign out next to the road, they drive into the parking lot,
155
00:09:42.639 --> 00:09:43.719
And they look for your signage.
156
00:09:44.119 --> 00:09:45.440
And your signage is your website.
157
00:09:45.460 --> 00:09:48.320
And if it doesn't look professional, they don't even wanna walk in the door.
158
00:09:48.580 --> 00:09:51.061
I don't care if you have the best prime rib steak in town.
159
00:09:51.461 --> 00:09:54.501
If it looks like everything's falling apart, I'm not going inside.
160
00:09:54.802 --> 00:09:55.942
And so you have a great service.
161
00:09:56.182 --> 00:09:57.222
You have a great business.
162
00:09:57.462 --> 00:10:02.343
You offer great services to your customers, but they'll never walk in that door if your signage doesn't look good.
163
00:10:02.663 --> 00:10:11.025
That's why at homeservicewebdesign.com and lawncarewebdesign.com, the average customer in the first year increases the amount of leads they're getting by 80%.
164
00:10:11.105 --> 00:10:11.185
So,
165
00:10:11.985 --> 00:10:12.806
Go check it out today.
166
00:10:13.146 --> 00:10:16.790
Sign up for a subscription that you don't have to pay $5,000, $10,000 up front.
167
00:10:17.130 --> 00:10:19.572
You just get leads starting right away.
168
00:10:19.953 --> 00:10:20.433
We'll see you there.
169
00:10:20.794 --> 00:10:21.434
And you're like, oh, no, no.
170
00:10:21.454 --> 00:10:28.201
Like, if they don't exercise, they eat really horrible food, they step until 3 a.m. every single night gaming, and they're drunk all weekend.
171
00:10:28.401 --> 00:10:30.983
They're going to somehow show up on Monday and be a great team member.
172
00:10:31.183 --> 00:10:36.746
They're going to somehow be able to contribute to your customers, to the team, to other people inside the organization.
173
00:10:37.206 --> 00:10:37.847
It's unlikely.
174
00:10:38.047 --> 00:10:44.490
They might do the work of the current role, but the likelihood of them growing with the company into further roles in the future, unlikely.
175
00:10:44.731 --> 00:10:46.352
So this is what I would ask yourself.
176
00:10:46.392 --> 00:10:53.816
When you look at your rubric or when you're asking your interview questions, how many of them are output based and how many of them are input based?
177
00:10:53.976 --> 00:10:56.778
I don't need a ton of input questions, but one or two of these are
178
00:10:57.298 --> 00:10:59.779
because it's going to catch people off guard, you'll know the truth.
179
00:10:59.799 --> 00:11:13.664
Like if you ask what influencers they follow in your industry and they can't name a single one, there's a good chance that they're just not going to be the type of person that's going to learn and they're not going to be the type of person to watch videos or go home and Google things and figure things out.
180
00:11:13.764 --> 00:11:17.305
For example, a lot of people in landscaping will be like, how many years have you done landscaping?
181
00:11:17.565 --> 00:11:18.966
That's one way you could do it.
182
00:11:19.146 --> 00:11:19.766
That's output.
183
00:11:20.386 --> 00:11:21.947
Okay, what's the input version of that?
184
00:11:22.680 --> 00:11:27.452
Ask about other landscaping or lawn care channels on YouTube that they follow.
185
00:11:29.300 --> 00:11:32.602
I don't care if it's like overgrown lawns becoming short.
186
00:11:32.822 --> 00:11:34.282
I don't care if it's more business related.
187
00:11:34.602 --> 00:11:38.684
I don't care if it's like Keith Kalfas, Brian Lawn Maintenance, Spencer Lawn Care.
188
00:11:38.704 --> 00:11:39.705
There's a bajillion of them.
189
00:11:39.845 --> 00:11:46.828
I just wanna see, do they even find interest in their personal life around the things that I would like them to know about in business?
190
00:11:46.928 --> 00:11:56.893
Because there's a really good chance you will unlock discretionary effort if the things that they enjoy learning about or the things they enjoy educating themselves on happen to do with the business.
191
00:11:57.673 --> 00:12:07.925
And so if you're doing landscaping and you're doing lawn care and they're following influencers that do lawn care and do landscaping, there's a really good chance that they're going to come work for you and they're going to improve their skill set when it comes to lawn care and landscaping.
192
00:12:08.125 --> 00:12:10.368
We have found this to be true even with Augusta Lawn Care.
193
00:12:11.449 --> 00:12:18.096
For our technicians out in the field, if they know me and they watch my content, the likelihood of them staying is exorbitantly higher.
194
00:12:18.797 --> 00:12:20.518
Because they already know the vibe.
195
00:12:20.678 --> 00:12:22.239
They already understand the culture.
196
00:12:22.339 --> 00:12:25.722
They already are interested in something lawn care, landscaping, home service related.
197
00:12:26.102 --> 00:12:35.948
And if they're watching this level of content that you're watching right now, there's a high likelihood they're going to move into roles of general managers, estimators, or even owning their own location one day.
198
00:12:36.368 --> 00:12:38.670
And so who they follow, like, look.
199
00:12:39.110 --> 00:12:39.690
It's really basic.
200
00:12:39.990 --> 00:12:43.092
You have follower and then you have people who are leading.
201
00:12:43.612 --> 00:12:53.156
And if you look at the person that is leading and then you look at the follower, as long as the follower is following the leader, eventually they end up approximately in the direction of where the leader is at.
202
00:12:53.656 --> 00:13:05.281
And so if they're following all sorts of crazy folks out doing crazy stuff and they have no interest to do anything with your industry, good chance discretionary effort will not be unlocked towards your business.
203
00:13:05.641 --> 00:13:08.063
and discretionary effort will not be put towards their career.
204
00:13:08.363 --> 00:13:11.665
And so as much as I want to get them to the next stage of their career, I want to see them win.
205
00:13:11.945 --> 00:13:13.106
I want to see them make more money.
206
00:13:13.526 --> 00:13:22.992
If they don't follow other leaders inside the industry, the likelihood of them making progress in this career, in this industry, is low.
207
00:13:23.232 --> 00:13:28.355
Another question that gets asked all the time is, what experience do you have with a specific type of service?
208
00:13:28.375 --> 00:13:28.756
For example,
209
00:13:29.916 --> 00:13:31.277
What kind of experience do you with irrigation?
210
00:13:31.517 --> 00:13:33.658
Irrigation is a tough one when it comes to the lawn care industry.
211
00:13:34.139 --> 00:13:35.660
It takes real skill.
212
00:13:36.220 --> 00:13:38.001
So you ask, what experience do you have?
213
00:13:38.061 --> 00:13:41.023
And a lot of times they're going to go to this other company I worked for.
214
00:13:41.043 --> 00:13:45.305
They're going to talk about their references, their years of experience doing irrigation, what type of irrigation.
215
00:13:45.325 --> 00:13:47.086
They might even have a certification.
216
00:13:47.366 --> 00:13:51.189
Again, we are trained both as employers and employees to talk about outputs.
217
00:13:51.849 --> 00:13:58.915
So the other thing I might propose you ask them is, what was the last irrigation problem you Googled and learned how to fix it?
218
00:13:59.796 --> 00:14:01.017
Because this is an input question.
219
00:14:01.297 --> 00:14:04.840
When there's a problem, do they lean back on the fact they have this certification?
220
00:14:04.900 --> 00:14:09.564
That's not going to help them in the middle of a brand new problem that they never encountered and that will happen with irrigation.
221
00:14:09.764 --> 00:14:14.366
But if I know that they're the type of person that goes, they follow certain influencers that do irrigation.
222
00:14:14.606 --> 00:14:16.447
They listen to books and podcasts about it.
223
00:14:16.587 --> 00:14:18.528
They're actively learning, trying to educate themselves.
224
00:14:19.068 --> 00:14:20.889
They have a plan in place when they start their day.
225
00:14:21.089 --> 00:14:29.193
They're also probably the type of person that if they can Google something and figure it out, there's a good chance that when it comes to irrigation and there's a problem, I'm not going to get a phone call.
226
00:14:29.893 --> 00:14:31.054
Because they're going to figure it out.
227
00:14:31.234 --> 00:14:32.596
And that's an input-based question.
228
00:14:32.616 --> 00:14:35.518
Like, not just, do you know how to do irrigation?
229
00:14:35.598 --> 00:14:38.681
It's like, when you hit a problem, did you Google it?
230
00:14:39.002 --> 00:14:40.243
And what was that problem?
231
00:14:40.663 --> 00:14:41.984
And what did you learn to fix it?
232
00:14:42.805 --> 00:14:43.546
These are inputs.
233
00:14:43.686 --> 00:14:47.409
It's a matter of, is this the type of person that's going to be self-directed?
234
00:14:47.770 --> 00:14:51.193
And when it comes to skill-based work, I need people to be self-directed.
235
00:14:51.353 --> 00:14:53.175
Because otherwise, I will be the bottleneck.
236
00:14:53.315 --> 00:15:05.138
If you hire a bunch of people that have certifications, years of experience, but they can't figure out problems on their own, you will simply become the bottleneck once you get eight to 10 people out in the field because everyone's calling you for every problem they encounter throughout the day.
237
00:15:05.158 --> 00:15:06.859
A lot of people are like, well, do you work hard?
238
00:15:06.879 --> 00:15:13.741
And they ask questions around the output of work ethic instead of just asking, what time did you wake up this morning?
239
00:15:15.081 --> 00:15:16.061
You're like, what does that guy do?
240
00:15:16.261 --> 00:15:16.901
That's an input.
241
00:15:17.181 --> 00:15:22.603
If someone woke up at 930 a.m. and showed up for your 10 o'clock interview, that's
242
00:15:23.167 --> 00:15:26.289
I can guarantee you they will have trouble showing up to work on time.
243
00:15:26.429 --> 00:15:28.830
And you're like, oh no, but they have a great certification, years of experience.
244
00:15:29.091 --> 00:15:30.191
I do not care.
245
00:15:30.271 --> 00:15:38.136
If they woke up at 9.30 for your 10 o'clock interview and last night they were up till 3 a.m. doing whatever, there's a really high likelihood they're not going to work out in the long term.
246
00:15:38.476 --> 00:15:43.119
Maybe in the short term, but in the long term, as you grow the business, you will outgrow them.
247
00:15:43.259 --> 00:15:49.363
And inputs are really a good determining factor as to will this person grow with the business?
248
00:15:49.503 --> 00:16:00.889
Because great output people, great technicians, people that have the skills, they might stay with you for a little while, but they'll lack the ability to be able to continue growing as the company begins to outgrow them.
249
00:16:01.069 --> 00:16:02.170
All right, so let's summarize this.
250
00:16:02.270 --> 00:16:12.235
If we look at outputs versus inputs, you're asking yourself, okay, you've kind of spoke out of both sides of your mouth because you've said that outputs are important and we gotta get the work done, but you also said that inputs are important.
251
00:16:12.395 --> 00:16:17.918
Here's how we can use outputs to determine certain aspects of the job and also inputs.
252
00:16:18.318 --> 00:16:23.642
So when we look at outputs, this is really a matter of determining starting pay.
253
00:16:24.002 --> 00:16:31.467
If someone has tons of experience, they have a ton of skills, etc., that could be potentially the starting pay.
254
00:16:31.788 --> 00:16:35.150
I also like to think of this as like, will they work differently?
255
00:16:35.422 --> 00:16:42.128
Now, this is why when you get into spring rush, you a lot of times go after people that have experience because you're like, I just need you to get started.
256
00:16:42.228 --> 00:16:44.690
Like, just can you do the work now?
257
00:16:45.150 --> 00:16:45.991
We do feel to that.
258
00:16:46.551 --> 00:16:52.036
So I think I think you're starting pay and fit initial fit.
259
00:16:52.436 --> 00:16:55.719
So starting pay and fit will usually be determined by outputs.
260
00:16:56.259 --> 00:16:59.742
Inputs usually determines their potential.
261
00:17:01.568 --> 00:17:06.791
And the reason I make this distinction is because people hire based upon outputs.
262
00:17:06.972 --> 00:17:08.993
They work for a while, six, 12 months.
263
00:17:09.013 --> 00:17:12.195
But then as the business grows, you wonder, why aren't they doing good?
264
00:17:12.335 --> 00:17:13.256
Why aren't they improving?
265
00:17:13.616 --> 00:17:15.097
Why aren't they becoming a general manager?
266
00:17:15.117 --> 00:17:17.258
Why aren't they want to move up inside the organization?
267
00:17:17.538 --> 00:17:19.159
Why aren't they a good trainer of someone else?
268
00:17:19.360 --> 00:17:21.161
Why can't they figure these things out on their own?
269
00:17:21.581 --> 00:17:23.702
And I can't handhold them anymore because we're growing.
270
00:17:23.942 --> 00:17:24.263
Why?
271
00:17:24.803 --> 00:17:26.264
Because the inputs that
272
00:17:27.347 --> 00:17:27.988
That they have.
273
00:17:28.728 --> 00:17:30.670
And the question that you should have asked them around inputs.
274
00:17:30.710 --> 00:17:31.511
We didn't address that.
275
00:17:31.791 --> 00:17:32.832
And the potential is.
276
00:17:35.155 --> 00:17:37.297
Where will they go with the business as time goes on?
277
00:17:38.098 --> 00:17:38.558
This is.
278
00:17:38.578 --> 00:17:39.879
The now.
279
00:17:40.769 --> 00:17:43.030
Will they work today and what's their starting pay?
280
00:17:43.470 --> 00:17:44.990
Inputs are gonna determine what's their potential.
281
00:17:45.230 --> 00:17:46.330
So I need both of these things.
282
00:17:46.430 --> 00:18:00.234
Ideally I'd love to get someone up and running very quickly and they're well compensated and they have the skills to do the work, but ideally these are the inputs questions and this is why so many people will churn at one to two million dollars in annual revenue
283
00:18:00.814 --> 00:18:03.856
is because they have hired a whole bunch of people that are good at doing outputs.
284
00:18:04.396 --> 00:18:09.460
And then as the business grew, they had to fire everyone because they didn't have the potential to grow with the business.
285
00:18:09.780 --> 00:18:19.326
They were the type of person that was great at taking orders, great at doing the work, but not growing their skillset and having the humility to be able to gain more skills.
286
00:18:19.606 --> 00:18:22.328
So if we put this on a quadrant,
287
00:18:23.780 --> 00:18:26.463
If you have really high inputs, okay?
288
00:18:27.204 --> 00:18:28.366
So they show up on time.
289
00:18:28.786 --> 00:18:30.789
They have a schedule.
290
00:18:31.329 --> 00:18:33.612
You can tell they have a gym membership.
291
00:18:34.013 --> 00:18:36.976
They are reading books about your industry.
292
00:18:37.357 --> 00:18:40.981
They are fully involved in everything that's happening, podcasts, audiobooks.
293
00:18:41.001 --> 00:18:42.162
They're like, let's go.
294
00:18:42.723 --> 00:18:52.468
But if they have low output, they don't have the skills, they don't have the ability to be able to actually understand things about your industry specific language or jargon.
295
00:18:52.968 --> 00:18:55.409
So now we have someone with high input, but low output.
296
00:18:55.890 --> 00:19:04.394
So this would be someone that I would be, I'd hire them, but they're going to be an entry level technician because they have great prospects for potential in the future.
297
00:19:04.894 --> 00:19:10.377
And I can teach them, they're going to be a little green, but I know they'll gain those skills because they have great inputs.
298
00:19:11.157 --> 00:19:13.443
but they are starting entry level.
299
00:19:13.463 --> 00:19:14.345
They do not have the skills.
300
00:19:14.766 --> 00:19:17.553
And then you also have people that are high output and low input.
301
00:19:18.215 --> 00:19:20.199
Okay, so that's this person over here.
302
00:19:21.507 --> 00:19:31.193
High output, they have experience, they have the certifications, they know everything about everything, they have great references, they work for a great company, but now they have low inputs.
303
00:19:31.793 --> 00:19:34.695
And I would avoid hiring this person because they're gonna plateau.
304
00:19:35.596 --> 00:19:45.482
And this is the risky hire because they're the person that solves your immediate problem, but in six to 12 months as the business begins to grow, they'll become a cultural snag for the entire organization.
305
00:19:45.742 --> 00:19:47.703
Then you got high inputs and high outputs.
306
00:19:48.564 --> 00:19:49.664
That's these people over here.
307
00:19:49.684 --> 00:19:50.305
Right?
308
00:19:51.061 --> 00:19:51.321
Great.
309
00:19:52.302 --> 00:19:53.843
This is going to be where you pay top of the market.
310
00:19:54.204 --> 00:19:54.484
Okay.
311
00:19:55.104 --> 00:19:56.525
These people, we just avoid them altogether.
312
00:19:56.545 --> 00:19:58.467
They have no skills and they have no inputs.
313
00:19:58.847 --> 00:19:59.227
They're out.
314
00:19:59.428 --> 00:20:03.611
And I don't, I want to use the X's and O's to demonstrate anything necessary specific here.
315
00:20:03.631 --> 00:20:04.412
So let's do this.
316
00:20:04.832 --> 00:20:07.054
So up here, high output.
317
00:20:07.614 --> 00:20:08.115
High input.
318
00:20:08.135 --> 00:20:11.737
This is a person that has tons of potential, has great engagement.
319
00:20:12.078 --> 00:20:15.600
Discretionary effort is towards learning and educating themselves in the industry.
320
00:20:16.081 --> 00:20:18.222
And then high output means they have the skills.
321
00:20:18.242 --> 00:20:18.843
They have the experience.
322
00:20:18.863 --> 00:20:19.583
They have been a manager.
323
00:20:19.603 --> 00:20:20.664
They have done this before.
324
00:20:21.044 --> 00:20:22.766
They have the talents and the certifications.
325
00:20:23.106 --> 00:20:25.248
This is person is going to be where you pay top of market.
326
00:20:25.668 --> 00:20:27.570
This is the person that you go out and you pay.
327
00:20:28.290 --> 00:20:32.452
For some of you, you might not actually be able to hire this person right now because they are expensive.
328
00:20:33.013 --> 00:20:35.134
They can demand pretty much whatever they want in terms of pay.
329
00:20:35.194 --> 00:20:36.554
And usually they get profit sharing.
330
00:20:36.814 --> 00:20:38.455
They're going to get a piece of the business.
331
00:20:38.695 --> 00:20:42.818
They're going to equity something because they're very highly compensated and very hard to find.
332
00:20:43.538 --> 00:20:46.580
For the vast majority of us, this is actually your opportunity.
333
00:20:47.600 --> 00:20:50.763
People that have high inputs that as your business grows will grow with you.
334
00:20:51.163 --> 00:20:55.206
They will watch videos on YouTube about lawn care, landscaping, your industry.
335
00:20:55.646 --> 00:20:59.189
They will watch what you're doing and try to emulate it.
336
00:20:59.269 --> 00:21:05.594
They will ask questions about the profit and loss statement during open book management and asking about the profit and loss statement about the pricing.
337
00:21:05.994 --> 00:21:08.496
They will ask these questions because they have high inputs and
338
00:21:09.036 --> 00:21:13.001
and they have low outputs, meaning they do not yet have skills, you will have to train them.
339
00:21:13.221 --> 00:21:19.008
But the good thing is, if you're smaller, you likely also don't have places to put them if they're high output.
340
00:21:19.469 --> 00:21:24.034
If they have all the skills and experience and they're highly competent, you don't even have the place for them to go right now.
341
00:21:24.415 --> 00:21:25.877
And so find these people.
342
00:21:26.437 --> 00:21:30.358
And to find these people, we need to ask those input-based questions on interviews.
343
00:21:31.058 --> 00:21:49.701
I know this video is like very much in the weeds, but it has been, this is more correlated with people that are successful in my organizations as it's been hundreds of people that I've hired and the people over on this side have consistently let me down or they have disappointed me or they have worked out for a season and then there's been a bunch of churn or they have caused revolts.
344
00:21:49.721 --> 00:21:52.182
They have caused problems for me, for the team.
345
00:21:52.362 --> 00:21:53.122
They've sued me.
346
00:21:53.622 --> 00:21:58.404
And I've consistently seen that the people are on this side, the people that are having great inputs.
347
00:21:58.644 --> 00:22:04.826
And when I ask those questions, they're actively learning and engaging and they have the humility to know they don't know everything.
348
00:22:05.406 --> 00:22:07.227
As the company grows, they will grow with it.
349
00:22:07.787 --> 00:22:10.948
They will gain the ability to be able to earn more money.
350
00:22:11.448 --> 00:22:20.271
I'll be able to put them in places of leadership and they will then be able to hire the people below them that are in this position with high input and low output spots.
351
00:22:20.931 --> 00:22:29.476
Your whole goal, as you go from a talent magnet to a talent developer or a talent cultivator, you're just trying to move people up this.
352
00:22:30.176 --> 00:22:40.802
Because the best, it's like if you go to the draft in pro sports, you can go out and pay someone $40 million a year, but the real skill is finding someone for a million and
353
00:22:41.522 --> 00:22:45.947
and then training them and giving them the output of experience, and you get them fresh off the draft.
354
00:22:46.208 --> 00:22:56.920
That's the real skill of a general manager in pro sports or a coach, is how do I take these high-input individuals, and I see something in them in the draft, for a million bucks, I make them amazing.
355
00:22:57.040 --> 00:23:02.407
I give them the experience and the output for their resume, but in doing so, they grow the organization.
356
00:23:02.707 --> 00:23:06.832
I encourage you to hire more of those people and ask more of those questions during the interview process.
