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Episode 332: What Should – and Should NEVER – Appear In Your Social Profile For Instagram and Facebook

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In today’s digital age, having a strong social media presence is crucial for any business looking to succeed. With millions of people using platforms like Facebook, Instagram, and Twitter every day, it’s more important than ever to make a great first impression. And that’s where having a good social media profile comes in.
Hey there, welcome to today’s episode of Bella in Your Business: Pet Industry Business Podcast! We are going to be chatting about something super important – having a great social media profile! With Facebook and Instagram being such popular platforms, it’s crucial to make sure your profiles are top-notch. We will be covering all the do’s and don’ts, so you can make sure you’re putting your best foot forward. And hey, don’t forget to join us for the Better Marketing with Bella program too! It’s going to be awesome.

Let’s dive in!

Topics Discussed and Key Points

  • The importance of a good social media profile. 
  • Announcement: Better Marketing with Bella 
  • The first thing that people see in a profile picture
  • Why you should use your logo in your profile picture
  • The importance of having a well-crafted bio that accurately describes the business and its mission
  • The importance of including contact information in the profile.
  • The things to avoid in a social media profile
  • Use relevant keywords and not generic hashtags in your bio  
  • Using links with tracking code 
  • Why you should make sure that your Facebook Cover is updated frequently

Timestamps 

[00:09] Introducing today’s show

[00:48] How to join the Better Marketing with Bella program

[04:10] Your profile picture

[05:16] The Bio

[06:46] Links

[07:31] Content

[08:23] Using low-quality images, bad videos, or bad points of view

Notable Quotes

[00:03:21] “Your social media profiles are the first thing that people see when they come across your page, it’s essentially your online business card, and it’s crucial to make a first impression.” [00:03:30]

[00:03:31] “A well-crafted social media profile can help you stand out and connect with your target audience. On the other hand, a poorly executed profile can turn potential followers away, this translates to money lost.” [00:03:45]

 [00:06:35] “Avoid using generic descriptions or too many hashtags. You want your bio to be easily read and understood. It’s not a place where you shove in all the hashtags.” [00:06:45]

[00:07:31] “Your content is what will keep your followers engaged and coming back for more. Make sure that your content is consistent with your brand and reflects your brand’s business values.” [00:07:43]

[00:10:00] “Your social media is saying something about you. What is it saying is the important part?” [00:10:06]

Resources 

Connect with Bella

Call to Action

If you liked this episode, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping

Transcript

Welcome to another episode of Bella in your business today. Oh my gosh, we haven’t talked about this yet. I’m excited about this topic, we’re going to talk about what you should and should never, never, ever appear in your social profile for Instagram and Facebook, you would not believe how many people are missing out on some of this stuff. And I want to make sure that this is not you. So yes, it might seem like we’re going back to basics today. And sometimes going back to basics is a great idea. But I’m gonna go through this pretty fast because I want to make sure that none of you guys are making this mistake. And I also want to make sure that you guys have some of these things because you’re missing out if you don’t. So there’s gonna be a little bit more straight to the face. But I’ve got two announcements for you. The first one is that we are open for better marketing with Bella right now, which means that you have an opportunity to jump in right now, your first payment is not until June 15. We have two options for you. We have the Chihuahua plan, which includes I believe, emails and photos, and captions. That’s really like an effective cost-effective or like anyone can afford. So at the very least, you need to just kind of like get in the program, you need to get in the program. Because if and when you want to upgrade, we always give the open spots first to people that are in the 12 programs. The second thing is the higher program, golden retriever, that is where you can get the emails, the videos, the captions, the calendar, the coaching calls group, and one on one. The blog outlines real outlines, I mean, the value is so overwhelming, it’s crazy. And sometimes one of the problems that people have with the program is that there’s so much content that they forget or don’t find the time to schedule it. But guess what, I’m in the business of solving your problems. So we have got an amazing VA for like $47 a month, we’ll post the whole thing for you. I say consider her like your insurance policy. But I digress. If you’re interested in that, go ahead and shoot me an email at Bella@jumpconsulting.net or just go straight to jump consulting dotnet forward slash marketing. And if you can go through the hiring process or the check-through process, that means that we still have seats available, but it wouldn’t wait too long. Because honestly, like I mean, this program is getting pretty, pretty popular. Alright, let’s get into it. I want to make sure that you also subscribe to the podcast. If you find this podcast interesting. Please hit subscribe, and share it on your social media, I love that I will re share your stories as if you tag me too. And also leave a review.

Okay, let’s get into this the importance of a good social media profile. So I have literally like, you know, as I’m checking people out, we talk to people online all the time, I’m always looking in their biographies. Who are you? Where are you located? How can I contact you? How can I get your website and find out more? What makes you special? What’s your logo look like? How professional or unprofessional Are you? I am making all of these judgments and do not get it twisted. Any of your potential clients are too and that’s why we’re going to talk about it. Social media profiles are the first thing that people see when they come across your page is essentially your online business card. And it’s crucial to make a first impression, a good first impression. A well-crafted social media profile can help you stand out and connect with your target audience. On the other hand, a poorly executed profile can turn potential followers away. This translates to money lost. When I say that the sales process has a lot of different notches in it, it’s a big circle with like a lot of stops. This is one of them, you stand to lose a fair amount of profit and potential clients with a lost opportunity of not having a good social profile. So that’s why it’s essential to put in an extra five minutes and make sure that you got all of this going on.

So first, let’s talk about a profile picture. Your profile picture is one of the first things people will see when they come across your page. It’s crucial to choose a clear high quality image that represents you or your business. You want to use your logo, always. And if your logo doesn’t fit in it, then it’s okay to kind of rework your logo so that you have like a social media like a version of your logo that fits on social media. For example, for anyone that gets a logo, I always tell them to make sure they have a version that fits in the square or circle. And also that fits in a rectangle you’re going to need for websites square circle is going to be for all your social media. Okay, if you look closely, you’ll see jumped consulting. We have the parachute and then the words jumped consulting stacked underneath the parachute or we have a parachute on the left with the words jumped consulting stacked to the right, for the rectangle version. You guys need to do that too. I want to see your logo and your profile picture, not you, not a picture of a pet, and not anything else other than your logo because we need that for brand recognition. Next is the bio. And obviously, it’s a brief description of what your business is. But you want to be intentional and specific about what you do. Are you a cat sitter? Are you a dog walker? Are you a pet sitter? Are you a pet taxi? Do you want to list all your services out there, please don’t tell me where you’re located. So that the viewer has confidence that they’re spending their time researching someone that is in their area, a lot of you leave that one out, you want to say in the Scottsdale area, for example, if and then also talk about like the solutions that you provide. So maybe if you’re a dog walker and pet sitter, your audience’s pain point might include worries about leaving their pet alone during the day while they’re away at work. In your bio, you could speak directly to these concerns by highlighting the services you offer that alleviate these worries, such as, Hi, we’re a professional dog walking company in North Scottsdale since 2002, helping busy pet parents while they’re away at work or on
business or pleasure travel. Boom, you can steal that if you want, I don’t mind.

Additionally, you also want to use keywords that describe your business and highlight what sets you apart from others in your industry. Avoid using generic descriptions or too many hashtags. You want your bio to be easily read and understood. It’s not a place where you shove in all the hashtags. Okay? The next thing is links. Can you go check your links right now, you guys, this happens to us too. Sometimes the links get broken. But you don’t want to give them that impression. Links are an excellent way to drive traffic to your website or other social media platforms. Sometimes you guys are using link tree, or you can do it in Canva. Now, which is actually really cool. However, you want to make sure that the link is relevant and up to date. You also want to make sure you’re sending them to the right spot. If you’re just using one link to send them someplace, please have that as a tracking code. If you’re sending them to a link tree, please don’t have like 12 different links, because now they’re going to be decision paralysis, and they’re not going to make any kind of decision.

Another thing I want to talk to you guys about is content. Your content is what will keep your followers engaged and coming back for more, make sure that your content is consistent with your brand and reflects your brand’s business values. So this kind of goes back to the five buckets we’ve talked about on the podcast. Remember that you’re perfectly positioned to put out content that people always love, which is pets.
And so if you can get consistent and be known for certain types of content, like dog walking in Scottsdale, that would be great. Now I want you to avoid, here’s, here’s what I need you to avoid. And I’ve kind of been talking about this throughout it right? But I don’t want you to use, controversial content, right? So I would stay away from shock collars, retractable leashes, and different kinds of food, I wouldn’t want to turn people off. So kind of just stay away from controversial kind of things. The other thing that oh my gosh, this is I see this rampant is using low-quality images, or like bad video, or just like a bad point of view. So I mean, like taking a picture or a video from a dog like up top, and you can’t feel or see the emotion of what’s happening. So make sure that your videos or your pictures are of high quality. Make sure the links work. Make sure you’re addressing exactly who you are and what you do. And you’re not just trying to put like a list of services up there. Those are the ones that you need to avoid. So stay away from that. Always make sure that you have your profile, you’re your logo in that profile picture. If it’s Facebook, make sure that your cover is updated frequently. We give you covers for better marketing with Bella every single month so that it stays fresh. What does that do to the viewer? They come to your profile page. And they’re like, oh, wow, yeah, yeah, it is March. Wow, this company is irrelevant. Wow, this company either has the money to hire a company to do this or they are so on top of it, that their social media is up to date. It means that I feel like they’re not too busy. It means that I feel like I have a place within this company I can call them. It also gives the impression to potential hires, that you’re on top of it and that you care about your business. It’s kind of like the difference between walking into a dirty house and a clean house.


Honestly, your social media is saying something about you. What is it saying is the important part. So pay attention to all these pay attention to things I talked about last time. If this stuff is getting you on fire if this stuff is getting you excited, this is the kind of stuff that we talked about in better marketing with Bella, this is why you should be in Bella better marketing with Bella, Do you think I get excited now you should be on those group coaching calls holy.
Okay, I’m not going to get too excited. What I’m going to do is tell you this, you got two options, you guys, number one, I want you to email me and talk to me and tell me all of your fears about better marketing with Bella. And we’ll talk about them if you have any better or Bella at junk consulting dotnet. Or if you just want to sign up and don’t want to go through the website. The second thing is you can go straight to the website, you can go ahead and cyber stalk me. I want you I have set it up so that you can stalk me. And not just for what was recently said, I want you to go to jump consulting dotnet forward slash marketing. And then I want you to go to my Instagram at Bella vista. And I want you to find the highlight reel. And I want you to click through that highlight reel. There are tons of stories on there. There are screenshots there oh my god Bella, we use your content and this happened. And if you’re not feeling FOMO by the end of it, we got to check your pulse. Because this stuff works. If you don’t want to worry about showing up professionally online to attract clients or staff the rest of this year, we need to talk truly, like if you want to go spend the holidays with your family or you want to do all those extra things without feeling like you’ve got a gazillion things to do for your business. Please let us partner with you and do this. We have already created all the content for July to December, the program starts your first delivery will be June 15 For all of July content. So you’ve got two and a half weeks to post it two and a half weeks. And then you get a coaching call with me. And you get a bunch of group coaching calls. There’s no way that this program does not set you up for success every single semester. The program changes slightly because of social media changes. Anyways, this has been another episode of Bella in your business. Go check those profiles of yours. Make sure they’re up to date and on par. Consider partnering with us because we know what we’re doing. And now is the time. I don’t want you to miss out. I don’t want you to come to me a month from now saying Bella I changed my mind I want to get into better marketing with Bella. And I’m like, sorry, we can’t take any more people.


Get into it. Now. You don’t want to miss out guys. Jump consulting dotnet forward slash marketing. This has been another episode of Bella in your business. I will see you again next time and remember when life gets down, always keep jumping

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hooks hashtags

Episode 331: Anatomy of a Social Post: How to use Hooks, Hashtags, and Hype to Make More Sales

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Are you struggling to make sales on social media? Do you feel like your content is not reaching the right audience? Then this episode is the one you’ve been looking for.
Welcome to the latest episode of Bella in Your Business: Pet Industry Business Podcast. In this episode, Bella talks about the importance of using hooks, hashtags, and hype to boost your social media sales. With her extensive experience in social media marketing, Bella shares practical tips on how to create attention-grabbing hooks that resonate with your target audience. This episode is a must-listen if you want to take your social media game to the next level and increase your sales. And that’s not all – don’t forget to check out Better Marketing with Bella, the coaching program, and success stories. It’s a fantastic resource that can help you improve your social media strategy and leadership skills.

So, tune in and enjoy!

Topics Discussed and Key Points

  • Using hooks, hashtags, and hype 
  • Why you should not put hashtags on Facebook 
  • The hooks should convey a sense of urgency
  • Why it is important to put hashtags in the comments section 
  • Consistency is key when it comes to creating hype 
  • Engagement pressing 
  • Improving Social Media Strategy with hooks and hashtags

Timestamps 

[00:33] Introducing today’s show

[05:22] Importance of hooks

[05:28] Creating effective hooks

[07:55] Importance of hashtags

[10:26] Hype and ways to generate it 

[13:46] Better Marketing with Bella

Notable Quotes

[00:02:47] “I felt like I was putting so much effort into creating posts that showcased my love for animals and my clients in my expertise as a pet sitter or even my expertise as a dog is as a coach now. But it wasn’t seeing engagement or new clients coming from social media.” [00:03:04]

[00:05:44] “To create a hook think about what your potential clients are struggling with and how your services can help solve their problems.” [00:05:51]

 [00:05:55] “Creating a strong hook is crucial in social media marketing because it’s the first thing that people see when scrolling through their feeds. A hook should grab their attention, pique their interest, and make them want to learn more about your business.” [00:06:09]

 [00:06:18] “Your hook should also convey a sense of urgency. People are most likely to take action if they feel like they need to act quickly.” [00:06:27]

 [00:06:57] “If you can carefully craft a hook that is so juicy that people want to press, see more because they need to read the rest of it that counts as engagement pressing, see more counts as engagement.” [00:07:14]

 [00:08:55] “People are stalkers online. They are going to stalk you. Let it be easy.” [00:09:03]  [00:16:24] “Social media literally should not have to be this hard, but it should be a source of engagement and new clients and new employees.” [00:16:35]

Resources 

Connect with Bella

Call to Action

If you liked this episode about hooks, hashtags and hype, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping.

Transcript

Welcome back to another episode of Bella in your business. My name is Bella vasta. And I know the last episode I told you that when it came out, I was going to be on a plane to loom. So because of that, I am also recording this right now it’s March 4. So I have yet to hear your feedback on the last podcast, and who took advantage of those three different main ideas I gave you to make your social media delight your clients? And so we will report back on those soon. I am. Today we’re going to talk more about social media, we’re going to talk about how to use hooks, hashtags, and hype to make more sales, and I’m going to break down all three of those. Because it’s something that’s like really important that often goes unnoticed. It’s something that is like it’s right in front of us. But because it’s right in front of us, we don’t comprehend it, right? It’s like that whole scene when you’re in the woods, and you can’t see the forest, right, you can just see the trees in front of you. But first, before we get into all of that, I really want to ask you, do you like this podcast? Has it provided you with value? If it has, can you please press subscribe, so that you get a notification every single week that they come up? And can you also please leave a review, I would just appreciate it so much. It is one thing that you can do. Or just to say thank you if you find value in these, and I sure hope you do, if there’s ever anything you guys want to hear about, let us know, we usually plan out our content about four to six weeks in advance. And as you can see by today, I also like to batch my content sometimes, especially when I know that you know my schedule is going to be a little hairy. At the time of the release of this podcast, I will have been home for about a day and a half back from my vacation, my working vacation, if I’m honest. And I just won’t have enough time to do it and get it to the team. So we’re doing it now.

Anyways. So we are going to talk all about making use of the hooks’ hashtags and height. And what it’s going to do is it’s going to help you feel more compelling, and how make sure that you’re getting found by the right people. You’re drawing in and attracting the right kind of people. They’re getting excited by what you have to offer. Because let’s face that it can be frustrating. I mean, I remember when I first started posting my pet business. And if you’re on my team, you’ve probably heard me say this. So what factor like you write something and like Yeah, so what? So what you need to think about that when you’re writing stuff. So what
you got to give value to people. And so before I understood that, I felt like I was putting so much effort into creating posts that showcased my love for animals and my clients, and my expertise as a pet sitter, or even my expertise as an adult as a coach now, but it wasn’t seeing engagement or new clients coming from social media. I wasn’t connecting with people, I wasn’t drawing them in, and I was spending way too much time crafting the perfect caption, and selecting the best photos. I mean, 2025 minutes is insane. But my posts kind of just felt like they were falling into a black hole. And no one cared about him. Do any of you guys relate? Anyone Bueller? Through trial and error, I figured out how to use hooks hashtags, and hype. And that’s what we’re going to delve into today. I’m also going to keep using behind-the-scenes examples because as I’ve learned this, it wasn’t until I learned it that I could hire for it. That’s like a really big point right there. It wasn’t until I understood it. Could I hire for it? Because they didn’t understand it. I didn’t know what to hire for. And we have an amazing person on our team right now. Her name is Andrea. And she’s on her team is also Rebecca. And Rebecca helps with a lot of the social media posting and scheduling and spreading it everywhere. So Instagram, Facebook, Pinterest, YouTube, all the places all the things tic tock. But Andrea helps us with the strategy we meet every two weeks again, if you guys follow me on Instagram, you’ve seen the behind-the-scenes footage of our meetings and things. If you don’t follow me on Instagram, why not go hit follow right now? Tell me Hello. Tell me that you heard about it on the podcast. It’s just Bella vasta. And if you want also a special offer a way that I can help support you and your social media goals. Stay tuned to the end.

But these three elements we’re gonna get straight into it right now first, hooks. Hooks draw people in grab their attention and garner interest in what you’re talking about. Hashtags, make sure that your content gets found by the right people. And spoiler alert. Too many are the wrong ones can not hurt you. They don’t do much for you, so you’re wasting your time. And the third one is hype. It’s the way to keep people interested. It’s the way you say what you say, the tone that you use, and the phrases that you communicate not only what you do, but why it’s important. Without these three things, you won’t be able to connect with your audience. And ultimately, you’ll lose out on relationships that lead to clients who want that. So let’s start with hooks. The hook is the attention-grabbing statement or question that appears at the beginning of your post. Some examples are something like, what was the last time you wondered her. in case no one told you today. I can’t believe no one told me this unpopular opinion, but those are all hooks. It’s what makes people stop the scroll and pay attention to what you have to say. To create a hook. Think about what your potential clients are struggling with, and how your services can help solve their problems. For example, are you tired of leaving your furry friend alone all day while you work
Creating a strong hook is crucial in social media marketing because it’s the first thing that people see when scrolling through their feeds. A hook should grab their attention, pique their interest, and make them want to learn more about your business. By addressing your audience’s pain points, you’re now able to show them how your services can solve their problems. In addition to solving problems and pain points, your hook should also convey a sense of urgency, people are most likely to take action if they feel like they need to act quickly.


Once you’ve created a strong hook, it’s important to follow up with supporting information that explains how your services can help solve your audience’s problems. But you want to be also careful not to be too promotional. Something else about hooks that help is you know, or the reason why they need to be good is that you know how it gets shortened, your whole caption gets shortened to that little thing that says see more. And you have to press see more. If you can carefully craft a hook that is so juicy, that people want to press see more because they need to read the rest of it. That counts as engagement. Pressing to see more counts as engagement.
I know some of your minds were just blown right now. That’s why the first couple of words need to make sense. That is why we paid so much attention. And when we’re giving you captions and better marketing with Bella for all of the content, we give you all 10 photos, and all four videos, we are giving you the captions, and they are interesting, and hooky if you will. In the beginning. We have a content writer, who writes these specifically for you guys. All right, this is why we do it. It’s not enough just to be like bla bla bla, bla, bla bla, we have to make it worth someone’s time. It’s very important. The words that we use.

Next are hashtags. So let’s talk about hashtags. Well, Instagram isn’t, isn’t, especially as reliant on these hashtags, they’re still relevant, and can help you get found by people. I think it’s when people are following a certain hashtag. So they might be following you know, dogs of Scottsdale or Scottsdale dogs, you can find out how popular these hashtags are. While you can technically do 30, hashtags, I wouldn’t, I would kind of do maybe like eight to 15. It’s kind of what Instagram said is like the
mold. Don’t do them on Facebook, please don’t put hashtags on Facebook. Well, you can do it. Nobody doesn’t. They’re not used. And when you do it, it looks like you’re too busy. And you just posted it from Instagram. It looks like you don’t care about your Facebook followers. When you post hashtags, please don’t do it. But hashtags are also where people find things. People do use hashtags. They also use location on Instagram, to see what is going on. People are stalkers online, they are going to stalk you let it be easy. So I want you to use a lot of local hashtags. Those hashtags are going to help get people into your sphere, I would encourage you to stay away from the bigger ones like hashtag dogs, and hashtag dogs of Instagram, your little account is not going to come up on a national global search. Not national, global. Okay, I want you to stick to the small local hashtags. And you do that by doing hashtag research. We’ve talked about it so many times in the better marketing with battle group training classes. We usually talk about talking about it once a semester. So that’s another value add that you’ll get training on if you join better marketing with Bella. But you know, a common place to put your hashtags is actually in the comments. It’s been proven time and time again because people are like, well do I put it in the description or the comments? I would put it in the comments. If you look at my Bella vasta profile, we do tend to put it in the comments. I’m sorry about the description and not the comments. But I would encourage you to do as I say, not as I do, and put them in the comments. Or you could test it and see, but do not forget about hashtags. And please make at least eight hashtags. And please try to make them local hashtags. Alright, we’re rounding out to the third one, we’re going to talk about hype.

Let me be your hype girl. Okay. It’s the enthusiasm and excitement that brings to your post. It’s what makes people want to work with you and refer their friends to your business. To create hype. Showcase your expertise and your love for animals in your posts. Share the posts and videos of your happy clients along with their testimonies. You can also create limited-time offers and promotions to generate excitement and urgency such as Book Three walks and get one free. I would not do that a lot though. Another way to generate hype is by leveraging current events and trends in the pet industry or locally. Stay up to date with pet-related events, and news, and share your thoughts and insights with your audience. This was called newsjacking. Back in the day. So you get alerts, Google Alerts maybe for local pet-related events or pet-related stories. Or this could be on a national level, you take that information, and you repost it with your opinion. What that does is it also position positions you as an expert. Consistency is key when it comes to creating hype. Post regularly and keep your content fresh and engaging. You can do this also by sharing new tips and tricks for pet care. This is where your buckets come in we’ve talked about this in a previous episode. Using very strong visuals is a really good way to create hype as well. We talked about you know putting them through different kinds of photo filters or the same kind so that when your photo comes through people instantly kind of know it’s you because they’re used to that kind of filter. Last, engage your followers by responding to comments and direct messages. This shows that you’re invested in their needs and concerns and that you’re approachable and easy to work with and that you’re listening. People want to know that they’re heard, take time to answer their questions and address their concerns, and use their feedback to improve your services and content. Some key phrases could be like getting ready for this is huge. You won’t want to miss this. It’s finally here announcing something special. We’re thrilled to share this with you. The moment you’ve been waiting for big things are happening. Join us for something epic breaking news. Remember to the key to using hook hashtags and the hype is to make your posts stand out and connect with your potential clients. You don’t want to be overly hateful, okay? Because then people see through that too. It’s like I’ve told my team to stop saying we’re excited. Everyone knows we’re excited. I’m so excited to share it with you. It’s something we’ve been trying to work out of saying, because we say it so much that it doesn’t mean anything anymore, right? You have to be authentic with all of it. But next time you’re doing your social media postings, I want you to think about those three things. I want you to think about how you’re using hooks, hashtags, and hype to create more sales to make your socials more sticky. If you’re just absolutely underwater, exhausted, and have no creative bone in your body, let alone writing. DM me, email me, Bella@jumpconsulting.net

All right, doors are opening. Very soon, like days. For better marketing with Bella, we can only take a certain amount of people. We have 123 We have about
a little more than three dozen companies in there right now. That’s a lot of work, you guys. And while I’d love to serve as everybody, we can’t serve as everybody, but we are going to be there to do things for you like like we have and like I mean, go to the reels, the real highlights on my Instagram account.
And look at better marketing and Bella. Look at the abundance of testimonies that come from this program. Look at how people have changed from being boring online to having a waitlist for like employees. Like no joke. I’m not hyping this, you guys. This happens, or that client I told you about last week who increased her sales by $10,000 a month. And she attributes it to better marketing with Bella. Because she’s doing Google AdWords and people are getting to her site but then it’s the social media that’s convincing them to call her.


Wow. Right. Wow. To show up on social media consistently and professionally with videos, graphics, email
calls, and then also to get coaching for me on the strategy so that I understand why you’re doing what you’re doing. You understand how to be a leader over your team and get your team on board with this so that it’s not just you doing it all. All of this stuff is possible. So many of my success stories come from them, literally not understanding social media at all and feeling like a Dum Dum, literally their words, not mine, to the point that they have taken such great leadership over it that their whole, like the staff, is taking over Instagram, and creating reels and stories and, and postings all day long. And no, they’re not scared, because they’ve led it, they’ve given outlines, they’ve shown them what is acceptable and what’s not acceptable. They have led, and they have become a good leader in social media because they have learned it, they’ve learned the strategy through better marketing with Bella and me, and in the coaching calls, and they have translated it into their business. Therefore,
the one thing that can help you solve the two biggest problems you’re ever going to have getting clients or getting employees is better marketing Bella can do that for you. If you want to look at that more, go to jumpconsulting.net/marketing.

But you guys, you have to think about how are you using hooks, hashtags, and hype to make more sales on social media. It is not about just posting a picture that you like, and then writing some description that you’re not sure of. Social media literally should not have to be this hard. But it should be a source of engagement, and new clients and new employees. And if you’re not in that position right now, there is a lot of room for improvement and I want to help you improve. I’ve been doing this with pet sitting dog walking companies for over five years, five years, I have made millions online over my career, not just in my business and other people’s businesses as well. I’ve spoken on stages about this stuff. I know what I’m talking about. There is no one more uniquely positioned to help come partner alongside you than me. And I have no problem saying that because it’s the truth. Anyways, take a look at your previous social media images. Take a look at how you’re using hook hashtags and hype. See where you could use the room for improvement. and tag me the next time you do it. I love seeing you guys put things into action. We’ll be back again next week with another episode but until then, I want you to remember when life gets you down. Always keep jumping by now

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social media

Episode 330: 3 Ways to Delight Your Clients Through Social Media

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social media

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Hey, jumpers! It’s no secret that in today’s fast-paced world, businesses are constantly searching for ways to gain a competitive edge over one another. With modern technology, many companies are looking towards social media platforms to connect with their target audience. Unfortunately, though, not many businesses are hitting the mark when it comes to delighting their clients through social media. That’s why it’s crucial to find effective strategies for standing out from the crowd and impressing your clients. 

Welcome to Bella in Your Business: Pet Industry Business Podcast! In this episode, we’re going to dive into some awesome ways to delight your clients through social media. We have got three amazing tips to share with you, i.e. showcasing your work to delight your clients, sharing funny pet pictures, and engaging with your clients. Trust us, these tips are going to take your social media game to the next level and have your clients smiling from ear to ear! So, sit back, relax, and tune in to this episode to learn more about how to be creative and delight your social media clients.

 Let’s do this!

Topics Discussed and Key Points

  • How to leverage social media 
  • Social media is not to sell, social media is to be social, it’s to build relationships
  • Why you should be creative on social media
  • Different ways to get a different point of view
  • How to create a sense of loyalty and trust that can keep clients coming back to you. 
  • The creative energy
  • Social media is a secondary source, it is not a primary source

Timestamps 

[00:13] Introducing today’s show

[05:21] Showcasing your work to delight clients

[08:15] Sharing funny pet pictures

[09:59] Engaging with your clients

[12:59] Recap

Notable Quotes

[00:02:10] “There are certain ways that you do this if you are advertising on social media and it’s not a Facebook ad, you need to stop. You really do. If you have your phone number, your website, you know, on any of the graphics, you need to stop. All of that stuff is in your social profile.” [00:02:27]

[00:03:50] “When you’re able to go above and beyond to make your audience feel good or laugh or get inspired, they will keep coming back for more. It’s kind of like that brand that you follow that you don’t mind following because they’re so relevant, timely, valuable, funny something.” [00:04:13]

[00:09:16] “Nobody cares about pet pictures unless they’re their own pets or unless it’s a pet that looks like their pet, they just don’t. So, you need to get more creative with it.” [00:09:25]

[00:10:00] “So engaging with them through social media is not only a way to delight them, but it’s also an effective strategy of building long-term relationships with your customers when you respond to their comments on your post and thank people who share your content, you’re showing up for your followers that you value their input and appreciate their support.” [00:10:18]

Resources 

Connect with Bella

Call to Action

If you liked this episode, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping

Transcript

Hey, welcome, welcome to another episode of Bella in your business. My name is Bella vasta. And guess what guys, we are going to shift a little bit from the hiring trends that we’ve been on. And we’re going to step aside over back to social media. Because if you’ve been with me for a long time, you have heard me say, there are two problems that you’re always solving. It’s getting more clients, and it’s getting more employees. And wouldn’t you know that I have a solution and a program for you? To help with both of those. It’s called better marketing with Bella. And although you can’t get into the program right now, because the doors aren’t open, you can get on the waitlist by just shooting me an email, Bella at junk consulting.net, we have two different levels this year. It’s called the Chihuahua and the golden retriever, the two hours you can just get 10 graphics a month. And with captions, if you just wanted to do it like that maybe you have a very small budget, it’s very affordable, everyone can afford that. Or you can get the full monty where you can get emails, blog outlines coming back next year, reels, graphics, videos, emails, group coaching, personal coaching, captions, a content calendar, and a whole lot more. So you guys aren’t gonna want to miss out on this. But regardless of what we’re talking about on the podcast, you can group it into getting more clients or getting more employees. And with better marketing with Bella, as you’ll see, in all the testimonies, people have started to showcase their employees. This past week, it was Employee Appreciation Day, how many of you guys jumped on that trend, not even trend, but just appreciate your employees in general, it’s a really good highlight reel on your Instagram if nothing else, but you should do it for a lot more than that.

So I want you guys to kind of start thinking about how you can leverage social media. And the number one thing I think I’m going to tell you frequently is that social media is not to sell. Social media is to be social. It’s to build relationships. And there’s certain ways that you do this. If you are advertising on social media, and it’s not a Facebook ad, you need to stop, you really do. If you have your phone number, your your website, you know on any of the graphics, you need to stop, all of that stuff is in your social profile. In fact, next week, we’re going to talk a lot about that it’s going to be the anatomy of a social post, how to use hooks, hashtags and hype to make more sales. But today, we’re actually going to talk about something different. We’re going to talk about three ways to delight your clients through social media, because it’s going to be pretty important. You’re probably asking yourself, okay, but why? And so let me prove my point. And I’m going to kind of give you an example here. I want you to think of your favorite restaurant, that you go back to time and time again, I want you to think about why do you go back there, you probably don’t go back there because it’s the cheapest, there’s probably something about the way they make you feel. Or it’s the experience or the delivery or the quality of food. Maybe it’s the ambiance, maybe the service is next level. Maybe you never have to ask for more water, because they already know to fill up your water glass when it gets empty. The reason why you love that restaurant is because in some way or another, it’s absolutely delighted you, it’s probably gone above your expectations. Or maybe it’s provided a space for you to rest and relax that you didn’t know you needed. Maybe it just makes you feel good. Maybe the food makes you feel good, right?

Some food just doesn’t make us feel good. Um, all right. delighting your audience on social media is a lot like that experience. When you’re able to go above and beyond to make your audience feel good or laugh or get inspired. They will keep coming back for more. It’s kind of like that brand that you follow that you don’t mind following. Because they’re so relevant, timely, valuable, funny, something that’s the brand I want all of your jumpers to be. That’s the brand you guys can be. Not only when it comes across the feed people recognize it because it’s got the same aesthetics. But they also lean in because they always have something interesting to say. If you’re going to be a jumper with me, and you’re on this podcast, pony up because this is what we’re going to do. Now granted, this is only a podcast and I cannot give all of this information to you. We reserved that for the intensives for the one on one coaching calls with the marketing program.
But hopefully, this is going to whet your whistle it’s going to get your wheels you know grinding here and thinking oh my god, yeah, I can be doing this or the next time you do one. So if you’re struggling and he feels like you just can’t grow the way you want to. I want to teach you this. Today, I’m going to talk about three different things I’m going to show you, showcasing videos of what you do, and sharing funny pet pictures, most of you guys are doing this wrong, by the way. And number three engaging in a meaningful way with your audience.

So let’s get to it. The first one showcasing your work. So as a dog sitter, or a dog walker, pet sitter, taking photos and videos of your clients, the furry ones, it’s a great way to show your work and delight your clients. It’s really cool. If you start asking your staff like, hey, I want to get pictures of the dogs
going the bathroom, or finding that perfect spot. Or maybe right when you get to the door, their excitement of seeing you if any doors have like you know, glass or, or or window maybe they’re sitting in a window, something that they can replicate that they see in every single house. So when you do that and you have a lot of of that you could splice them all together, you can do it very easily on reels or Tik Tok is my favorite platform to create content, honestly. But you can just upload all of them, it’ll even find music that will put it to the exact beat.


And so when you can showcase your work, maybe, you’re a cat sitter, and maybe you just want to put the phone on the floor, and just get pictures of you sweeping the floor at eye level to the floor. Maybe you want to show before and after the litter boxes, and the mess that is around them. That’s a good one. I’ve never seen you guys do before and afters of, the litter boxes, guys, this is what happens during my coaching calls, I just, start brainstorming, and there is so much fun. But you know, or you could do like a day in the life video, where you just record maybe the first five seconds of everything that you do during the day.
And don’t be afraid to like add your personality to it. Sometimes behind the scenes, photos or videos of yourself or the team having fun with the pets you care for like so maybe you set up like the phone in the corner, and you’re sitting on the floor, and you’re playing with a cat whip with a toy, or you’re playing fetch with the dog and the dog just keeps kind of coming back and forth. It is cool to have you in the photo in the video. And you could put it on slow time-lapse, not slow-mo time-lapse. And now you have this like really long video of time-lapse. That’s something you could ask your entire staff to do. All right, guys, I’m pouring out the value here for you this stuff works. Then when you do it, I want you to tag me online so I can shout you out on the next podcast. Who’s going to take me up on this? I have a couple of people in mind that I think are already going to do this like yeah, Bella, that was awesome. I mean, we’re only How far are we into the podcast right now? Just a few minutes, and you’ve already got value. Alright, but I got two more things for you. The second one is to share funny pet pictures. And listen, these are funny ones. Like what I’m saying is do the freeze frame of the dog jumping in the air to get the ball. And then throw it through just like a quick editing app where you make the contrast high, which means like, the colors pop off, right? So it could be that or maybe it could be, you know, a close-up of a cat’s face while they’re calling the bathroom. And you could be like, guess what this cat’s doing right now and you don’t show it.
There are so many and then you can like show the next day the full picture of the cat actually, you know doing something.


Get creative with it. Because guys, if you are posting if you are still in 2002 and you’re posting pictures of pets’ faces online and saying oh, this is Molly and this is Susie, you’re welcome to 2023 2020 threes are knocking you got to be more creative than that. Nobody cares about pet pictures unless they’re their pets. Or unless it’s a pet that looks like their pet. They just don’t. So you need to get more creative with it you need to be funny about it. You need to think about how can I get a different point of view and a POV. Different ways to do this by the way are and we’ve talked about this before Snapchat glasses. Those are like Inspector Gadget-like sunglasses that you just tap a button and it’s hands-free. And so you can do like, you know you could be throwing the ball but it’s like the viewer watching it is as if they are you that’s the point of view they’re getting so I want you to think about how can you be funny or a different point of view. And the last one
engaging with your clients. So engaging with them through social media is not only a way to delight them. But it’s also an effective strategy for building long-term relationships with your customers. When you respond to their comments on your post and thank people who share your content, you’re showing up to your followers that you value their input and appreciate their support. This can help create a sense of loyalty and trust that can keep clients coming back to you for future pet care needs. It also creates this false sense of closeness, because you’re top-of-the-mind awareness daily if you’re posting daily. running contests and giveaways is another effective way to engage with the followers and keep them excited about your business. For example, you could ask them to share a photo of their pet, like with a certain hashtag, and randomly select a winner, or you could do it by, my gal Stephanie is from Chicago, urban pets, up in Chicago, and she’s celebrating her anniversary this year. And every year she’s doing something different, we created this whole year-long program, where she’s collaborating with all these people giving out all this free stuff. And just making a whole event out of it. The networking that she’s getting from it is fantastic. And she’s getting a lot of like really cool, valuable stuff to talk about online as well. And so even when you’re like doing pet visits, or maybe you’re not doing them anymore, and you’re in the office or your office manager, they’re still seeing the Journal notes, they have access to it. And in every single journal, I know there are pictures.

So get your prompt your people to be taking better pictures or more interesting pictures or videos, and then grab them from the portal and share them online. And maybe if you share someone’s picture, you’ll pay him an extra five bucks bonus. Now they’ll start taking better pictures, give them a crash course on how how to take amazing, interesting photos and videos on their iPhone or Android, whatever. I’m an iPhone girl. So I don’t know what else is out there. But you know, give them those tips and tricks, show them, educate them, they’re gonna love it. Because guess what, that is something that they can then actually take on into their real world too. That is a skill and a trait that they can use elsewhere. When you do post your client’s photos, and we’ve talked about this, and I’ve given you scripts for this in the past, and you have them if you’re in the mastermind, but reach out to those clients and make sure that they see that you’ve posted it, and invite them to comment on it and to share on it. And like there are ways of saying this and doing this that are more successful than others. And, again, we talked about this in better marketing, and Bella and the mastermind and give you the scripts for it. But like do that. Because then when you get other people sharing your content, not only does the algorithm love it, but you also look popular. You look like the cool kid, you look that’s like social clout when other people think that you’re so valuable that they’re going to share it. So you guys, don’t forget about all three of those things. Those are ways that you can delight your clients through social media, you can showcase your work, so that and that also kind of keeps them guessing to like, oh, did they showcase like my dog today, you know, like is my dog on their feed, because they’re showing everyone else’s. So it kind of keeps them on their toes. There. It’s like, you know, you want your kid to be the star, you want your kid to get the gold star at school, sharing funny pet pictures. So it takes a little bit of leadership from you, and a little bit of guidance. But you absolutely can do it just by being a tiny bit better than everybody else. And then also engaging with your clients.

You guys, this has been another episode of Bella in your business. I hope this has been valuable to you. I have a couple of people in my head right now that I think are going to take me up on at least one of these. This also can be very overwhelming. So don’t feel like oh my gosh, this is so much to do. And Bella, I just don’t have the time I get it. But I want to do a couple of things. One, I want to challenge you to pick one thing that I said today and do it this week. Just one thing, you don’t have to do all of them. I don’t expect you to do all of them. But I wanted to give you enough variety that one of them would stand out to you and get you excited and inspire you into action. The second thing I want you to do is I want you to consider do you actually have the time and the energy to be creative. Creative energy is something that your system just needs to be at ease for. And in all full disclosure by the time this podcast comes out on Thursday. The ninth I am going to be on a plane to to loom I am going to to loom by myself for my very first ever vacation by myself. Well, honestly, it’s not really gonna be vacation I’m gonna be working. I love to work like I can’t help myself. Especially when I’m sitting on the beach. I just I have energy ideas that flow like work is not something different work is something that is it is something that is not work for me. It is part of who I am right. And so I just I can’t help myself. And I love you guys so much, truly.

But anyways, um, I want you to think about like, are you creative enough to come up without all the content? For example? What is your content for? April right now? Do you know about the special? Like silly little holidays coming up that are pet related? Do you have graphics and videos planned for it? Do you have emails written? Do you have a whole content plan? Or are you just throwing up whatever, because you feel like you just throw spaghetti against the wall and see what sticks? That’s a great way to waste your time. And I know you don’t have a lot of time to waste. I know a lot of you are running around ragged. If this is you, I want you to pay attention. Over the next couple of weeks about banner marketing with Bella, I want you to truly think about if this is something that is going to help come alongside you partner with you and help you just this week, if you guys follow me on Instagram, Bella Vasta, you’ll hear the story of one of my clients that has increased her revenue by $10,000 a month. And she said the only thing different she’s done is by better marketing with Bella, all of the different things that we have done for her through this program. I know that sounds Hard to believe, but it’s almost hard for me to believe that is true to date, one of the best testimonies we’ve ever gotten for the program. But guess what it works. And you know why it works, it works because she’s using Google ads. And so she’s getting a lot of traffic to her website. But what was happening before is that they will go to her website, and your website is so one-dimensional. When you get into the two or the 3d, all of a sudden, that is showing up on social that is looking at these funny pictures it is seeing a day in the life of it is seeing all this stuff I’m telling you about it is seeing the professional photos on there it is seeing people engage with your content, it is seeing the full 360-degree picture of who you are so that they can instantly know like and trust you. And guess what, once they’re able to do that they’re gonna call you, they’re gonna fall in love with you online, they’re gonna call you. And that’s a big part of what has happened with her social media is a secondary source. It is not a primary, someone who’s not going to see your social media post and be like, Oh my gosh, I need to hire that dog walker. That’s just not the way life works. What was the last time you saw an advertisement for a plumber, and like hired it for a shirt, shoes, or earrings on Instagram, sure you had an impulse buy, but you are not going to hand over the key to your house to someone that you do not know, like and trust. So you guys, I want you to kind of keep that in the back of your head because this is the time of year when we do open our doors. And we do help up-level everyone’s branding and their social media through better marketing with Bella. So if that’s of interest to you, shoot me an email at Bella@jumpconsulting.net

But until then, I’m gonna sit here and think about the people that I think you’re going to take advantage of this episode and I cannot wait to see your results. Next week, we’re going to come back with the anatomy of a social post, and how to use hooks, hashtags and hype to make more sales. So I kind of told you kind of like the high-level things that you should be capturing. Now I’m going to teach you next week how to translate that online to make it effective. You guys have been on another episode of Bella and your business. Thank you so much for being here with me. I can’t wait for the next episode. Bye now.

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standardized scoring

Episode 329: Score Big: 4 Advantages of Having a Standardized Interview Scoring System

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Recruiting and hiring the right candidates can be a challenging process for organizations, and mistakes can be costly. However, with the introduction of standardized scoring systems, many organizations are now finding it easier to make informed hiring decisions.

Standardized scoring systems provide a consistent framework for evaluating candidates, allowing organizations to assess applicants based on objective criteria. This helps to reduce bias and subjectivity in the hiring process, ensuring that candidates are evaluated fairly and accurately.In the latest episode of Bella in Your Business: Pet Industry Business Podcast, we delve into the topic of using a standardized scoring system in the hiring process and its four key benefits. We provide valuable insights on how this approach can help organizations find the most suitable candidates for their job vacancies. If you want to know more about the advantages of standardized scoring and how it can enhance your organization’s hiring process, be sure to tune in to this episode. We will cover various benefits of this method and offer practical tips on implementing it efficiently. Enjoy!

Topics Discussed and Key Points

  • Investing in the hiring process
  • The four advantages of having a standardized scoring system 
  • Why objective assessment of each candidate is important
  • Identifying patterns for successful candidates for future hiring decisions
  • The comprehensive hiring evaluation process 
  • Transparency in the hiring process 
  • The use of JazzHR to revolutionize the hiring process
  • Survival response

Timestamps 

[00:05] Introducing today’s show

[03:23] Standardized scoring allows for an objective comparison of candidates 

[05:15] Standardized scoring system helps to identify patterns in successful candidates, which can be used to inform future hiring decisions. 

[06:26] Standardized scoring system allows easy tracking in the documentation of candidate evaluations 

[09:47] Standardized scoring system  allows for efficient review of candidates

Notable Quotes

[00:03:59] “When you’re relying on intuition or gut feelings, you might be overlooking important skills or qualities that are essential for success in the position. With a standardized scoring system, you can ensure that you’re evaluating each candidate fairly and thoroughly, giving you the best chance of finding the right person for the job.” [00:04:19]

[00:04:31] “If you did not have a standardized scoring system and you showed up to an interview having a really bad day in a bad mood, whatever is going on in your life, your perception of that person could be skewed with a standardized scoring system.” [00:04:46]

[00:04:53] “ Develop a system that has a standardized scoring system so you can pass it on to other people to do it for you so that you are only left with doing a final interview.” [00:05:06]

[00:07:18] “By having clear documentation of candidate evaluations, you can ensure that you’re making hiring decisions that are fair, which can help you build trust and confidence with potential candidates.” [00:07:29]

[00:10:47] “The how it might be a little bit mind-bending the how is where non-jumpers get stuck up and they try to do it and then they’re like, nope, can’t do this. This is too annoying. Or Oh my God, I did it. And it doesn’t work because they don’t understand that it is a fluid work in progress. The first time that you do it, you are not going to get it. Okay, you’re going to fail.” [00:11:08]

Resources 

Connect with Bella

Call to Action

If you liked this episode, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping

Transcript

Welcome back to another episode of Bella in your business. My name is Bella Vasta, your host. And today we’re going to be talking about the four advantages of having a standardized interviewing scoring system. You’re not going to want to miss this episode because it’s something that is not talked about widely in our industry. But first, before we get into that last week’s episode talked about the red flags that you need to be aware of, and I got a voice message I wanted you to listen in on here it is your times that I literally cannot find the words to just explain how motivating your recent podcast was on hiring and, you know, comparing it to dating, I heard you say that once a while ago, I mean years ago, and it couldn’t be more true.

So she is, of course, talking about episode 328. As I said, it was about the six red flags that you need to be aware of during the interview process. And it wasn’t just her I also got another piece of feedback. Leah mentioned how to spot negativity was excellent, exactly what I needed to hear on how to ask those questions and maybe spot the nonteam player. She continued to say that the red flags hit home and it felt like I was talking to her because it’s one employee that has been experiencing this that she’s kind of ignored. So me talking about it really kind of brought it to her consciousness. You guys, I’m telling you about this, because I live for this feedback. Like I love it. When you guys, let me know what is hitting home for you where I’m hitting the marks. It all matters because it helps me figure out what I’m going to talk to you guys about next. And that leads us to today. And that’s exactly why we are involved in a whole hiring spree right now we’re talking a lot about hiring, we will shift in a little bit back to marketing for a little bit.

But for now, today, we’re definitely going to talk about the four advantages of having a standardized interview scoring system. And it’s probably happened to every one of you, like have you guys ever, you know, sat down to interview people and you think the interview goes well, and that they’re a fit only to find weeks later that they’re actually not, maybe they can’t show up reliably. Maybe their attitude has become an issue. Maybe they seem to under like, do not understand like your whole entire process. And I mean, let’s face it, it gets costly, right? And then you get into the conundrum of oh, well, I don’t want to, I don’t want to invest in any of my new employees until I know they’re gonna work out. If you’ve ever thought that it’s not investing in the new employee until they work out. It’s investing in your hiring process. It starts way before that. Now, can you always can you be foolproof or like 100%? Of course not. We’re all human. But there are many things that many people can do, that they’re not doing in order to get the proper person which means then you can actually invest in them and in the training. So how can you stop the cycle, the standardized interviewing scoring system, and you’ll fit, you’ll be able to really figure out you know, who’s likely to work out long term, who you definitely shouldn’t hire who will be the best culture fit. And ultimately, you’re evaluating all the candidates fairly, which you are legally obligated to do. So let’s dive in.

The first one that I want to talk to you about is that standardized scoring allows for an objection and objective comparison of the candidate and that they’re all valued equally. So it can make it more streamlined and efficient. And you can set clear criteria of what you’re looking for in a dog walker, and assign a score to each candidate based on how well they meet the criteria. It’ll take the guesswork out of the hiring process and ensure you’re objectively assessing each candidate. Not only does it save you time and effort, but it can also help you make better hiring decisions. When you’re relying on intuition or gut feelings. You might be overlooking important skills or qualities that are essential for success in the position. With a standardized scoring system, you can ensure that you’re evaluating each candidate fairly and thoroughly, giving you the best chance of finding the right person for the job. I mean, imagine that you’re just having a bad day like Alexander’s no good, terrible, horrible bad day. Maybe I’m dating myself. That was a book I used to read when I was little. It was about this kid who just had a really bad day. If you did not have a standardized scoring system, and you showed up to an interview, having a really bad day in a bad mood, whatever is going on in your life, your perception of that person could be skewed. A standardized scoring system will ensure that you’re not, or let’s up level this because I know many of my jumpers here are of the scaling mindset. Develop a system that has a standardized scoring system, so you can pass it on To other people to do it for you so that you are only left with doing a final interview. Doing this, as I said, it’s going to ensure that everyone is evaluated based on the same criteria. Therefore, it’s no guessing work or gut work.

All right, here’s the next one. It can help to identify patterns in successful candidates, which can be used to inform future hiring decisions. So with standardized scoring, you can identify patterns in the qualities and characteristics of successful candidates, which can help you make more informed hiring decisions in the future. This is definitely like, top-level, this isn’t something a lot of people do. How many times have you gone back to the scoring systems of the people you’ve hired to try to find patterns? Oh, they scored well in this area. And I know if they nailed this area, they ended up being a really good employee, or this section was a little bit iffy, but I still kind of like pushed them through because I liked them. And I negated the standardized scoring system. Interesting, right? So the interesting thing about these scoring systems is you can go back and see how accurate it was. That’s huge, and valuable, especially if you’re interviewing many people over a long period. You guys, that’s amazing. I feel like we should end the podcast there. But I’ve got two more for you.

The next one is it allows easy tracking and documentation of candidate evaluations. So you tired of sifting through piles, resumes, or piles of emails? A standardized scoring system can help. By using a digital platform to evaluate dogsledding candidates, you can easily track and document each candidate scored evaluation, making it simple to reach out visit past evaluations, and compare candidates. So not only saves time, but you also ensure that you don’t accidentally overlook a candidate that would be a great fit for your team. And the benefits don’t stop there. By having a standardized scoring place that system in place, you can easily share candidates’ evaluations with other members of your team, or even future hiring managers, I just mentioned that this process means that your hiring decisions are informed by a comprehensive evaluation process, not just one person’s opinion. Plus, by having clear documentation of candidate evaluations, you can ensure that you’re making fair hiring decisions, which can help you build trust and confidence with potential candidates. Transparency matters. You guys, I want you to think of this because I know a lot of you are very disheveled when it comes to hiring I know that, you know being you might have even gotten pinged with like you have a new application from indeed right now.

If this is you, I encourage you to check out jazz HR, jazz HR is going to be something that is going to help revolutionize the way that you hire. It has done that for hundreds of pet sitters and dog walkers since 2018. And we are very exclusive in the way that we get 50% off the middle in the highest tiered plan, the lowest plan, honestly, I’m going to tell you straight up, don’t get it, it’s a waste of money. It’s a glorified posting. But if you use JSON Jaz HR to the fullest potential, you can do things like I do all the time, where you can go through applicants, and you can rate them one through five stars. So then you can filter out all five stars and focus on them. Or you can create an evaluation sheet, whereas you’re interviewing them, you get to score them on your evaluation sheet. This is something your managers can do Jaz HR helps keep you organized and has a system that you can easily pull up past people that you have rated. So maybe you only have one open position right now. But you’ve got four people that you liked. And we’re interested in exploring more. Well, if and when that time comes, you can easily go back to that person. And if you’re one of the jumpers that I work with, where you’re looking for people that are just looking for passive income, chances are you actually can go back one or two months before you know previous and be like, hey Molly, I was wondering like, you know, you applied two months ago, I was wondering if I Your situation is still you know, available to maybe join our team, can we explore that. Now you have all of this stuff recorded and scored and, you know, evaluated essentially. So you can go in and make a quick hiring decision without having to go post another job, wait for applicants to come in, and sift through them. Go through all of the knockout questions, make sure they have a pulse, then go, gosh, you guys, it’s all about working smarter, not harder. Okay, we’re gonna jump back to the notes, because that was another little tangent.

All right, we’re gonna go to number four. And this is the last one so it allows for an efficient review of candidates as scores can easily be compared to determine which candidates should advance to the next stage of hiring. So we talked about, you know, re-looking at what They were like before, but let’s look at what they were like, compared to each other. So let’s go back to that example of maybe you want to hire one, but you’ve got four also, that looked good that you know, you might save for later, like a piece of chocolate. Any chocoholics out there understand that Anyways, um, you could, you could take all their scores because they were all scored and evaluated on the same system. And so based on those five people, you could determine which one is your front-runner. And using, I think it was example number two, the more that you do this, the more you’re going to be able to predict that if they score high in this certain area, it’s most likely that they’re going to be a long term employee for you, guys, I’m telling you exactly what you need to do. Okay, the how it might be a little bit mind-bending, the how is where non jumpers get stuck up, and they tried to do it. And then they’re like, Nope, can’t do this. This is too annoying. Or oh, my God, I did it. And it doesn’t work, because they don’t understand that it is a fluid work in progress. The first time you do it, you will not get it. Okay, you’re going to fail. I just had a jumper that finally started hiring, and she’s full of anxiety and freaking out. And guess what the hire didn’t work out? It’s no big surprise. Now, does it mean that you can’t hire them and she can never do this? No. Does it mean that she is completely disappointed? And she was really like, you know, setting her hopes that this is going to work out? And she’s feeling discouraged. Yeah, it does. But this is where greatness is built. It’s at this intersection of, do I stay down? Or do I jump back up? This is what always keeps jumping is all about this girl. I know she’s gonna keep jumping. Because I watched her. I’ve seen the determination and the grit that she has. And it is so ridiculously exciting.

So you guys, I want you to think as you’re listening to all of this, it is not okay, it is not enough for you just to keep listening, and then go on to the next podcast episode. Although I would love for you to binge on Bella, I also would love for you to leave us some reviews. And also subscribe and share it on your Facebook feed or your Instagram feed. I would love that. Because if you find this valuable, chances are your friends are going to too. But listen, getting back to my original point here. There is a difference between learning this and talking yourself out of it and attempting to do it. If you are one of those people that say I hate hiring, hiring doesn’t work. I am giving you so many ideas since January. Of all the different things that you can be doing to impressively uplevel. Your hiring. The question just comes down to whether are you going to do it. But Bella, I’m so exhausted, I’m tired. You don’t understand. I don’t have any time in the day for it. And I’m when I get home, I can’t even think straight. I do understand it. But the alternative is to stay where you are. So it’s important to start carving out time. Even if that’s 20 minutes a day. Is there something that you can replace in your day? Is there some scrolling on Tik Tok you could not do but Bella you don’t understand? That’s what helps calm me down and just zones me out. Google that is a survival response. You think it’s helping you it’s not. It’s making small steps to replace things. And you got to find the time you got to carve it out. Because this will exponentially change your life. If you never had a hiring problem, if you always had a funnel, or a system, or a button, you could press and you can make it rain, the ideal candidate for your business, you got to do the work. The jumpers that I talked about consistently that have this figured out have done the work. And then they did the work again. And then they did the work again. And then they did the work again. Because it’s a fluid process. That doesn’t work the first time. Don’t get discouraged. Always keep jumping.

I think we’re gonna leave us there for today. Our next episode is going to be fun. We’re going to talk about three ways to delight your clients through social media. And so we are going to take a little bit of a break from the hiring trend we’ve been on and take a little bit of a shift of focus. Spoiler alert, better marketing with bellow we’ll be opening up in about a month. And that’ll be for the second semester. So I want you to kind of start, you know, thinking what do you have planned for March? Do you have all of your social media content plans? Because the date of this episode is March 2. So do you have everything planned out? Are you a Mom, do you have kids on spring break? Because it’s only gonna get crazier, right? If you’re a pet sitter, maybe you don’t have kids on supper. And break, but your A petsitter spring break is happening in March and in April depending on where you are in the country. There is St. Patrick’s Day. There’s April Fool’s Day, coming up in April as well as Easter and all that other stuff. I mean, we are in the swing of things. How much of your content has planned how much your content is I’m just going to throw something up and hope it works. And then you come back again, just like hiring a new site. It doesn’t work. I’m going to be talking a lot about the success of better marketing Bella, I’m going to be showing you people like Zen Petcare which has an 800 increase in reach because they’ve been using better marketing with Bella. I could keep going, I’m not gonna keep going. I just said I was going to end the show. And I’m going to do just that. And I’m going to end it how I always do, guys, I know that running a business is not easy. I have a few of them. So I understand. But it is doable. And all of your wildest dreams can come true. Just get out of your way. And always keep jumping. See you next week. Bye now

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red flags

Episode 328: Interview Warning Signs: 6 Red Flags to Watch Out for During the Hiring Process

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Just like dating, hiring can be a beautiful thing. You fall in love, get married and have children. For a while there’s nothing but bliss in your marriage — then it all falls apart. You’re devastated and heartbroken over the loss of something so great. But what if there was a way to avoid all of that devastation? The problem is, most people don’t pay attention to the red flags until they’ve already lost everything. 
In this latest episode of Bella In Your Business: Pet Industry Business Podcast, we take a closer look at six key red flags that should be on your radar during the hiring process. This episode provides useful insights and a new perspective on the hiring process, whether you’re a seasoned HR expert or a job seeker searching for your next career move. By tuning in, you’ll gain valuable advice on how to identify red flags and avoid costly mistakes in the hiring process. Enjoy!

Topics Discussed and Key Points

  • The six red flags 
  • Red flags that you see in real life also happen when hiring 
  • The hiring process and marketing are just like the dating process
  • It’s important to hire employees who are dedicated, knowledgeable and passionate. 
  • What have we normalized that we shouldn’t have? 
  • Why it is important to be professional during the interviewing process

Timestamps 

[00:04] Introducing today’s topic

[03:30] Why hiring  process and marketing  are like a dating process

[03:24] The six red flags

[07:31] Lack of preparation 

[10:26] Poor communication skills

[13:13] A negative attitude 

[15:03] Dishonesty

[16:41] Lack of enthusiasm 

[17:58] Inappropriate behavior 

[19:33] Recap

Notable Quotes

[00:03:29] “Not only is hiring the wrong person going to hurt your company culture, the person would basically be a bad apple, but it’ll also cost you money and put them through hours of onboarding and training that you’ll have to do.” [00:03:49]

[00:04:20] “If you pick the right people, you should be happy to train them because you’re investing in your biggest asset, which is your personnel.” [00:04:30]

[00:04:57] “When you’re dating, you’re looking for someone who shares your values, your interests and your vision for the future. Right? You want someone who’s going to make you feel comfortable, who you can trust, and who you can see building a life with. This is a.k.a building your business with. When you’re interviewing a candidate for the job, you’re looking for many of the same things.” [00:05:18]

[00:07:33] “If an interviewee has not taken the time to research the company or the role, it might be a sign that they’re not fully committed to the position.” [00:07:40]

[00:17:47] “You want someone enthusiastic about the job just like you want someone enthusiastic to take you out on a date.” [00:17:54]

Resources 

Connect with Bella

Call to Action

Kindly consider leaving a five-star rating and writing a review for us on iTunes as it helps to expand and enhance our community. Your feedback can assist other listeners who may also benefit from our content. Additionally, don’t forget to subscribe as it will greatly support us. If you find our podcast helpful and know someone who could benefit from it, please share it with them. This gesture will be greatly appreciated and will help us reach a wider audience. Always remember when life gets down, always keep jumping.

Transcript

Welcome back to another episode of Bella in your business. My name is Bella vasta. And today we’re going to talk all about red flags. Yes, sir, really, those red flags that you might see in real life also happen when hiring, we are on a big hiring, stretch of topics. Last time, we talked all about benefits, and you guys seem to really like that, I got a lot of feedback saying that you hadn’t thought about the benefits that you could offer. And realize now that you know, in this day and age, you do need to be addressing what kind of benefits there are to working for your company. And also, it does seem that we were able to, you know, kind of get you thinking that benefits do not need to sound like a really big expensive benefit package that you might get at a big corporation and that you too as a small business owner do have benefits. And you do need to market them to attract new people. So if you guys did not hear our last episode, go ahead and go back to that episode. And I also want, to ask you, I haven’t asked, I’m giving you all this information. And this is a teaching podcast. But I would love for you to hit subscribe, please hit subscribe, it would help us tremendously. And if you like what you hear and you feel like it might help people that you know, maybe your local networking pet sitting or dog walking group, maybe a local group that you have online, you’re part of a Facebook group, I would love it, if you would share the episode in there, I would be eternally grateful. And that would be the biggest thing that you could do to say thank you if you are enjoying these episodes, so do not forget to like and subscribe to the episodes.

Now today is going to be fun. Because if you have been on this journey with me or if you have already known me, you’re not just getting to know me, you know that I consider the hiring process, much like the dating process. And because it is. But it also is marketing, which is why in better marketing with Bella, the doors are gonna be opening in about a month. So I’ve been waiting to get in there. Good news. It’s, it’s coming soon. So stay tuned. But, you know, even in better marketing with Bella, it’s why, you know, most people think of marketing as marketing for clients. But marketing is also marketing for employees, right? It’s how are we attracting them. And so nothing different than a bumble Tinder match.com hinge profile, or just good old fashioned being out at the bar, or, you know, out at coffee or somewhere where you meet somebody, you want to, like put your best foot forward, right? You want to appear attractive in all the ways that that word can be used. And, while we’re doing that, we also need to be aware. And while we’re being aware, we need to know what what what flags to look for.

So like, Have you ever been on an interview, and you’re just not sure if they’re the right person for the job? But you’re so desperate and you didn’t really have many other qualified applicants, that you just decided to take a chance. That’s like the worst thing you could do. Because what happens is, then you’re in the Facebook groups complaining and saying that hiring doesn’t work. Because really, the system was broken, you didn’t see the red flags, you hired the wrong person. And we just need to tweak it. Like, that’s all you got to do. You got to make sure you have a ton of applicants. And then you need to know what you’re looking for. So I want you to reframe your thoughts on this today, not only is hiring the wrong person going to hurt your company culture, which we also talked about a few episodes ago, by the person would be a bad apple. But it will also cost you money and put them through hours of onboarding and training that you’ll have to do. And that’s another objection I hear too. They go oh, well, Bella, I’m gonna wait to make sure that they work out 30 or 60 days, and then I’ll invest in pet care team training or whatever other training you guys do that, you know, cost money. And I’m like, wait a minute. So what you’re saying is to prove yourself to me. I don’t believe in you yet. And you have to be a show circus monkey proving yourself to me. Yeah, training does cost money. That is a fact of running a business. Guess what, it’s also an expense, which is good. And if you pick the right people, you should be happy to train them because you’re investing in your biggest asset, which is your personnel. So I want you I want you to think about you know, this whole thing is dating. They don’t open the door red flag. They don’t ask you about yourself a red flag. They don’t react nicely to you disagreeing with them or saying no red flag. Well, it’s like literally the same thing in interviewing, interviewing is dating. And the likability process throughout is double-sided. And it’s marketing like I was saying.

So think about it. Like when you’re dating. You’re looking for someone who shares your values, your interests, and your vision for the future, right? You want someone who’s going to make you feel comfortable, who you can trust, and who you can see building a life with. This is aka building your business. When you’re interviewing a candidate for the job, you’re looking for many of the same things you want someone who shares your company’s values, who has the skills and the experience that you need, and who you can see yourself working with long term who you’re you’re proud to give them a t-shirt with your logo, which represents your blood, sweat, and tears, and be like, Go represent me, you want someone who’s going to fit in with your team, and who’s going to be reliable and trustworthy, and who you can see yourself bit building a business with. And just like dating, the interview process can be nerve-wracking and depressing even, if you want to make a good impression on the candidate, just like you want to make a good impression on a potential partner. You might worry about saying the wrong thing, or whether or not they like you. But just like dating, it’s important to take the time to get to know the person you’re interviewing. That’s the biggest mistake I see. So many business owners making. They just like after the first date, they’re like, Okay, great, fill out this application, let’s get married. It’s like what? You know nothing about this person. So if you’re one of those people that you know, ask them a couple of questions and have them fill out an application, talk to them on the phone, trust your gut, and hire him, I got news for you to listen up. That’s not a successful way to do it. Your gut is not scalable, just like dating, you know, if something feels off about the candidate, and you don’t feel like they’re a good fit, it’s okay to say no. Just like you wouldn’t want to date someone who doesn’t like you know, feel good. You don’t want to hire someone who doesn’t feel good. But feeling good we’re going to quantify. In our next episode, we’re going to talk about standardized scoring systems and how you can translate your gut into scientific numbers that someone else can interview and hire as if they were you because we’re going to break it down that way. So all right, I think we’ve established that interviewing and hiring are the same things.

Let’s get into the Six Flags, the Six Flags sorry, the red flags. The first one, the first red flag that I want you to be aware of, is lack of preparation. If an interviewee has not taken the time to research the company or the role, it might be a sign that they’re not fully committed to the position. Something that I always do in all of my interview processes is give them the like, the last line of the initial email is, and here’s our website, and you can find our socials through there, feel free to check us out and learn more. That person if they want to impress us and become a part of our company. They’re going to do their due diligence. They’re going to learn about our company. Okay? So when the like here’s, here’s another example, as the interview II arrives at the office a few minutes before the scheduled interview time. They look slightly disheveled and frazzled, as they enter the room and this could also be on Zoom they glanced around nervously taking in the decor and pet-related items on display. When you greet them, you ask them how they’re doing. They respond with a good before like nervously fidgeting in their seat. All of a sudden, you feel this nervous energy right? As you begin to ask them questions about their experience and qualifications. The interviewee appeals to struggle to find the right words, they’re stumbling over their answers giving vague, nonspecific responses. When you ask them about their knowledge of your company and its services. They seem confused and struggled to recall the information you sent them in the email. Maybe they recite back some generic stuff that like you know, any dog-walking company would qualify for it. It becomes clear that the interviewee has not done any research on your company or the role they’re interviewing for. They’re not able to provide specific examples of their experience or how it relates to the job, and they seem to lack a clear understanding of the company’s mission. As the interview progresses, the interviewee becomes more and more flustered, making it difficult to assess the qualifications and suitability for the position. Now some of you would see this and be like, Oh, they’re just nervous, all given the benefit of the doubt. Oh, I need somebody so we’re just going to pretend we don’t care. What goes through my head is like I’m hiding my head in my hands, in my you know, in my thoughts, not in front of them. And I’m thinking oh my gosh, I could never picture this person in front of one of my clients. Overall, the interviewees lack preparation and as is evident in their demeanor and their inability Need to answer questions clearly and concisely. It suggests that they’re not fully committed to the position, and they’re just looking for a job. As a pet-sitting and dog-walking business owner, it’s important to hire employees who are dedicated, knowledgeable, and passionate. I don’t need to tell you that. But I am I’m going to read I’m going to state the obvious here.

Another red flag. So that one was all about, you know, lack of preparation, they had no idea what your company was about. Another one is poor communication skills. If they have difficulty expressing themselves clearly or struggled to answer questions, it might be a sign that they’re not the best fit for the role. So maybe they arrive on time they introduce themselves, you notice that they speak softly, or like really quickly, and it’s just really difficult to catch their name. As the interview progresses, you ask them a series of questions about their experiences and qualifications, but they struggle to provide clear and concise answers. They like kind of unsure of themselves, and there’s no beginning, middle, or end to their stories. They appear nervous and unsure of themselves. They pause a lot to collect their thoughts before answering. I once had a person that would like to look up into the sky every single time. And I almost felt like that scene. I think this scene is from Mary Poppins where they’re like I’m Excuse me, sir, what are you looking at? And it was just it was uncomfortable.

When you ask them to describe their prior experience with Petcare, they give you long and convoluted responses filled with technical jargon and maybe like, you know, terms that you’re not familiar with, because they’re trying to appear like they know more than they do, is the interview continues, you notice that the interviewee struggles to maintain eye contact, they fidget in their seat, perhaps indicating a lack of confidence or discomfort. They frequently interrupt themselves mid-sentence struggling to express their thoughts clearly and coherently. There are not periods that end their thoughts. It just kind of trails off, or they switch topics. despite your best efforts to guide the conversation and ask follow-up questions. The interviewee seems to struggle to articulate their ideas and experience in a way that’s clear to understand their responses might be vague and meandering, making it difficult to assess their qualifications or suitability.

All of these things are definitely like poor communication skills. And let’s face it, you know, as pet sitting and dog walking business owners, we any business owner, we’re selling trust, peace of mind, and security. We want them to trust us, they’re giving us the key to their home, or code these days. So, you know, one, or all of these might be there. But you know, so far, the red flags we’re talking about is the lack of preparation, if they haven’t prepared, especially when you told them to, or poor communication skills, you know, and this is where our next episode of the standardized scoring system is going to help us because just because you’re not excellent communicator, doesn’t necessarily mean that you can’t, you know, help them or train them. But there’s a certain level of communication where it’s just lost. It’s a goner.

The next one is a negative attitude. And this isn’t always, you know, obvious. I love listening to how people tell their experience of things, and what kind of spin they put on it start listening, especially even to the people in your life. This works great with dating too, as you know, I am a single mom and I do date, no surprise, but um, this works in interviewing. And it’s like, are they like, you know, blaming other people all the time? Here’s an example because I wrote an example. So let me just read you my example. When you ask them why they’re interested in the position, they respond with, like a shrug, are they saying, well, I need a job and, you know, dog walking seems pretty easy and you know, just kind of wandering easy gig. They seem kind of unimpressed by your company service. And they’re critical of the industry as a whole complaining about pet owners and their unrealistic expectations. As the interview continues, you notice that the interviewee seems focused on the negative aspects of their prior job experiences, complaining about their previous boss and co-workers and expressing dissatisfaction with their pay in hours. There seems to be a lack of sense of personal responsibility, blaming others for the lack of advancement and success. My favorite way to uncover this is by asking them what was the best and worst thing about their last job. And then you ask it about the second to last job and the third the last job and you’ll start to see a pattern mostly a positive one and a negative one. It was always someone else’s fault. Or maybe you’ll just see a good articulated you know what I moved up for advancement. It’s so telling when you talk to people about that. But I want you to think about the negative attitude because I had to be read for lag.

Another one that’s kind of similar but different is dishonest. If an interviewee is caught in a lie or evasive, so sometimes it’s not always a lie, but it’s being evasive. When asked certain questions, it might be a sign that they’re not trustworthy. So during the back-and-forth communication before the in-person interview, the interviewee makes several claims about their qualifications and experience that seem exaggerated or unlikely. For example, they claim to have experience working with a wide range of dog breeds, but when you ask for specific examples, they’re unable to provide any specific examples. As the interview process continues, you notice that the interviewee is evasive would ask certain questions or provides vague and ambiguous responses that make it difficult to get a sense of their abilities. They’re like they generalize things they seem to be hiding something in their response, and lack of level of detail or specific specificity. I can say that word you would expect from a qualified candidate. When you ask for references, the interviewee is hesitant to provide them or claims that their prior employees are difficult to get in touch with or they’ve lost contact with them. When you do manage to contact one of them. You discover the interviewee has lied about their job title or, or responsibilities, exaggerating their role in the organization or claiming they had experienced they did not have. These are all things to check for how honest are they. Because you know, we go into this thinking that whatever they put, you know down in writing is gold. And that’s not always the case, it’s important for us to do our due diligence.

Number five is a lack of enthusiasm. This is our second to last flag. The interviewee seems disinterested or apathetic about the role or company, it may be a sign that they’re not motivated to succeed in the position, you want them to be enthusiastic, you want them to be excited, and this often is shown by how fast they reply to you. So sometimes, you know, it might show up in different ways. You know, like, obviously, like I just said their responses or they just might not seem interested in talking to you or like, excited to like a book that Zoom call like for your interview, you can tell just like how quickly they get back to you. I mean, all of us, if we want to know and hear from someone, can flag emails, phone calls, text messages, so that they always appear on our notifications, and we get right back to people, right? If they’re taking days to get back to you, hopefully, you’re telling them to get back within 24 hours or they’re disqualified. That’s besides the point. And that means that you also should do that, by the way. But you know, you can tell if someone’s enthusiastic about the job or not, you want someone enthusiastic about the job, just like you want someone enthusiastic to take you out on a date. And I’m gonna keep saying that.

And the last one is inappropriate behavior. Well, Doug Bella, right, but sometimes one of my operations managers, she said this quote the other day that I loved, and she said, what have we normalized that we shouldn’t have? Oh, so good, right? That was Jen, Jennifer. Jennifer said, what have we normalized that we shouldn’t have? And I think, you know, we do put up with inappropriate behavior. We don’t That sounds kind of like, what No, I don’t. But if you really think about it, I think we do. I think we give people too many chances. Sometimes it goes back to that saying when someone shows you who they are, believe them. And it could look like a lot of different ways, you know, they might be rude or dismissive to you or your staff. They might, you know, like, not engage with you. You know, sometimes nerves or anxiety might make people act a different way. But, you know, inappropriate, you know, it just would be like them interviewing you or them just like talking about the money of it all the time maybe, or, you know, maybe flirting with you. There are so many ways that things could go off-script and inappropriate. And you need to maintain professionalism. I know sometimes, you know, you want to be friends with the people you work with. But the interview process is not the time for that. It’s really important for both sides to uphold that professionalism, and keep appropriate behavior.

So let’s just recap real quick, the different flags red flags, lack of preparation, poor communication, a negative attitude, dishonesty, lack of enthusiasm, and inappropriate behavior. These are all things that we can talk about in our next interview or next episode. Next week.When we talk about standardized systems. You’re not going to want to miss that because I don’t think it’s something that a lot of people I have my jumpers who are scaling their companies who are just involved in the very final interview stage, have done this. And this is why they’ve been able to take themselves out of the interview process because they have standardized it. After all, they have come up with scoring systems after they’ve determined what their phases are. During this whole process, most people, I would say, eight out of 10 small business owners out there are not doing the hiring as well as they could be because they’re missing out on all of these little things. And that’s why I’ve dedicated 2023 To really diving into a lot of hiring. Now, you guys again, I just want to say thank you for listening, I want to encourage you to share this episode, or, and subscribe to it. And when life gets you down, always keep jumping. When you keep jumping, you keep the momentum going. You never get stuck in the rut or the mud. And you never know you don’t stay down often because you keep that momentum going. You’re jumping, jumping, jumping, you’re not getting stuck in the mud. I cannot stress that enough. That’s why I say all the time when life gets down, always keep jumping by now

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benefits

Episode 327: Candidate Magnet: How to Attract the Best Job Candidates with the Top 5 Benefits They Want

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benefits

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We all love to hear this kind of news — “Congratulations on your new job” or “You got the promotion – Isn’t that great?” However, these kinds of things take time and are more than just executive decisions. There are several things that attract top talent and retain them long-term. One of them is offering employee benefits that not only help to create a work environment where they want to stay but also deliver tangible benefits to keep them happy and productive.

Greetings and a warm welcome to Bella In Your Business: Pet Industry Business Podcast. In today’s episode, we talk about the top five most valuable benefits that can help companies attract and retain the best job candidates in the highly competitive job market of today. During the episode, we go over nine ideas for employee benefit packages that can be offered to employees, such as health insurance, flexible schedules, retirement savings plans, and more. You simply can’t afford to miss this episode, particularly if you’re aiming to hire and retain top-performing employees.

Let’s get started!

Topics Discussed and Key Points

  • Top five benefits that attract and retain top job candidates
  • 9 Ideas to add to the employee benefit package
  • Benefits help with satisfaction and retention. 
  • Paid vacation, sick leave, and personal days can greatly incentivize potential job candidates. 
  • Employees’ pet care discounts

Timestamps 

[00:47] Introducing today’s show

[02:34] Health insurance

[03:24] Retirement savings plan

[04:07] Flexibility

[05:13] Professional development opportunities

[06:19] Paid time off

[07:17] Pet-friendly policies

[07:48] Wellness amenities 

[08:56] Generous paternal policies

[09:17] Employee discounts and perks

[09:37] Recap

Notable Quotes

[00:01:15] “The fact of the matter is, with this type of climate, this hiring climate, people are looking for benefits. They’re looking at the employee market right now and they’re looking for places where they can belong.” [00:01:28]

[00:01:28] “Just because you started this from your own blood, sweat, and tears years ago, it does not mean you cannot offer benefits.” [00:01:36]

 [00:02:22] “If you have a mix of traditional and innovative perks, you can really create a culture that values and supports your employees.” [00:02:31]

[00:04:14] “Many job candidates value having a flexible schedule or the option to work remotely, and it could allow for a better work-life balance and the ability to manage personal responsibilities.” [00:04:25]

[00:06:30] “Paid vacation, sick leave, and personal days can be a huge incentive for potential job candidates. Having the opportunity to take some time off or recharge can improve their overall well-being or job satisfaction.” [00:06:41]

Resources 

Access Destination Hire

Connect with Bella

Call to Action

If you liked this episode, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other jumpers just like you into the community. Always remember when life gets down, always keep jumping

Transcript

Welcome to another episode of Bella in your business. What is going on you guys, it is February 16. And we are here still talking about hiring. In fact, the destination hiring group has been popping off the past two weeks. And we’re kind of coming to a close on that. So I hope you didn’t miss out. But if you did, you can still join, all you got to do is go to jump consulting dotnet forward slash destination higher plug in the code 20 Bella, to get $20 off, it was only $27 You can get a 21-page download with all kinds of free templates, that alone is worth it. And what you can do is you can just reread everything the group is closing this weekend. So there is still time if you act now. Anyways, we’re gonna get into it.

Today we are going to talk all about the top five benefits that can attach, attract and retain top candidates. And you guys here’s the thing, I want you to realize that I know we’re all small businesses, and most of us just started from nothing. And I think a lot of times we have this thought process in our head of oh my gosh, we definitely cannot afford benefits, we cannot say we have benefits because I’m just a small mom-and-pop business. And you know, I’m not a big corporation, and I don’t have all the money for that. And I’m just trying to stay afloat. But the fact of the matter is, is that with this type of climate, this hiring climate, people are looking for benefits. They’re looking, it’s an employee market right now. And they’re looking for places where they can be long. And just because you are, you know, you started this from your own blood, sweat, and tears years ago, it does not mean that you cannot offer benefits. And today, I’m here to give you a whole bunch of ideas, let’s see nine to be exact, that you can kind of think of to add to a quote-unquote, employee benefits package. All of these might not be right for you. In fact, they probably aren’t. But I do want you to consider these. And perhaps you can add this to your company, therefore adding happiness to your employees and more bragging rights to your hiring ads. So without further ado, let’s get going. I literally have a coaching call coming up in 10 minutes. So this is not going to be a long podcast episode, you’re gonna be able to get in and get it and get out.

So we talked about why it’s important to attract them. But you know, these benefits help with satisfaction and retention. And, you know, if you have a mix of traditional and innovative perks, you can really create a culture that values and supports your employees. So the very first one and the most obvious one that everybody thinks of is health insurance. Now, yes, it is a pain in the butt to like get, but there are insurance plans out there that you actually could afford to have. And so high quality health insurance is often at the top of many job seekers’ lists. And obviously, it’s important for you to have coverage for yourself and your family. But what I would do is I would talk to an insurance broker, and I would find out what opportunities they might have and what the price points are before you go and say that’s not for me, or that’s going to be too expensive. I want you to consider how much does it really cost? And what kind of benefits can you get? Because you might be surprised. So don’t discredit things just because of your own fears. All right, jumpers, we don’t do that. We make decisions. And we make decisions based on facts.

The second one is a retirement savings plan. Having a retirement savings plan such as a 401 K, or pension plan can provide financial security for the future, and help you plan for retirement. Now with this, this definitely means that again, you can maybe match some of it or all of it or whatever you want. All of the things that we’re talking about today are complete expenses for your business. So this will help reduce your income, which is a good thing. So I mean, if you were sitting pretty fat, and happy at the end of 2022, and you had some profits to play with, this is definitely an opportunity, this whole podcast, all these ideas are things that I want you to think about.

The other thing is flexibility. And this might sound like really, you know, abstract, and it kind of is so you’d have to define it. But many job candidates value the ability to have a flexible schedule or the option to work remotely. And it can allow for a better work-life balance and the ability to manage personal responsibilities. So we all know that dog walking is pretty much in the middle of the day or the middle of the day in the morning. And that petsitting is morning, afternoon, and evening. But what happens in those in-between slots, if you have it organized that way, which is the way that I recommend you do it? You typically have a flexible schedule because it’s not typical like bank hours where you clock in at eight and clock out at five with an hour lunch break. They’re not chained to your location. They’re able to be running around and not traditional not like sitting in an office. And that’s kind of cool. and your shifts are also, you know, staggered, right? So let’s, let’s leverage that. So so far we’ve got health insurance and retirement saving plans. And then we’ve got flexibility.

The next one, number four is professional development opportunities. Many job seekers are looking for companies that offer training and development opportunities such as mentorship programs or learning further, these employees can grow and advance their careers. And so things like adding pet care team training, nudge nudge, wink, wink, I’m also the co founder. But it’s a program where you can train your employees in under two hours, in an exciting way, with a checklist, and you get so many bonuses like quarterly blueprints for your team meetings and monthly training reminders that you can pass on to them. But they can potentially get two certifications. One is for pet sitting and dog walking. And the other one is for pet First Aid CPR. I mean, they own that now, you can’t take them, that away from them. That is their knowledge. And that is pretty cool, especially for someone who’s going to vet tech school or maybe wants to become a veterinarian, or work with animals just in general. All right. And so when you can say, you know, we certify you, that is, that is a perk.

Alright, paid time off. So I want you to think about this. A lot of states actually require you to do this. But we don’t really actually talk about it, right? So paid vacation sick leave personal days can be a huge incentive. For potential job candidates, having the opportunity to take some time off and recharge can improve their overall well-being or job satisfaction. Or maybe they don’t come to work when they’re having a bad day, and they need a mental health day, or they don’t feel well. And you know, rather than do a crappy job, they know that they’re not going to miss out on pay because they can stay home instead of working. And so if you are required to do this in your state, then you should definitely be also talking about this. But if you’re not you should consider maybe you know, for every I don’t know, every quarter you earn one day off, and you can define one day is six hours or six visits or however you might want.

The next one is pet-friendly policies. So obviously, for the ones that have pets, that basically means you could give them discounts on their own pet care. So when they’re doing pet care, they can or I’m sorry, when they’re away, maybe you give them pet care either completely for free, and you pick up the tab, or maybe you only charge them what your costs are. So labor plus maybe expenses. And that also could be a really good part too, for someone who might travel a lot or find themselves needing a pet sitter themselves.

Wellness amenities, this is something that, again, this is kind of a little bit like creative, but you know, if you’re a networker or you chat with your, you know, local health spots, if you will, there’s a possibility that they might be able to offer you a gym membership for a reduced cost. And especially as a dog walker or pet sitter, it is kind of important to keep up with your physicality, right, and to stay in shape or to stay moving so that you can, you know, do the demands of the job. And so it could be a gym, a yoga class, maybe even meditation center sessions, maybe you pay for the calm app, you know, and it’s just some silly little park, or you pay for Pandora, or Sirius X Lite, or Spotify, because they’re walking around and driving around so much. These are interesting perks that show that you’re trying to take care of your peeps. And that can come in any form that you desire. But just think about it guys think about it. Generous paternal leave policies. So sometimes people are going to start a family. And I know that that is a difficulty for us. But you know, just saying that you have a paternal leave policy, which by the way we can’t discriminate against so we have to ELP could also be a really good talking point. And then employee discounts in parks. Again,
I kind of mentioned it a little bit. But it’s just kind of a way the difference of how you phrase it that could simply be giving them you know, free or reduced pet care services. And that’s all the things that you can do.

So just to recap here, we’ve got health insurance, a retirement savings plan, flexibility, professional development, paid time off pet-friendly policies, wellness amenities, generous paternal leaves, and employee discounts and perks. You guys I told you this be a quick episode. We’re going to be back again next. Next week talk about six warning signs to watch out for during the hiring process like red flags, red flags, that’s all we’re gonna be talking about is red flags. You’re not gonna want to miss that.

We will be back next week on the 23rd. But until then, I hope you all had a very wonderful Valentine’s Day. And thanks for listening to the podcast. Always keep jumping and come join us. Like if all you’re doing is sitting on the sidelines right now, and you’re just listening to the podcast, you are not getting the full potential of jump consulting and how we can support you. So join the mastermind jumpconsulting.net/mastermind or jump on a 20-minute call with me just go to the website jumpconsiulting.net/20 And you can get a free coaching call with me. It’s a coaching call. That’s all it is. It’s not a sales call. I promise. I get way too excited helping you to even try to talk sales. But I hope to connect with you please come out of the airspace where we’re sharing this time and reach out and let’s connect I want to connect with you. You guys. I hope you have a wonderful day and remember when life gets down always keep jumping.

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workplace culture

Episode 326: Culture Club: How to Attract Top Talent with a Winning Workplace Culture

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workplace culture

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In today’s fast-paced business world, companies are constantly looking for ways to stay ahead of the competition and attract the best and brightest talent. However, many people today ignore the power of creating a winning workplace culture as a key component of attracting top talent. A strong workplace culture not only attracts top talent, but it also increases employee engagement, productivity, and overall business success. In this episode, we will explore the importance of workplace culture and the strategies that companies can use to create a culture that attracts and retains top talent. So sit back, relax, and let’s dive into the world of attracting top talent with a winning workplace culture.

Topics Discussed and Key Points

  • What is a destination hire group?
  • How to attract top talent with a winning workplace culture 
  • Why it’s important to include company values in hiring and onboarding 
  • A strong company culture is built on a sense of community and belonging 
  • The four blueprints of team meetings
  • How to encourage a sense of belonging and community 
  • Work-Life Balance 
  • Why open communication is essential for building trust and a collaborative work environment 
  • It is an employee’s world right now

Biggest Takeaways

[00:02] Introducing today’s show

[01:08] Destination Hire Group

[04:45] The importance of building a successful workplace culture for any business

[04:57] Company values and what they should communicate

[08:16] Attracting top talent

[12:34] Emphasizing work-life balance

[15:35] Encouraging open communication

[17:38] Recognizing employee’s good work

Notable Quotes

[00:00:16] “You can be in the camp where you can say there’s no one to hire or no one’s going to do it as well as I am, or people don’t stay with me long or there are so many things that we could say. But the one thing that we can control within the whole entire hiring gauntlet is our own mindset.” [00:00:35]

[00:04:45] “Building a company culture that people want to be a part of, it’s a very important aspect of creating a successful and sustainable business.” [00:04:54]

 [00:05:00] “Your company values should reflect your beliefs and behaviors that are most important to your organization. These values should be clearly communicated to your employees and incorporated into every aspect of your business, from hiring to onboarding to decision-making day-to-day interactions.” [00:05:20]

 [00:08:17] “If you foster a sense of community, it’s going to really attract people. People want to belong. Maslow’s hierarchy of Needs is like we want to belong.” [00:08:28]

 [00:12:36] “You might be a glorified workaholic. You might work from 6 a.m. until 10 p.m. at night, but if you expect your employees to do that, that’s not going to be good. So you really want to emphasize a work-life balance.” [00:12:50]

 [00:14:44] “People do not want to be slaves. They don’t. You might be a slave to your business, but they can’t be.” [00:14:51] [00:15:11] “Sometimes when we’re workaholics it’s because we’re running from something in our life or we’re in survival mode and we’re afraid. And a scarcity mindset. We’re afraid we’re not going to ever have enough. And we need to stay busy. And if we don’t stay busy and we slow down and stop, something is going to eat us and we will die.” [00:15:29]

Resources 

Connect with Bella

Call to Action

If you liked this episode about workplace culture, please head on over to iTunes and leave a five-star rating and review. Every single review helps get this community bigger, stronger, and better. It gets other Jumpers just like you into the community. Always remember when life gets down, always keep jumping

Transcript

Welcome to another episode of Bella in your business, we are going to continue the hiring conversation. You’re gonna hear a lot about that this year because I am determined to help elevate this industry this year on hiring.
You know, you can be in the camp where you can say there’s no one to hire, or no one’s going to do it as well as I am. Or people don’t stay with me long. Or, or or or there are so many things that we could say. But the one thing that we can control within the whole entire hiring gauntlet is our mindset. And that’s why I’m going to be pouring into you constantly this year. And while I’m dedicated to it, it’s why right now we’ve got a group called destination hire, because you should be the destination that people keep coming back to wondering, are they going to hire me? Do they email me back? Do I get an interview, you should be the destination. That’s why I call it a destination hire. And if you’re missing out, or you don’t know what I’m talking about, this is a two week group. It started on Monday. And every single day I post a minimum of two teaching posts, they’re packed full of value.

And one nicely edited. If I do say myself video, where again, I’m teaching but there it’s exciting. It’s not just a boring talking head. I mean, boring. With me, that doesn’t mix anyways. But if you want to join it, go to a jump consulting dot net forward slash destination hire, the group is only $47. And you get a 20-page PDF full of stuff like job descriptions, training schedules, text messages, questions to ask, job offer letters, job rejection letters, and all kinds of stuff. So I think that, uh, I know that you would benefit from being in that group. And it is super cheap. We have it super cheap because I’m not looking to make money off of it. What? Yeah, no, I’m not, I mean it when I say that I want to help everybody as much as I can. So because of our sponsors, pet care team training, where you can train your staff on video in under two hours.


And get pet sitting and dog walking certification. And because of our other sponsor, Jaz HR, where you can create a job posting on multiple boards, like 15, plus boards, and then also have an incredible hiring process like an interview and onboarding training process. And then also, of course, the jump mastermind, which we talked about here. Because of those sponsors, we’re able to make it such a low price for everybody and make it affordable. So like anybody can access it, right? Because access is key. And then the education and what you do with the implementation, the cost is really just to carry the admin costs, like the guy who edited those videos, or my team who goes and uploads the content, or the emails and all that other stuff that goes into it. Anyhow, we’re gonna get into it today. Last week, if you didn’t listen, we talked about the retention revolution, and how to decrease high turnover rates. And we talked about a bunch of different ways that you can do that. We’re going to continue on to that. And we’re going to talk about how to attract top talent with a winning workplace culture. Now, I know this is like really hard because a lot of us I mean, we all most of the majority of the listeners, all of you have started this business from your blood, sweat, and tears, it started from that very first walk that very first client. And sometimes it’s really hard to get out of our heads and think like we what, what is our workplace culture?


And what are we looking for? So hopefully today, I’ll be able to jog your memory a little bit and into Bella fashion. I’m going to go through my notes here that I have for you. And hopefully, keep this on between like 13 to 20 minutes or so it depending on how many tangents I go on. So let’s get started. So building a go, actually, no, let’s not get started. Have you hit the subscribe button? Have you hit the subscribe button, I would be so grateful if you did. And I also would be so grateful that if anything in this episode struck you or any other episodes, you just hit that share button on Facebook, or your Instagram story, or wherever else you do it. Maybe you’re in a petsitting Facebook group and you’ve found it to be valuable. I do try to make this worth your time and give you valuable information that you can actually go out there and use and as you heard in our last episode. You know, people do go out and implement it and guess what it works. Okay, for real, we’re gonna get going now. So building a workplace culture that people want to be a part of. It’s a very important aspect of creating a successful and sustainable business. And so, the first thing I want you to kind of think about is what do you value. What’s the most important to you?


Does your workplace culture values should reflect your beliefs and behaviors that are most important to your organization, these values should be communicated to your employees and incorporated into every aspect of your business, from hiring, to onboarding, to decision-making day-to-day interactions. And this is something that, you know, even in-destination hire, or when I do intensives, and we build out people’s hiring programs, that’s really where we start. Because that’s what’s going to make you different and attractable versus all the other people that are out there, it’s gonna be what makes you stand out, and what keeps people with you. So not just attract them, but also retain them. So one way to incorporate your company values into hiring and onboarding is to make sure that they are communicated. Now, I used to work for the Marriott when I was in college, it was the worst job ever. It was PBX, which was basically Thank you for calling McDowell Mountain Ranch man, like, how can I help you? Yes, Hold, please. Like, you know, It’d be my pleasure to connect with you. It was terrible. Like I didn’t even have a window in this office. But one of the things that Mary it made us do is we had to carry around this like business card size, with like all of their values. And at any moment, upper management could be like, what’s value number three, it was so cheesy. So don’t do that.


But you want to make sure they’re communicated. And a good way to just start that off the bat is in your interviews. So during the hiring process, it can be like, you can include information about your values in the job description, you can do it on your company website, you can do it by discussing it in the interviews, and can ask candidates questions that relate to your values, to get a sense of where they line up with your company culture. Again, this is so important. And it’s what I do, it’s one of the very first things that we do with every company because you want to say, Oh, everybody has the same questions. And maybe you do use them, but you use them in different ways to find out different things. It’s like, we’re trying to get to the root of something that you value. Once a candidate’s been hired, it’s important to continue to emphasize the importance of your company values during the onboarding process. So there are ways to build this in and I want to like, like, tap you guys and be like, Are you conscious of this? Are you actively putting this into your onboarding procedures? Think about it. Because if you’re not, it’s going to turn into a situation where it will. Well, we told them, This is what we do. I can’t believe it like you have to live it, you have to embody it, it’s not enough to just say it. So you also have to model it to them in your interactions with them. So if you say that you’re compassionate, then you got to be compassionate, you can’t be like off with your head. If they make one mistake in an interview, it’ll help reinforce the importance of your values, and show new employees how they should be incorporated into their work, like your values, right?
The second big thing is to attract top talent. If you foster a sense of community, it’s going to attract people. People want to belong, Maslow’s hierarchy of needs like we want to be long. So a strong workplace culture is built on a sense of community and belonging. Encourage your employees to get to know each other and build a relationship outside of work. You can do this through team-building activities, social events, and other opportunities for employees to interact with each other. Encourage social reaction interaction, and encourage them to get to know each other.


And so create a supportive work environment. Make sure that they feel supported and that they have the resources that they need to be successful. Are you setting them up for success? Encourage them to talk with each other and, and management. You know, is it maybe through regular team meetings, emails, and online platforms, maybe use a Facebook group or slack, there are so many different ways that you guys are keeping communication going. But it is a very important thing. If it is only text messages between you and every single person on your team, there is a lot of room for improvement there. The other thing that’s, you know, something to think about, I know a lot of you are using pet care team training. And one of the free benefits that you get is blueprints of team meetings, and what to do at those team meetings. So something that you know, if you value team and getting together, one thing I always recommend to my clients is that at that onboarding session, you’re like, okay, cool, and get out your calendar because these are when the rest of our meetings for this year are coming up. So maybe you know, this is only February, of 2023.

So maybe we have had one in January, we’ll have one in March, we’ll have one in June, we’ll have one in September. Or maybe there are different dates. But if someone were to come in, in February, the very first thing I would say is put this on your calendar, you know, by doing so what you’re showing them is that you value
the team, you value the community. And so you’re putting your actions where your mouth is. Another way to also facilitate this community is to foster professional growth and development and invest in your employee’s professional growth and development by offering training, mentorship, and other opportunities for learning and growth. This could have helped to foster a sense of community, and encourage your employees to work together towards common goals. For example, again, I have to keep using pet care team training, full disclosure, I’m a co-founder, but the reason is, is because everything well, there are not that many things. But the only other thing that’s out there on the market is like an avalanche of it’s like a library, an endless library with all bunch of different people. And there’s no cohesiveness or like step 123. With pet care team training, it is like two to five-minute videos, where they are upbeat, and they’re fun. And there’s music and there’s like things flying on the screen every five seconds to keep them engaged. And there’s like cheat sheets, and there are quizzes, and there’s, there are all these elements, but the most amazing one is that this person now gets certified in, in, in dog walking or dog training, I’m sorry, dog walking your pet sitting. And if you do the plus one, you can get pet First Aid CPR certified. So how cool is it to let this new person that’s coming onto your team realize that you value education, and you value getting them certified? That is something that they can now like put on their LinkedIn.


It is something that you’re showing that you’re investing in them and that you care about them. Unfortunately, sometimes people come from a scarcity mindset where they go, Oh, my God, I cannot afford $119 for certification. What if they leave me? Well, guess what they’re gonna leave you. It’s just a matter of how long are they going to stay with you. And that comes down to everything that we’ve been talking about what we talked about last time, which is the retention, and what we talked about overall, which is you know, picking the right kind of people. All right, getting back off my tangent now back on the road, the number that like the third thing that can help you how to attract top talent, with award-winning work, like plays culture is emphasized work-life balance, okay? You might be a glorified workaholic, you might work from 6 am until 10 pm. But if you expect your employees to do that, that’s not going to be good. So you want to emphasize a work-life balance, what this looks like is maybe you have slack, and maybe you schedule a send for like the next morning at 8 am. And you’re not sending this and buzzing everybody at 9 pm, everything, every email, every Slack message, all of that stuff can be like sent the next day. All right, that would be one really quick, easy win that you can have right now, to show an emphasis on a work-life balance. But what that does is that that’s also healthy, it’s good for mental health, right? Make sure your employees feel supported in their efforts to manage their work and personal responsibilities. set clear expectations, clearly communicate your expectations for work hours, and availability, and be flexible. When possible. Encourage breaks, encourage your employees to take breaks throughout the day to rest and recharge, and offer flexible scheduling. So consider offering flexible scheduling off it options. So that they can, you know, maybe get their hair done in the middle of the day or go to the dentist in the middle of the day, maybe in between your afternoon walks and evening walks and encourage time off.

This is a big one. And I’m probably hitting a nerve with some people right now. Because you’re like, but well, I need them to work all the time. I don’t have enough people whose problem is that that’s not their problem. That’s the problem you need to hire. You need to be properly staffed. And it’s a conundrum because then you’re like, but there’s no one to hire. Well, how much have we gone through your hiring process? How much have we dissected it and seen where we can improve it? How much have we seen if we’re turning people on or turning people off? How much can we make it better? Okay, so all of this stuff is going to help emphasize a work-life balance, which in turn is going to help with your company culture. People are going to love working for you. People do not want to be a slave. They don’t. You might be a slave to your business, but they can’t be. So I want you guys to understand and draw that line in the sand in your head. Okay, you have to protect that for them. But all of that you also should lead by example. So I would encourage you to get a hold of it if you struggle with that, which a lot of entrepreneurs do. And you know what truth be told it’s a whole nother story. I won’t go down on that tangent. I’m just simply going to say that sometimes when we’re workaholics, it’s because we’re running from something in our life. Or we’re in survival mode. And we’re afraid of and scarcity mindset, and we’re afraid we’re not going to ever have enough. And we need to stay busy. And if we don’t stay busy, and we slow down and we stop, something is going to eat us and we are going to die. Yeah, it’s like that, like, Dude, don’t.

Alright, next, number four is open. Encourage open communication. So open communication is essential for building trust and fostering a collaborative work environment and workplace culture. Encourage your employees to speak up, share ideas, and ask questions. I do this all the time, I literally will present something that I think is amazing, and we’re going to do it. And I get so excited. And my team knows this about me. And then I go, okay, poke holes in it. Tell me what I’m missing.
And like, that’s my way. That’s my vernacular of, of like, okay, I want your opinion too, or where am I wrong? Or, you know, like, what do you think about this, foster an open door policy, make it clear to your employees, that you’re available to listen to their concerns and ideas, and encourage them to come to you with any issues or questions, encourage feedback, solicit feedback from your employees regularly, and make an effort to listen and consider their input? Have regular check-ins? What do you have on your calendar right now? For one on ones? When’s the next time you’re meeting individually with your team? If you answered nothing, I would look into that a little bit.


And then also create a safe place for open communication. So I want like, along with this is also like creating expectations. So how can they communicate with you? When can they communicate with you? And if you’re one of those business owners that are also busy, all the time, so busy, I’m so busy, I’m so busy, is that all people hear from you, I’m so busy. Well, guess what, they’re not going to want to bother you, they’re going to feel like they’re bothering you. If you are putting out this air that I’m so busy, and I’m so unapproachable, they’re not gonna like that is a turn-off for open communication. So it goes back to the whole, like, you know, walking the walk or talking the talk. It’s, it’s, you know, what kind of example are you setting?


So another way to attract top talent with a winning workplace culture is to recognize good work. And so if you show your appreciation for employees, hard work, and contributions to the company, this again, I’m sorry to pet your kid pet care team training is just such a great example, you know, showcasing people online, like, hey, they got certified or they’re double certified. That’s cool. You’re recognizing their good hard work, or maybe a client writes, a testimony about one of your sitters, and you go and blast it everywhere over social media. Maybe you give them performance bonus bonuses, maybe they just did something amazing. And you just kick them a gift card to Starbucks or something. What about maybe time off, gift cards, or training and development opportunities, there are a lot of different ways that you can recognize good work. This also closely goes into employee 100 days, something that we talk a lot about in the mastermind, it’s ways to also build relationships and connections, long-term bonds, essentially, with your employees.

It’s all important. And so I want you to consider all of this stuff. I want you to think about one thing that I said that kind of made you go hmm, things that make you go,
I want you to think about it. And I want you to see if there’s an opportunity for you to just step it up on one of these things. You don’t have to do all of them. But like I said, I am dedicated to helping you step it up and be the best Boston charge that you possibly can build this culture that people want to be a part of. Not as stressed out, overworked, you have to work, I’m not going to you know approve your time off. Because that’s not the way the world is anymore. It is an employee’s world right now. And regardless of that, you just want to be a good boss. You want to be in a good workplace. You want to be someplace where people want to work for people are telling their friends you should get a job here. This place is cool. Imagine that. Imagine that. So think about how you can be in the culture club and how you can attract top talent with a winning workplace culture.

I want to know what stood out to you guys today. I love getting your DMS I love hearing your aha moments or I love
I’ve also heard that you went out and did something, I want you to take a look at how this episode has impacted you, and how you can make changes in your workplace culture to help you. Next time we’re going to be back talking about the top five benefits that attract and retain top job candidates. So last week, we talked all about retaining this time we talked about how we just attract them. Now we’re going to talk about the benefits that attract them. And before you say, Bella, I can’t afford benefits. You’re going to want to tune in next week to hear the different ways I have of expressing this.


Guys thank you so much for listening to another episode of Bella in your business. Please do not forget to hit subscribe, and share it with your friends. Leave us a review. And of course, always feel free to drop in my DM Bella at junk consulting.net and let me know what you thought. And last but not least, if you are not in destination hire yet why not? It’s only $47 Jump consulting dotnet forward slash destination hire. I’ll see you there. And I’ll see you again next week. Bye now

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