Posts

hiring ads

How to Know if Your Hiring Ads Are Actually Working

When we put a hiring ad out there, it doesn’t matter if you get 100-200 applications, if only 1-2 are actually qualified. At the end of the day, that’s just a waste of your time. It’s equally as bad if you publish a hiring ad, and nobody responds. Not one person – yikes!

Let’s solve both of those problems together, today.

 

 

How can we make our hiring ads stand out?

When you post a hiring ad, you’re in competition with every other company out there that’s hiring.

That’s why it’s really important to make ourselves stand out among the crowd.

  • Target personalities. By this I mean, speak the language of the type of person you’re trying to hire! If you have a fun, upbeat company, make your hiring ad fun & upbeat! We want to be mindful of how we can connect with our candidates. The best way to do that is to simply make your job sound FUN! As we get to work with pets, this should be pretty easy 🙂

Make your company culture shine through in your hiring ad!

  • Readability. At the end of the day, we’re looking to capture people that love animals, are reliable, and can care for our clients. Stay away from making your hiring ad difficult to read or making it too technical/rigid. There’s A LOT of job posts out there that are like that – so this is the perfect way to make yours shine through! Stay away from long paragraphs, and gravitate more towards bullet points

Our natural inclination is to skim things, so you want to make your ad:

  • Quick & easy to read
  • Show quick bursts of relevant information
  • Easily highlight the perks of working for you
  • Have your personality shine through

See what I did there? 🙂

 

 

Staying Competitive in the Hiring Process?

Think about this for a moment.

You are posting jobs, but guess what?

So is everybody else.

The reality is, there’s only a finite number of quality people. So we want to make sure that they want to choose YOU over the competition 🙂

We can do this by emphasizing the perks of being a pet sitter or dog walkers such as the freedom, flexibility, and lifestyle.

And, hello?!?!  Getting to spend time with adorable animals each day!?

Another “hiring hack” to consider implementing is a referral system. What’s better than letting people you trust recruit FOR you? You can provide meaningful incentives to always have that process running in the background for you.

Even just one employee can generate a substantial amount of revenue for your company. Have you ever stopped to think just how much revenue one employee can help you generate?

You also want to pay close attention to your analytics. With streamlined hiring software like JazzHR, you can actually see how many people are seeing/viewing your ads but not applying.

Hint, hint – that means it’s time to take a closer look at your job description and pinpoint why people aren’t applying.

The bottom line? Use the data to your advantage to see where your audience is finding you. You don’t have to go at this alone. I always say that the two problems a pet business owner has is 1) getting clients and 2) getting staff. By implementing helpful tools, systems, and processes, we can get you one step closer to solving those problems for good.

Click here to receive 50% off ($100 savings!) JazzHR’s Pro Plan

jazzhr

Are You New Here?

Welcome, I am so glad you are here. If you are a dog walker, dog sitter, cat sitter, doggy daycare or kennel owner, then you found the right place. Jump Consulting is the one place on the internet to get all the resources you need for your pet care business. Can I give you some freebies to generate sales and increase revenues for your business? Grab your freebies below.

hiring

How To Stop Asking The Wrong Interview Questions At A Dog Walking Interview

Picture this…. You are all excited about this new hire you just brought onto your team. They have worked at a dog rescue as a volunteer for over five years. They have three dogs of their own. Their husband makes all the money and has the health insurance and their kids have almost graduated high school, with one in college. This new hire seems like a dream come true.

And then, she becomes demanding her second week on the job. She only wants certain clients and only want to work certain hours. She doesn’t like cats, only dogs, and she always has an opinion on the way you do things.

This new hire, that you were so happy about, is now a thorn in your side. You have no idea how to actually pull out this thorn and you have to constantly watch out that it doesn’t prick you deeper. In reality, you just wish she would quit. Eventually, the resentment grows and you feel like a hostage in your own business. Does this sound familiar?

Ever wonder what actually happened? How did she go from the perfect during the interview to a witch in just 14 days?

I see this all the time. Even I have been guilty of allowing it to happen on my own team. I can’t stress how important it is to streamline the hiring process in a way that is always being perfected. To create an image in your mind, let’s call it the gauntlet…

Interview

The Hiring Gauntlet

I think it is important to keep in mind that when you start the hiring process it isn’t about you being on your high horse and having people beg to work for you. Just as it doesn’t work that way on a first date, it certainly isn’t that way during an interview. The interest has to be mutual.

Looking for people to work for you is very similar to looking for clients. You have to appear attractive and appeal to your avatar. You have to understand why they are looking for a job, what value you offer, and why they should pick you over, let’s say, Rover, Wag, or any other company.

Is it possible that your own bias got in the way because your interview process is failing you? Are you blaming it on the job market or your area? I got news for you… unemployment is at an all-time low right now – so you can blame it on whatever you want but the truth of the matter is that excuses aside you must figure out how to systematically overcome this hurdle.

The process of interviewing should not be off-putting. The initial communication shouldn’t be an application or a long list of questions. If you do this, you will decrease your chances of getting people interested in the job and therefore your conversion of the people who look at your application to those who actually apply would be under 10%.  You should always be aware of your conversion rate – it will directly tell you how attractive your hiring ad and process really are. You will learn to tweak it this way.

Interview

If You Want To Be Attractive Here Is What I Suggest You Do:

1. Have a hiring ad that talks directly to your avatar in real human language. If you are lost on what I mean by this, I have a free 3-hour training you can watch here.

2. Have under five initial knock-out questions. For example, you can qualify the area they live in, ask them how much they are looking to make or find out their availability. The hundred other questions that I know you want to ask really don’t matter at this stage in the game. How many people do you meet these days who do NOT have a smartphone? This isn’t 2005. 🙂

Once you have qualified the right type of people to be in your hiring gauntlet now the hard work begins. However, if you have software to help you with this, you won’t ever have to think of what to say again and again because it is as easy as pressing a button to move them from Phase 1 to Phase 2.

This stage could be three open-ended questions. Where they have to describe what they would do. Or, you can have it as a multiple choice. But the toughest part for you is to create these questions. Here is what I mean.

Value-based vs Skill-based Questions.

Would you agree that if you don’t like dogs, you wouldn’t be applying for this position? Would you also agree that we can basically teach people how to walk a dog, scoop cat litter, and feed the pets? If we can agree on that, then we really need to focus more on the VALUE-based questions.

Let me give you an example:

Let’s say that you value treating others how you would want to be treated. How can we test for this? One way might be an open-ended question like:

You are walking home from going out to dinner. There was too much food so you are carrying a to-go box with you to save for lunch the next day. You stop at a corner and a homeless woman engages with you and asks you if you can spare any change so she can buy something to eat. What do you do?

1. Pretend you don’t hear her and keep walking. There are homeless people everywhere.
2. Tell her you don’t have any cash on you.
3. Give her money from your wallet.
4. Give her your leftovers. If they were good enough to take home, they are certainly good enough for her.

You would have to decide ahead of time which is the right answer for you and which is the TOTALLY wrong answer for you based on your values. Now, of course, one question can’t give you everything you need to know about a person so certainly you will have to ask more questions. Perhaps even testing the same thing, but knowing the RIGHT questions to ask is huge.

How do they take feedback? Are they adaptable?

I want you to watch this short clip of Trivinia Barber of Priority VA. She was our guest expert for the training we had in June about delegation. Listen to what she says about asking questions, role-playing, and feedback. Can you incorporate this into your business?

 

This is a great example, showing how the ability to adapt to situations could help give you insight into your applicant’s ability.

Stop Asking The Wrong Questions:

Ever since pet sitters started interviewing I’ve seen the same questions come up again and again.

“If you walked into a home and there was poop everywhere, what would you do?”
“If you walked into a home and the dog looked like he was in distress, what would you do?”

All these questions are something you would train the employee for. You would tell them your protocol. Typically the first step is “call the office.”

If you can ask the right questions before you hire people… how much better hires will you make? Would you have to let people go after two weeks? There is always room for improvement and this task is never 100% perfected. Maybe what I said here helps ignite something in your system that you can test. Perhaps you want to know more of what Trivinia said or wish you had software to help you with all of this?

Well in true Bella fashion I will never give you more problems to solve, so you can:
1. Join the Mastermind to watch the entire 1 hour training with Trivinia and 15 other high-level experts we have had over the past year.
2. Grab your trial of JazzHr, 50% off, my hiring ads, and knockout questions here.

Just ask yourself… Am I asking the right questions to understand this person’s values? You need to hire for attitude and train for skill.

Jump Mastermind - Interview

orion survey

Episode 80: How The Orion Survey Can Make Hiring EASY With Bill Gelderman

Bella welcomes guest, Bill Gelderman, the President of the Steering Group. He not only founded The Steering Group in 1995, he is also a Certified Professional Behavioral and Values Analyst, a Certified Attribute Index Analyst. He also has certifications in the renowned TriMetrix and DNA Systems. Find out more about Bill on his website www.thesteeringgroup.com

Show Highlights

hiring process

  • What is the ORION Survey and why should all pet sitters use it for hiring? [3:30]
  • How ACCURATE is the Orion survey about potential hires? [6:00]
  • What is the best way for pet sitters to use the Orion tool? [11:00]
  • What does the REPORT look like from an applicant’s survey and how can business owners interpret it? [12:45]
  • How can pet sitters use the Orion survey as a MARKETING TOOL? [18:45]

Tweetables

Special Offer

As a gift to our audience, Bill will offer $50 OFF the Orion enrollment fee for anyone signing up before April 30th if they mention Bella. Don’t delay!

Share The Show

Did you enjoy the show? We would love it if you subscribed today and left us a 5-star review!

  1. Click this link – Bella In Your Business
  2. Click on the ‘Subscribe’ button below the artwork
  3. Go to the ‘Ratings and Reviews’ section
  4. Click on ‘Write a Review’