Its that time of the year again! When September/October hit and everything turns into all holidays, all the time. The time when every store is confused about what to celebrate first with multiple isles of Halloween, Thanksgiving and the MASSIVE Christmas section.
I think we can all admit that September through December, Holiday preparation takes over.
What’s wrong with that, right? The holiday season is loved by so many! But not everyone has to deal with the stress of trying to hire during the Holidays. We get burnt out trying to find staff during the holidays because people are either only seasonal or not applying at all! Then we get burnt out and it results in an altogether disappointing feeling.
Take back your Holiday season!
Dive in with me as I discuss tips and mindset shifts that we all need in order to take over hiring during the Holiday season.
Biggest Takeaways You Don’t Want To Miss
Finding staff during the Holidays can and needs to be taken advantage of! What you need to do is first, check your mindset, make sure you’re going in with a positive, go-getter mentality. Second, streamline your process now! Don’t wait until you’re in extreme need of staff. You need to set up a process now, create a fast system, delegate the hiring tasks, and find your ideal Holiday candidate.
You can take back your Holiday!
Embrace hiring in the Holidays [2:07]
Streamline your process [3:06]
Create a fast system [5:52]
Find your ideal candidate [7:44]
Should you hire for long term or seasonal? [11:30]
https://jumpconsulting.net/wp-content/uploads/2019/11/Untitled-design-2-e1573054253290.png500500Katie Giacalonehttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngKatie Giacalone2019-11-06 21:00:152019-11-06 08:31:36Episode 171: Hiring Tips for Finding Staff During the Holidays
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…
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.
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.
https://jumpconsulting.net/wp-content/uploads/2019/06/image-from-rawpixel-id-1031380-original.jpg33375000Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2019-07-09 12:14:342019-07-09 12:14:34How To Stop Asking The Wrong Interview Questions At A Dog Walking Interview
Are you able to ask them on a “date” (interview) and get them up and hired in the next week?
If the answer is no . . . and you have to start from scratch by posting an ad . . . then you are reactionary hiring.
This causes a lot of sleepless nights.
It causes anxiety that . . . “if one or two people quit on the same day… your business wouldn’t exist”
Feeling of helplessness when your office manager is telling you . . . “I am posting all the time but not getting any applicants”.
It is like the weight of the world is on your shoulders and you are about to collapse!
This Is Why I Always Say…
This is exactly why I say to “always be hiring” and “hire more than you need,” because you just never know!
I have been there personally with my former company.
I have had the pit in my stomach, the worry, and as a coach I have been dreaming and searching for something I could pass along to you to help take all that fear and anxiety away.
I have seen vacations be ruined because the business owner had to stay back and take care of the business because they were understaffed. I have also seen business owners look forward to a dream vacation, spend a fortune, count down the days, only to spend the entire time working and putting out fires.
This is not why we started our own business and we must keep that in sight.
Getting ahead of the hiring challenge will help you to grow a business that you desire. It will help take you from solopreuner who really just has a job to someone who is the boss in charge that can multiply themselves for the masses.
To grow, to achieve your goals, you have to get really good at putting yourself out of a job. But in order to do that – you must have someone to replace you.
If you don’t figure out how to hire for your business you will eventually stall out. Don’t let this be you.
You Deserve To Be The Boss In Charge
I want you to think back to when you started this business. Why did you start it and at what point did it start running you? Staffing is 50% of the challenge that you will always have no matter if you are just starting or been around for 15+ years. You must stop trying to save the same problem again and again and start solving it systematically.
So what are you going to do?
Are you going to consider creating a process where you can have QUALIFIED applicants always on hand?
Over 70 pet sitting and dog walking companies have trusted my partner, JazzHr with their hiring needs and have been able to take charge of their business and their life because they now have control over the hiring challenge.
Whatever you choose, know that this is something you will need to address so you can take some of the stress away from running a growing business.
https://jumpconsulting.net/wp-content/uploads/2019/02/Depositphotos_2649031_m-2015.jpg665999Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2019-02-19 05:00:232019-02-20 17:57:16Recruitment vs. Reactionary Hiring In Your Pet Business
Abbie Hawkins is the Senior Channel Account Manager for JazzHR, the best hiring software in the pet industry. Listen in to see how over 60 pet sitting companies are turning their “I don’t have anyone to hire” problem into “I have too many qualified applicants to sift through” This is a great episode you will want to hear!
Biggest Takeaway You Don’t Want To Miss
The two problems you will always be solving in your pet sitting or dog walking company is getting more clients and getting more staff. By having a consistent, on-going hiring funnel, we can solve the problem of staffing once and for all. By always having an abundance of staff that are able to step in at any moment’s notice, you are preventing yourself from being held hostage in your business. Hiring isn’t a means to an end – it is an on-going process!
How do we change the mindset from hiring one person to having an actual hiring funnel? [5:00]
What happens if you don’t have the right amount of staff? [6:45]
How does JazzHR solve the hiring problem on a global scale? [8:00]
What are some tips to having a strong hiring ad? [11:00]
Can you describe what a knockout question is? [14:00]
What are some sample hiring flows you’ve seen in other businesses? [18:00]
How do I proceed when I have resignations and new positions to fill? [18:45]
Any suggestions to bring in more applicants? [23:00]
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https://jumpconsulting.net/wp-content/uploads/2018/10/Untitled-design-44.png500500ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2018-11-28 20:00:332018-11-25 15:14:22Episode 123: Solving The Hiring Problem In Your Pet Business
I’m not lying when I say that this has been one of the most exciting weeks here EVER at Jump Consulting. I have so much going on… being created for YOU that I almost feel like how am I ever going to be able to TELL YOU all about it. I am about to do my best below….
Please, tell me what you think about it all. I want to know!
Jump & Scale
Over 90 Jumpers showed up for my FREE 3-Part Jump & Scale webinar where I taught you how to write killer job postings, attract the best candidates, and hire the right people. I can’t express enough how much I loved getting to teach on this topic and (hopefully) inspire you to always keep hiring!
If you missed out, have no fear. The replays of the video will be coming today (yes, today!!) and if you missed out, you can access them right now by signing up at jumpconsulting.net/scale.
Now here’s what else is happening this week…
Better Marketing With Bella – 2 Spots Left
I’m so excited to announce that I’ve opened up 2 more spots for the wildly popular Better Marketing With Bella Program. Imagine having your marketing 100% handled for the first half of 2019. Think about all of the OTHER things you could be working on in your business. Every month you will receive videos, outlines, emails, graphics, and so much more delivered to your inbox.
This week I had the INCREDIBLE Jessika Phillips on the podcast, and I know your mind is going to be blown when you listen to this episode. We’ve talked about content marketing, social media marketing, inbound marketing and more… but this week the focus is all about relationship marketing. If you feel like you have trouble getting inside the mind of your client and really understanding what they want from YOU, then you have to listen to this episode. Check it out here.
T-Shirt Tuesdays: How To Get Consistency With Employees
This week’s T-Shirt Tuesday is brought to you by Allison Muggli of Pets Domain ATX (thanks girl!!) and we’re talking all about how to get and retain consistency with your employees. Do you feel like your employees get sick a lot, call out, or take a lot of time off? Well, you’ll want to watch this week’s 3 minute video to learn how you can put a stop to that real quick 🙂 Here’s the link: https://www.facebook.com/jumpconsulting/videos/340122153213926/
Bella Was Interviewed On 2 Podcasts
This week I had the pleasure of being interviewed on not one, but TWO different podcasts! I can’t tell you guys enough how fulfilling it is to share my stories with so many different audiences and inspire them. If you have a few minutes this weekend, check them out and let me know what you think. On the one with Jay, I really get into some motivating stuff…
That’s it for this week! Is there anything I can help you with? Just shoot me an email at firstname.lastname@example.org
Always Keep Jumping,
https://jumpconsulting.net/wp-content/uploads/2018/10/MM-Landing-Page-1.jpg500500Jump Consultinghttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngJump Consulting2018-11-02 04:00:402018-12-02 12:49:53Over 6 Hours of Trainings and Recordings For You This Week!
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
https://jumpconsulting.net/wp-content/uploads/2017/12/Untitled-design.png500500ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2018-01-18 06:00:382018-02-22 05:15:56Episode 80: How The Orion Survey Can Make Hiring EASY With Bill Gelderman
One of the most challenging hurdles pet sitting business owners encounter is hiring. Many reach a point where they absolutely cannot take on anymore clients, unless they bring on some extra hands. What some business owners don’t consider is how much truly goes into making sure you’re hiring a HERO rather than a ZERO. So what better way to get your feet wet in the world of pet sitting employees than hearing the stories of other business owners who’ve been through the process many times before?
On this episode, Bella is joined by three successful pet sitting business owners that have been through it ALL when hiring pet sitting employees. In three 10 minute segments, Bella asks each one of these industry veterans three crucial questions:
What is the best way to find pet sitting employees?
What’s the biggest mistake you’ve made when hiring pet sitting employees?
What’s your best secret that you would tell your old self about hiring pet sitting employees?
Listen now to find out the answers to Bella’s burning questions while gaining invaluable knowledge about the hiring process in the pet sitting world.
Maureen McCarthy has worked with dogs and cats either grooming or pet sitting since 1980. When she moved to North Carolina in 2006, she started Love and Kisses Pet Sitting which she continues to successfully operate today. Love and Kisses Pet Sitting is now an award winning company (4 years and counting!), honored as the recipient of the Best Pet Sitting Business In Union County. Additionally, Maureen’s business has attained the 2015 and 2016 Angie’s List Super Service Award. Maureen now has 21 pet sitting employees working for her, all of which she requires to continually undergo continuing education to ensure they provide the best service possible.
David Steinberg founded David’s Pet Sitting while studying in graduate school to become a therapist at the UConn School of Social Work. Luckily, the program was located in his hometown (West Hartford). His friends then demanded he watched their pets when they went away. David happily obliged and before he knew it, David’s Pet Services was a thing. David now has a number of employee’s working under him, and is continuing to hire more and more while honing the process.
In 2003 Cara Armour co-founded Active Paws Inc., in the Boston, MA area. In 2009, Cara won Pet Sitter of the Year. She is decorated in many accolades and even expanded to opening a grooming and holistic pet supply store.
Since 2003, Cara has been trained by the American Red Cross as well as several veterinarians in Pet First Aid and CPR. In 2011 she completed an instructor training course and became a certified Pet First Aid and CPR instructor. In 2015 she co-founded an online Pet First Aid academy and now works as a product and marketing manager for ProPetHero, the Pet First Aid and CPR division of ProTrainings.
https://jumpconsulting.net/wp-content/uploads/2017/06/BELLA-IN-YOUR-BUSINESS-itunes.png16001600ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2017-08-31 06:00:552018-06-06 13:14:53Episode 62: The Do's & Don'ts Of Hiring Pet Sitting Employees
On this episode, Bella spends time with Lisa Cummings, Founder of Lead Through Strengths. Lisa talks about how it is her life’s mission to help people get over their obsession of fixing weaknesses instead of focusing on their strengths, the things that make them happy, give them energy and make them successful.
“Notice what works to get more of what works!” – Lisa Cummings
Pay attention to what is working. Make sure in your customer surveys you aren’t just asking what needs improvement. Ask customers what they loved most about the various parts of the service. You may find that some simple little thing you do, like giving out a little “report card” at the end of a stay, may be the thing that keeps them coming back and gets them referring you. After all, it is easier to replicate what is working for you than to try to figure out the 50 or 60 potential solutions to something one client says they don’t like.
To zero in on your strengths Lisa recommends the book Strengthsfinder 2.0 which gives you a code to take an online strengths survey. It gets away from skills and knowledge and helps you find your natural talents, the way you think, feel and act that feel good to you. It gives a filter for helping figure out the best way for you to approach issues. The book explains the definition of the 34 potential talent themes revealed by the survey.
Another way to zero in on strengths is to look for what brings you ease, energy and enjoyment. If a particular activity causes you to lose track of time, stop and exam just what about it really kept you engaged.
Two books that Lisa recommends are First Break All the Rules by Gallup Press and Now Discover Your Strengths by Marcus Buckingham. She says that if you read them from the standpoint of managing people and then combine that with a strengthsfinder of those people you manage it is most helpful in managing people.
When you have a business challenge imagine putting it through a funnel. You drop it in at the top and you filter it through all the top talents and strengths in your business. Try thinking how to solve it using each of those strengths. Lisa says is causes your brain to think in ways it normally doesn’t and can lead to some creative solutions.
One first step you can take is to decide what you want your company to remembered for and what you want to be remembered for. Come up with a list of words and phrases around that which will serve as an outline of what is most important to you. Another is to list out the values that are important to you. Lisa has a list of values on her website you can use as a reference.
Lisa also recommends finding out similar information from your customers. Casually ask customers what word or words come to mind when they think of you or your business.
Finally, she suggests you make a list of at least 100 responses to “I am good at _________!”. It helps you not only affirm how much you are good at but you can group them into trends and see if you are truly applying them in your business.
Lisa Cummings has delivered training & speaking events to over 9,000 participants in 14 countries. You can see her featured in places like Harvard Business Publishing, Training Magazine, and Forbes. She’s the CEO of a company called Lead Through Strengths. When she’s not out spotting strengths with teams, you’ll find her rescuing stray dogs or playing drums.
https://jumpconsulting.net/wp-content/uploads/2017/06/BELLA-IN-YOUR-BUSINESS-itunes.png16001600ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2017-07-27 06:00:242018-06-06 13:14:54Episode 57: Lead Through Strengths With Lisa Cummings
On this episode Bella speaks with Justin Recla, Operations Officer for The Clear Business Directory Due Diligence and Vetting Solutions.
The importance of vetting your potential business partners, employees, and service providers
How best to go about vetting
How Justin and Tonya’s background in Counterintelligence translated over to the business world.
Does having a due diligence process tells others that you do not trust them?
How business owners can use their vetting process when marketing themselves.
Justin and Tonya Dawn Recla are Army veterans and former government agents who bring over 20 years of combined counterintelligence experience to the business world. They established The Clear Business DirectoryTM and have forever changed the way business gets done. For the first time, consumers and business owners alike can make sure potential partners, investors, and service providers are who they say they are and can do what they say they can do.
https://jumpconsulting.net/wp-content/uploads/2017/04/Untitled-design-6.png300300ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2017-06-29 06:00:432018-06-06 13:14:55Episode 53: Everything You Need To Know About Vetting With Justin Recla
If you have employees in your pet sitting business, then you know how valuable they are to your company. But you may not have considered the cost of hiring pet sitters in your pet sitting business.
Before we go into costs, I want you to think about how much a new employee could be worth to your company?
How much revenue are they capable of handling in a year? Write that number down.
Now let’s flip the script and think of how much does it cost to have an employee and look at it as an investment.
The True Cost Of Hiring Pet Sitters In Your Pet Sitting Business
Personality & Background Tests
While completely necessary, personality and background tests can be a costly part of hiring pet sitters. Tests such as the Orion Test are an important component of getting the applicant’s story, but these things are definitely not free. Background checks also can cost around $30-$60 each time you run them. Needless to say, these things add up!
Fun Fact: Did you know that personality tests are illegal in Massachusetts? Sorry MA friends!
Training is another large portion when discussing the cost behind hiring pet sitters. Not only are you investing the money into the pet sitter who’s training them (unless you do it yourself), but you’re investing time and resources.
If you pay the trainee, you’re also racking up a cost there. Hiring a new pet sitter definitely takes a lot of time and resources, so you want to make sure you’re training the right person!
New Hire Set-Up
It may (or may not) take quite a bit of time to get your new pet sitter “set-up.” This includes in your pet sitting software system and payroll company as well as setting them up with an email account and Google Voice number (if you do those things!).
Also, think about the time it takes to put your new hire on your website, complete with their photograph and biography. The point is it takes time to get your new pet sitter completely set-up in your company, so we have to include that when discussing the cost of hiring pet sitters.
New Pet Sitter Starter Kit
Do you provide your new pet sitters with supplies when they start with your company? This is something I personally never did in my company, but I know that lots of business owners do. This may include poop bags, first aid kits, business cards, magnets, fliers, bark cards, and more.
When you give these supplies to a new hire, factor in the cost. All of these items may be inexpensive individually, but like everything in business, it adds up!
Do you spend money for hiring ads on sites like Craigslist, Indeed, or Hireology? While these ads may have brought you in some quality applicants, this is yet another cost to factor in to the equation. Paid advertisements are great because they can have a much larger reach, but they can be costly and of course do add up. If you’re having trouble thinking of places of where to find pet sitting applicants, check out this article here.
Do you feel like you’re constantly pouring time and energy into hiring only to interview a ton of candidates that do not represent your ideal applicant?
One way this can be avoided is by streamlining your hiring process using a hiring software, such as JazzHR. Using JazzHR can give you the assurance needed to feel confident in every applicant and know that the cost of hiring pet sitters is being turned into an investment.
Learn more secrets to success on JazzHR and Indeed in my new article, here.
There is a clear and large cost to hiring pet sitters. However, it’s basically inevitable for any company with employees.
What’s important is that you recognize this cost, and then try to minimize it.
Minimizing both the financial cost and time spent by streamlining processes will make your business run smoothly and will make you a happier business owner!
https://jumpconsulting.net/wp-content/uploads/2017/06/Untitled-design-12-e1573673585274.png500500Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2017-06-26 06:00:462019-11-13 12:47:57The True Cost Of Hiring Pet Sitters In Your Pet Sitting Business
Hiring is something we talk about A LOT in the pet sitting industry, because it can be one of the most difficult parts of running a business. When hiring pet sitters, there are a number of problems that usually arise that make it difficult to make sure that you and the applicant are on the same page. Today, let’s break those problems down and discuss real life solutions to make sure that you are making the best choice for your pet sitting company.
The Problems With Hiring Pet Sitters For Your Pet Sitting Company
The Basic Criteria
Finding quality pet sitting applicants starts with YOU. Yep, I’m talking about your hiring process. It’s important that you are properly screening applicants to make sure that they fit the vision of your company. A big problem when hiring pet sitters is that business owners are forgetting to ask instrumental questions that are extremely important to the business. You want to ensure applicants meet basic criteria such as:
How far away do they live from your service area?
Did they follow the instructions in your job posting? (i.e. send a resume AND cover letter)
What does their availability look like, and does it coincide with your company’s pet sitting schedule?
Do they have a valid driver’s license, proof of insurance, and own their own car?
Testing The Applicant
Once you get past the basic criteria, it’s then up to you to “test” the applicant to see just how badly they want your job. This is another problem business owners have when hiring pet sitters, because sometimes they are so desperate for new staff, they let applicants off easy! This is why I recommend conducting multiple interviews and requiring the applicant to jump through a series of hoops. Not only does it demonstrate to you how serious they are about being a pet sitter, but it tests their ability to follow directions (an important quality to have in the pet sitting world!).
That being said, you do have to make sure your job posting is appealing and not overly-technical. This is the only way to weed out applicants that aren’t serious. You have to be selective!
So how can you do this? Here’s a few tips:
Conduct multiple interviews. The first interview should have nothing to do with pet sitting at all. It is simply an opportunity for you to learn more about the applicant, and to gauge their personality and professionalism. If you decide to move forward, interview #2 is where you’ll discuss everything else. This can include asking the applicant about relevant experience and discussing some of the finer details of the job such as pay, scheduling, a typical pet sitting visit, etc.
Make the applicant jump through hoops. Your job posting should have specific instructions like “Send an email to email@example.com saying who you are, what your major cross-streets are, and how much money you’re looking to make per month. Attach your resume and cover letter.” Then before the first interview, you can create another hoop by having them take the Orion Hiring Assessment. See where I’m going with this? 🙂
Follow these tips when you receive unqualified pet sitting applicants.
Last but not least, are you looking for applicants in the right places? Check out this video where I tell you how to get more pet sitting applicants!
Getting To Know The Applicant – Interview #1
Another problem that comes up when hiring pet sitters is figuring out how to trust what they’re saying to you in an interview. People are usually really good about talking themselves up, so it’s up to you to find out if they’re the real deal. For example, is the person just telling you what you want to hear? Here’s a couple ways you can break down that barrier:
Use the Orion Hiring Assessment. If you don’t know what that is, Google it immediately! Essentially it is an assessment you can give to all potential applicants. The results will tell you more about the person’s personality like if they are a risk for theft or if they are likely to not be long-term, etc. It is scary accurate!
Call the applicant’s references. Not enough people do this, but it is a great way to glean some more information on the person.
Don’t do all the talking! You don’t want to come out of the interview feeling you still have no idea who the applicant is. Have a drink ready to go before the interview, and make it your goal to finish it by the time it’s over. It works!
Retaining Your New Employee
Okay so you’ve made it through the interview phase, and your applicant is now officially an employee! Hooray! But now comes the hardest part of all when hiring pet sitters: Ensuring your new employee stays with you long term. During or before training, have your employee agree to these basic guidelines.
While you want to keep your new employee happy, at the same time you have to make sure that they are following the rules set in place. You want to figure out how to keep your new employee happy to do their job, as well as empowering them. Your employees should feel like they have an important role in your company.
I hate to say it, but some pet sitting business owners don’t know how to manage. They are either too strict, like a dictator, or are a push-over, where the staff runs the show. Don’t be either of these extremes – find your balance and run with it!
https://jumpconsulting.net/wp-content/uploads/2017/05/Untitled-design-7.png500500Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2017-05-31 06:00:492018-06-06 13:14:58The Problems With Hiring Pet Sitters For Your Pet Sitting Company
On this episode Bella spends time with Jason Waggoner, Vice President of Marketing for ACUTRAQ Background Screening Solutions. They discuss the importance of background checks and how ACUTRAQ can help eliminate some of the liabilities around doing it yourself.
Some of the drawbacks to using the simple background check services you see online
How a service like ACUTRAQ can actually reduce some of the liability around background checks
How you should proceed when a potential employee has something flagged in their background check
Jason’s UMeetU movement and acting/video production activities.
https://jumpconsulting.net/wp-content/uploads/2017/04/BELLA-IN-YOUR-BUSINESS-itunes.png16001600ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2017-05-04 06:00:462018-06-06 13:14:59Episode 45: Everything You Need To Know About Background Checks With Jason Waggoner
One of the scariest things to do as a pet sitting business owner is hiring staff or switching from IC’s to staff. I mean think about it – you’re literally changing the structure of your business. You’re going from hiring people who have their own company, who know how to do a job to someone who doesn’t have their own company, who wants to be trained, who you get to control & check up on. Those personalities are two totally different things.
Today I bring you 6 steps to successfully make the jump from IC’s to staff, designed personally by myself and Kate McQuillan from Pawsome Media. If you don’t know Kate, she helps pet business owners around the world with their social media and marketing in their business. Be sure to check her out here.
Hiring Staff Or Switching From IC’s Without Losing Your Mind!
To simplify it down from the legal mumbo-jumbo, your business pays a small fee and in return you NEVER have to worry about being audited for employment tax again. Consider this as a safety net and an investment for your business. Read more about it on the IRS website, or check out this detailed article I wrote breaking it down for you. 🙂
Step 2: Pricing
You HAVE to figure out your margins. You deserve to make money – you’re dedicating so much time and energy to your business, that you deserve a handsome paycheck 🙂 If you’re not, let me help you get on track.
People fear when switching from IC’s to staff that there’s going to be all these extra costs, but the reality is you can RAISE your prices and see an increase in business. Seriously! I have NEVER seen a person say “OMG I raised my prices and my business crashed. Never.”
Not everyone has to raise their rates, but that’s when the numbers don’t lie. You have to pay yourself, pay the business, and pay for the labor.
If you’re still unsure how to price your services/figure out your margins to get ready for hiring staff or switching from IC’s, I have an entire guide dedicated to this. Take a look at my Pricing Guide Structure & Strategy, and never be confused again!
Step 3: Building A Team
Gather people you can trust to advise you on payroll, laws, operations, websites, hiring, and cash flow. Without a team in place, you will not be able to efficiently and professionally accomplish everything you need to. The art of delegation will be learned during this step!
You have to evaluate your business and find what your needs are. Picture the perfect demographic of what you’re looking for, and then FIND THEM! You don’t want to compromise – you have to stick to what you need and what you’re looking for. If you do this, finding the right people is as easy as checking off boxes.
Step 4: Creating A Manual
First you need to decide if you’re going to have one big fat employee manual, or are you going to have an employee manual AND a training manual? What’s even the difference between the two? Are you going to have a training manual for each position (i.e. pet sitter, dog walker, office manager etc.)
Ensure that your new staff will understand the rules and regulations of your company. Outline your exact operations and the philosophy of your business so each member can work harmoniously as a team with consistent service time and time again
These are all important questions you have to figure out before you even pick up that pen & paper. When hiring staff or switching from IC’s, you want to have all of your processes and procedures in place beforehand. This will create a successful work environment for everybody.
Hire for attitude, train for skill.[ctt template=”8″ link=”iK3nf” via=”no” ]Hire for attitude, train for skill.[/ctt]
Step 5: Interviewing
You need to learn how to ask the same question in many different ways to see if their answer changes. But most importantly, if you get it wrong: correct and continue.
Learn how to determine the right type of person for your business to grow with. Determine what interview questions, screening, and hiring processes will bring you the best candidates. This is the toughest part of the 6 steps!
Don’t use the all too common excuses of “I can’t hire” or “Nobody can do it as good as me” Hiring staff or switching from IC’s to staff is an ON-GOING problem. I’ve said it before and I’ll say it again: You always need to be hiring!
Step 6: Operations
Basically, you have to figure out how to make everything run smoothly. Nobody will want to work for you if they have to ask you questions for every single client they go and see. Communication has to flow through you, the clients, the pet sitter, and even other pet sitters.
You’ll want to have your client feel like you’re at the home and you know exactly what’s going on. That they’re hiring a COMPANY and not just the pet sitter. That nothing’s going to slip through the cracks.
Bottom Line: Operations can make or break you.
Now, I want you to take a deep breath. Is this a lot of information? YES. Does it mean that you can’t do it? NO. I believe in you – which is why I have SO many resources to help you achieve your goals and fit different learning styles.
https://jumpconsulting.net/wp-content/uploads/2017/03/hiring-staff-switching-from-ICs.png500500Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2017-03-22 06:00:082019-03-17 12:58:21Hiring Staff Or Switching From IC's Without Losing Your Mind!
Imagine this. You are the owner of a successful pet sitting company that is booming with business. So much so that you’re ready to take on some new staff. So you create a job posting, upload it, and …. no responses. Sound familiar?
Well I’m here to tell you that it’s not you, it’s your job posting. Let’s take a look at a few key ingredients that every pet sitter job posting needs to be successful and engaging.
Beautiful young businesswoman conducting a job interview seated at her desk in her office holding a folder and smiling at the potential female candidate
An Engaging Pet Sitter Job Posting Is Just Like Marketing
When you’re creating your pet sitter job posting, it is very easy to fall into the trap of making it about yourself. You know, the endless list of “Musts.” Not only is this type of job posting daunting to a potential applicant, but it’s boring and it doesn’t stand out.
Writing your pet sitter job posting is NO DIFFERENT than writing your marketing and promotion material. Think about it. When marketing to clients we don’t say things like “Must have a clean house, must have a lot of money, must follow all my policies,” etc. We would have no clients!
Instead, try to list out the many benefits and bonuses of being a pet sitter in your job posting just like you would with your clients. Things such as, “Your bosses will always greet you with tail-wags and kisses” or “You won’t have to do your hair and makeup.” are eye-catching.
Enticing statements like these gets people excited to read your job posting and ultimately apply, which in turn gives you a large pool of applicants to choose from. It’s a win-win!
Consider the Audience Who is Reading Your Job Posting
When someone is looking for a job, they’re looking at a ton of difference sources and websites. This means that they could be sifting through hundreds of job postings a day. Bottom line? You’re not only fish in the sea!
Try to consider how the potential applicant is feeling. They are probably feeling depressed because every other job posting they have come across is filled with “musts,” requirements, and stipulations. This might make them feel inadequate. It’s a depressing experience.
So when they come across your dog walker or pet sitter job posting, it needs to be happy, exciting, and stand out. Now you may be thinking, “But Bella, I want people to know what I’m looking for!”
You have to understand that even if you include a bunch of “must” statements, nobody is even reading them!
I hate to say it, but you are still going to get applicants who should have disqualified themselves. So it truly is a better approach to make your pet sitter job posting happy and upbeat if for no other purpose than to get those applications flowing. You can sift through the good, and the bad later.
Your Pet Sitter Job Posting Should Be Up and Active All The Time
It is easy to get into a mindset of only hiring when we need to be. This is actually not ideal, as applicants and employees can be fickle. As a business owner, you have to be ready for whatever comes your way.
Basically, we need to be looking for people all the time. You need to find people even when you might not have work for them. Why? Because if you’re only hiring when you need them, this can lead to bad hiring decisions.
It’s the same thing for any member of your business team. For example, you don’t want to be finding a lawyer or an accountant when you need them. You will be scrambling and stressed out. You want them to be ready to go and standing by.
The Bottom Line
Sometimes getting successful applicants is just as hard as securing long-term clients. But the way you attract them both should be the same. It’s important to consider the audience you’re writing for and tailor your pet sitter job posting accordingly.
Pet sitting is a great job with so many benefits. So, make sure you spell them out for your applicants to get the best response. And remember – always be hiring!
https://jumpconsulting.net/wp-content/uploads/2016/11/Depositphotos_26626911_l-2015.jpg13332000Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2016-11-30 06:14:572017-10-28 13:02:13Does Your Pet Sitter Job Posting Have These 3 Key Ingredients for Success?
In this episode of “Bella In Your Business”, Bella discusses getting rid of “bad apples” otherwise known as bad relationships. At some point in your personal or professional life you have had that person who is a vampire of your time or energy. And they can be very influential in your life.
You need to constantly take inventory because it is said you are the sum of the 5 closest people in your life. Bella says she sees a lot of pet business owners not “trimming the fat” of these toxic relationships when it is really necessary and they end up with “tummy aches”.
Bella Has Dealt With Bad Apples…
Bella confesses that she has had to deal with “bad apples” over the years. She reminds us that some “bad apples” may not have started that way. Life can change people. And sometimes it is even harder to get rid of someone if your relationship with them started out great.
Consequences To Keeping Negative People Around:
There are many negative things that can result from keeping “bad apples” in your company. For one, it could put you in a bad mood and that might spill out in the next conversation you have with a client or another employee. You may be disappointed in yourself because you know that you are being walked all over. Or you might feel stressed or scared over what retaliation might happen if you do dissolve or walk away from that relationship.
These types of toxic relationships are like a disease. They can continue to grow and take over more and more of your life and spoil a lot of things. We need to protect ourselves, our business, and our employees.
Are YOU The Bad Apple?
Of course, it doesn’t always have to be a bad worker. Sometimes YOU can be the “bad apple” as sometimes it is a bad boss. Are you the one creating bad relationships? For instance, if instead of helping and building up employees who seem to ask the same questions all the time, you lose your patience and yell at them. Bella references a recent article that points to bad bosses as being among the chief reason people leave their jobs.
But whether you or one of your employees is the bad apple, not addressing it can have consequences on your business. It can affect morale if employees see you treating another employee badly or if you accept bad behavior from another. If you allow a “bad apple” to stick around it takes the power away from you for running your business. For instance, if someone has a lot of job responsibilities and they develop a chip on their shoulder it could bring about a negative attitude that will multiply when you bring in others to start taking on some of that person’s responsibilities.
So when people have a “bad apple”, why don’t they take care of it right away? Fear. They might be afraid that by getting rid of that person there is some service or benefit that person still supplies that they will lose.
Don’t Fear The Break Up Of The Bad Relationships:
It could be fear of retaliation or of getting sued. For that fear Bella suggests that you have a good team of legal and HR professionals you use who can help guide you through the correct process. She points out that fear is just not understanding information. Bella says that if you have more information and knowledge you are more able to make better decisions in life. Do not let fear hold you back!
There is also a fear of who you will get to replace the “bad apple”. To that, Bella says always be hiring. Even when you think you don’t really have the business to support a new hire, still consider it. Because, if you find the right candidate and you have the right pricing structure and strategies in place, you can be instantly boosting business and getting the new person some work.
Another fear is that of the unemployment rate going up. Many business owners are afraid that the terminated employee will file for unemployment potentially causing their unemployment rate to go up. Bella says, once again, the best way to overcome that fear is to educate yourself. Call up your state’s Department of Labor and find out what it would mean if the terminated employee filed. But, don’t be afraid to fire them even if your unemployment is going up. Just compare that increase to what it may cost you by maybe ticking off some of your best clients or missing out on opportunities or not having your sanity day to day.
Is It Really Them, Or You?
One final important point that Bella stresses is that once you realize that an employee is a “Bad Apple”, and you choose to keep them on staff, they are no longer the problem. You are! You are the problem. Holding on to “bad apples”, in addition to giving you headaches, will hold your business back from becoming everything you dreamed it would be. You have every right to build the team you want, with great relationships, and people that work well with you!
Just remember, you are going to get back what you give. If you show people that you appreciate them and that you care, they will give that back to you tenfold. But if you are constantly struggling with hiring and finding the right people for you business, or you are having trouble with people respecting your business, or there is a constant struggle with your team, you might just want to take a deep look inside yourself. It’s just possible that you might just be the “bad apple”!
In this episode of “Bella In Your Business”, Bella is joined by Kate McQuillan from Pawsome Media. They dismantle the myths surrounding the fear of delegation in pet sitting businesses and discuss the profitable advantages of it.
Bella leads off by talking about her first delegation experience with the website Fancy Hands , a website that for a small fee will perform a few simple tasks for you. But she warns that your instructions need to be clear to ensure the task is done as you expect. She says it’s like “the bootcamp for learning how to delegate.” Doing this, will decrease your fear of delegation.
Bella then talks about how she moved up to getting a virtual assistant (VA) and how with that she learned that prioritizing tasks for the VA is key. She realized that she also needed to communicate how many hours she expected to be spent on the task as it better clarified the expectations and led to both her and the VA feeling a sense of control over the task. Kate pointed out that setting expectations on both sides is a very important step.
Kate then says that she feels that if you are going to delegate a task, make it one that needs to be repeated periodically. Doing so means that the time you spend setting up the expectations for the task the first time, will in essence, be training the assistant to do it in the future. As you set up expectations and outline the process for each task, you are essentially at the same time building an employee handbook. It becomes time well spent!
Kate also points out that you need to make sure you are putting a task in the hands of the right person. For instance, more complicated repetitive tasks are best done by someone like a VA who is consistently the same person, rather than using FancyHands or Fiverr ) where you may not be getting the same person each time. Bella points out that mindless one-off tasks are better suited for those sites.
At this point Kate manages to blow Bella’s mind by suggesting that you have your VA document the process while they are doing the task. As Bella puts it, “Delegating the Delegation!”
Bella then tells the listeners not to get discouraged when finding the right VA. She points out that just like hiring, sometimes a person does not work out. Or, even when you find the right VA, they may have to leave for personal or family reasons. She reinforces this by relating an experience she had. Kate adds that sometimes you or your needs change and that you should not be afraid to change your VA if things stop working out.
Bella mentions that some VAs can be more expensive than others but may bring a bigger skill set that can ultimately make you more productive. She points out how critical a VA was in helping her organize and publish the first ever comprehensive chart of all the software companies in the pet sitting field. Kate says to think of it as an investment rather than a cost as it may help you and your business make more money.
Kate then discusses how one of the biggest hurdles people have in moving to delegating is the fear of letting go. They are afraid that someone else can’t do it as well as they can do it. She says rather than fear it, use it as an opportunity to examine and streamline the process. You just may make it more efficient!
Kate mentions that one online tool she has found very helpful for delegation is Trello. It’s a free tool for putting up lists of tasks (which can be shared with others like your VA) and setting up a project timeline. Bella notes that visually it reminds her of Pinterest.
Since they have gotten on the topic of technology tools, Bella points out that most of us probably only use about 20% of the functionality of the tools we use. So she encourages the listeners to take the time to look at the tools website or seek out tutorials in order to really learn how to the get the most out of each tool! Kate adds that she has tried to take the time this year to do just that.
Bella says that business owners should always make sure that their business is healthy and you always have enough money set aside to pour back into the business. You can then use the “business” money to invest in these tools and processes that will ultimately help you grow your business.
They wrap up by stressing the importance of streamlining the processes and delegating the tasks. Kate also points out that there are some tasks, like contracts, that ABSOLUTELY should be delegated to the appropriate professionals, like lawyers. Bella agrees as she has had other business owners come and ask her for her service contract or her employee manual to use in their businesses, prompting her to ask “Do you want my underwear too?” A perfect way to end an episode.
https://jumpconsulting.net/wp-content/uploads/2016/05/bella-pet-sitting-industry-podcast-album-cover.jpg300300ChrisPodcasthttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngChrisPodcast2016-08-02 10:19:042018-06-06 13:15:05Episode 15: How to Get Rid of the Fear of Delegation
In this episode of “Bella In Your Business”, Bella is joined by Jason Waggoner, Vice President of Acutraq Background Screening. They discuss background checks and how important it is to get the right kind of background check when hiring an employee.
Jason starts off by explaining background checks and why using the quick, inexpensive background checks are ineffective. He emphasizes that these are good tools and a nice place to start but not reliable enough to base your decisions on, as affecting a person’s well being (by hiring or not hiring someone) based on inaccurate information can lead to costly lawsuits.
Jason explains how good professional background check companies like his follow up on hits from “multi-state” databases with checks in the local county for that given hit. This ensures that you have the most up-to-date record from the most accurate source.
Jason also covers the background check application you give to potential employees. There are strict Federal guidelines (via the Federal Credit Reporting Act) on how that information is presented and what information must be included to ensure that applicants know exactly what they are agreeing to and how it will be used. He cautions that failure to do so can be costly as some lawyers have been known to search websites, find non-compliant applications, and attempt to organize class-action suits against the company.
If you would like to contact Jason at ACUTRAQ, he can be reached at 281-727-0019 or at an email address which is mentioned in the podcast.
https://jumpconsulting.net/wp-content/uploads/2015/08/BELLA-IN-YOUR-BUSINESS-itunes.jpg14001400Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2015-11-30 12:25:122018-06-06 13:15:07Episode 11: How To Do A #PetSitting Background Check Without Getting Sued
“How can I find qualified people? Most who apply are not qualified”
I asked the pet sitter to tell me what they mean by not qualified and they told me what they meant below.
Hiring is Tough
Hiring is tough. Especially for our industry. I mean we are not looking for someone to work 9-5 and just be a cashier, right? We are looking for specific people to do specific things and someone who we can trust, that can be professional, and of course understand the people and pet bond. Not to mention, almost on call.
This topic is so mighty that I actually wrote 60 pages and recorded two hours of audio to walk you through the entire process step by step so that you could have the only robust guide on the pet sitting market!
Although as I am helping pet sitters coaching on the phone and in our private facebook groups, I see people eliminating people prematurely sometimes without giving them a chance.
I always compare hiring to dating, and this is the same thing. You could be out there dating and have a perfect list of what you are looking for, but if you are looking for perfection, you may never find it. So… I challenge everyone reading this – what are your must have’s and negotiable?
Let’s take a look at this pet sitter’s “unqualified applicants”
(From the pet sitter who wrote me this question)
Here are the common ones I disqualify immediately:
1. Those that can’t follow the instructions in the job posting. (ie: send me your zip code, resume, why you are interested etc). If all you can do is reply with your resume with no cover email, I’m not interested in you. If you can’t follow these instructions to get my attention, you are likely not going to follow the clients!
Yes. I agree. To a point. Although depending on what they send you, you could reply and say “I think you forgot to attach your cover letter? (Or resume?)” and see their response. Maybe they did forget. I can’t tell you how many times I have sent an email and forgot the attachment. Now, if they wrote you one sentence and didn’t seem interested, I would just press delete.
2. Those that are available between 6am and 7am, or only after 6pm. etc. I don’t want a client to have more than 2 pet sitters and me as a second back up, and they need to be flexible enough in their schedule to provide coverage.
Personally, I totally understand what you are saying, and normally I would tell you that you are 100% correct. But there is a thing I call and “insurance policy” pet sitter. Those are the ones, that if a great enough type of personality can really help your business if you are ever in a bind. Generally, though, you are right on with deleting them. You are looking for someone looking for a LIFESTYLE, not a JOB.
3. College students. Their schedules are to erratic and I don’t have time to manage it, and I don’t want to have to introduce clients every 5-6 months to their “new” sitter.
Your systems might be working against you and you are striving for perfection in your company in a way that may not be attainable. Unless you are willing to wait 6 months for someone. In my personal experience, college students are great! They need the money, love the flex schedule, and are usually responsible. I would not disqualify them and again, tell your clients that you work as a TEAM. Unless you are willing to wait up to six months or so to find someone w open availability. What we ask for really is a LOT. This is assuming you do more pet sitting than daily dog walks.
4. Those with horrible grammar, spelling, don’t respond in full sentences.
I agree. Delete them.
5. They had a pet 15 years ago when they were 7. I feel the best service is provided by those that have current experience in particular with dogs.
I don’t agree. Maybe their situation doesn’t allow for them to have pets? Maybe they have a family member that is allergic? Maybe their pet died and they didn’t want to go through that trauma again? Just having a pet in your home, doesn’t qualify you for this job at all.
6. Those under 21 years old (they have to be able to enter a contract on behalf of my company).
Are you looking for ICs? That would be a whole other ball game then and I will tell you to RUN to the employee route. You are too much of a control freak. I can tell that by this list 🙂 I mean that with a happy heart! By your comment, are you saying that you can not enter in a contract with someone under 21? They have to be 18. Again, in my experience, age doesn’t mean a thing. I had a 17 yr old working for me that was stellar! Not to mention, age discrimination is illegal.
7. Those that have any dependence on the income earned from pet sitting.
I don’t agree. Do you have any idea if their family helps? If their spouse helps? That is part of the pre qualifications that you can get past when you email them back, “How much do you need to make a month?” How much money will the person make in the job you are offering? Your craigslist add you sent does not tell me anything other than $10-$19 a visit. Which, by the way, would ONLY make sense if you were charging clients $35-$40 a visit. Otherwise paying that much will either put you under or NOT make you any money.
8. Those that are willing to drive 25 miles one way for pet sitting jobs! (or anything along that line) I agree. Delete. Qualifying their area is important and one of the reasons why we seek a resume. If you accept that many will apply who are outside the area, you won’t be as disappointed. In a way, you can’t blame them. They do not really understand what this job entails like we do. So don’t be offended or discouraged.
I think our (my business peers and I) problem is getting qualified candidates (or in some cases ANY response at all). One of my friendly competitors says he gets hundreds of applicants a year, but a vast majority of them are highly unqualified.
So for us, its finding sources outside of Craigslist to find sitters. It is THE single most frustrating aspect of my business and preventing me from growing it.
I completely understand. Know that you are not alone and it is my belief that every pet sitter with staff feels the same way. So, you just need to know all of the places to look. I can tell you 12 resources you can look for pet sitters and dog walkers outside of Craigslist, but you need to keep an open mind.
Consider changing your help wanted advertisement.
Here is an actual advertisement I found on Craigslist:
People and pet friendly personality
Current experience with dogs, whether volunteer, professional or with personal pets
Excellent customer service skills
Mature and extremely reliable
Flexible and consistent schedule.
Quick learner, detail oriented, able to follow instructions, natural drive to exceed expectations
Stable work history which demonstrates ability to work unsupervised
Cell phone (with text and/or email preferred)
Internet connected computer with printer
Neat in appearance
Reliable personal vehicle with valid driver’s license and auto insurance
Able to make a one year commitment
Age: Unfortunately, due to insurance and other requirements we must fulfill, this position is not appropriate for those under 21.
If you meet these qualifications, please email the following information: (Due to time constraints we can only respond to those who do)
A brief description of yourself and your pets
Why you are interested in the position and what skills/experience you have to offer
What days and times of the week you are available
Your zip code and nearest major cross streets
Your resume or work history for the last 5 years if no resume is available
Typical pet sitter responsibilities: Walk dogs, pet waste pick up and disposal, refresh water, feed pets, clean litter boxes, play with cats/dogs, rotate lights and blinds, bring in mail/newspaper. Some pets may require medication. Most visits occur between 7am and 8:30pm, some weekends and holidays. Number of visits/week 0-25.
Typical dog walker responsibilities: Walk/play with dogs, pet waste pick up and disposal, refresh water. Some may require a meal and/or medication. These occur primarily Monday-Friday between 11am to 3pm, sometimes weekends. We prefer candidates be available all weekdays during this time. Number of visits/week 0-25.
This advertisement is so detailed it could be for some job with a PHD. I think the writer totally missed the boat on this. What is reliable? What is quick learner? What is neat in appearance? Mature and reliable? Assuming that someone has pets? I think the entire thing is a turn off and a drag to read!
So What Should You Do?
You want this to be an advertisement! It is your job to qualify them. How about appealing to the readers emotions? Narrow down the type of person you would like (Like a stay at home mom?) and talk to HER. (Is that is who you want)
Try mixing it up a few times. If you are dropping a flier off at the vet or groomer than make it specific to the audience reading it. Make it sound like the best job in the WORLD! Your only job here is to get as many people as interested to contact you. YOU qualify them. Not some advertisement.I think that is where many pet sitting business owners miss the boat. They try to let their job description do the qualifying for them when in all honesty the most qualifications should be:
1 – Area applicant lives
2 – Hours of availability
3- Amount of money needed a month.
Everything else is subjective and that is what you have interviews for. I have said it before, and I will say it again.
It is pet sitting, not rocket science. So, this defiantly is one of my longest blogs, but hopefully you got a lot out of it. Sound off below. What do you think? What are your tactics?
https://jumpconsulting.net/wp-content/uploads/2019/09/blur-businesswoman-caucasian-941555-e1567476916331.jpg500500Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2013-07-02 06:36:242019-10-04 09:37:03What Should I Do When I Get Unqualified Pet Sitting Applicants?
Every day you are using Independent Contractors in your business, you are taking a risk.
There. I said it and I really mean it. I know, I know, you are sick and tired of hearing this debate. But this is different. Why? Dennis Stowers, insurance agent for pet sitters, from Mourer-Foster explained all the below to me, and approved this article. So this isn’t just me typing away. Are you ready?
https://jumpconsulting.net/wp-content/uploads/2011/05/IMG00740-20110331-1310.jpg7681024Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2011-05-23 22:30:532017-11-17 20:47:19Why You Can't Afford Not To Have Employees, From the Insurance Company's Mouth
Every day you are using Independent Contractors in your business, you are taking a risk.
There. I said it and I really mean it. I know, I know, you are sick and tired of hearing this debate. But this is different. Why? Dennis Stowers, insurance agent for pet sitters, from Mourer-Foster explained all the below to me, and approved this article. So this isn’t just me typing away. Are you ready?
https://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.png00Bellahttps://jumpconsulting.net/wp-content/uploads/2018/10/JUMP-CONSULTING-LOGO-2018-2-01-2.pngBella2011-05-23 22:30:532016-01-29 09:37:26Why You Can't Afford Not To Have Employees, From the Insurance Company's Mouth
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