Entrepreneur | 7 Super Moves to Finding Good People For Your Business

Audio Transcription

Get ready to enter the Thrivetime Show! Look, look, as a father of five, that’s where I’mma dive So if you see my wife and kids, please tell them hi It’s C and Z up on your radio And now 3, 2, 1, here we go! We started from the bottom, now we in We started from the bottom, and that’s where we at to be on your radios. Rocking it! Today I’m joined, as always, by America’s number one business coach, Mr. Clay Clark. Mr. Clay, how you doing? I’m doing great. I just want to apologize for anybody on the highway right now, anybody driving who’s ever had the misfortune of having to drive behind me or near me as I pass you in my Kim Jong-un-themed Hummer. Because I might have put your life at risk at that time. And so I just want to tell you, if anybody’s ever, if you’ve ever had to extend that one finger salute to me as I cut you off, I apologize for my driving behavior. It’s very hard to miss Clay on the Highway. He’s got pictures of himself and of the North Korean leader all over his car. Absolutely. Yeah, very American, maybe? Well, what we’re doing is, you see, Sony famously made a movie. And they made the movie. It was a great movie about Kim Jong-un, you know, and it was kind of mocking him. And then Kim Jong-un got upset, and he basically started hacking their website and threatening them, and so we pulled the movie from the theaters. It was too dangerous to show. So my theory is, if I put him on my car, you know what I mean, that’s really the best. Matt can’t go out there and produce a movie yet, you know what I mean? I don’t have quite that, that much swag. But if I put him on my car, that kind of lets the North Korean dictator know that that whole communism thing isn’t, you know, catching on any time soon. I’m just going to put that beautiful Kim Jong-un face on the side of my car and drive up and down that road. And my Hummer now, I’ve done some updates to it recently, it now gets four miles a gallon. So I’ve been trying to make it better, more environmentally friendly. Any of those people concerned about oil consumption, I just put that Kim Jong-un on the side of the Hummer. But let’s get into what we’re going to talk about here. Well, Clay, today we’re talking about the seven super moves to finding good people for your business. And, Clay, today on the show we have a special guest that knows so much about this. Very special guest. This guy’s name is Corey Minter. Corey, how you doing? I’m doing great, Clay, thanks. Now, here’s the deal about Corey. Corey has started a company called Trinity Employment, and rumor has it, now tell me if I’m wrong, you guys have placed, you’ve helped thousands of people to find jobs and hundreds of employers to find good people. Is that correct? Over the last almost 10 years, yeah. That’s exactly what we’ve done. So you’ve worked with some of the bigger companies in town, some of the smaller companies, but so he’s going to get into it. He knows employment and how to hire and find good people in the way that I know about the Boston, you know, the whole Patriots experience. So let me tell you Clay, let me ask you Clay, is the H1 Hummer that you drive around, or the Hummer you drive with Kim Jong-Un, is that a great recruiting tool for you? No, but it does repel the kind of people that I don’t want working for me. The communists? Yes. Sure. Hey, to start this whole topic off, I’ve got a great mystic statistic here. Let’s jump into it. Mystic statistics. This is from a Gallup poll in 2015. Less than one-third of U.S. workers were engaged in their jobs in 2014. Less than one-third. So basically here’s the deal. Most people don’t like their jobs or they kind of… I hate to say it because he said 31%. 31% were engaged. So what we’re saying is two-thirds of people are not engaged. They’re not liking what they’re doing on a daily basis. Now, the thing is, if you’re listening right now and you own a business or you want to own a business, you can have the greatest business plan, the greatest business model, the best everything, the best website, but if you can’t find good people and train good people and keep good people, you’re going to be in the toilet. And so we’re going to talk about super move number one is you have to develop the perfect job post. Whoa, super move. Super move. See, you have to develop these super moves. You have to develop the perfect job post. Okay? So, Corey, let me ask you this here. Why is it so important to develop the perfect job post? And where do most people get this wrong when they’re posting trying to hire good people? Well, a big part of it is because nine times out of ten, you’re going to be using some kind of platform at which you’re paying for if you’re going to be posting a job on a site like Indeed or something like that. The thing is, is you’re going to be paying for everyone who applies for the job. You have to pay per click type of thing. And what ends up happening, if you do not write a job description that is like on track with what it is that you’re looking for, well you’re going to pay for a bunch of people to apply for your job and you have no interest in these people at all. Even if you get it right, you wouldn’t believe. You’ll ask for somebody to be a physician and you’ll have somebody that has been a receptionist for two years apply for the job. So you want to try to target it as best you can and at least identify to the person clearly what it is that you’re looking for. So if anything else, to deter them from clicking and costing you money when you’re not interested in them anyway. I have a funny story that demonstrates the power of this. When you are making a great job post, when you develop the perfect job post, just for specific detail, Thrivers, we have it available for you. If you go to thrive15.com and you ask us, you just email us info at thrive15.com, we will send you a template of the perfect job post so you can see it. We were posting for coders because we have an online school and we’ve got to code that beast, you know. And coders, it’s expensive. It’s like hiring physicians. It’s like hiring… I mean, it’s a highly skilled job, you know. So we’re posting and we’re looking for a PHP developer. Josh, do you know what a PHP developer is? Peer to peer. Cory, do you know? A little bit. Okay, so here’s the deal. So I don’t know a lot about it. I mean, I do now, but at the time I didn’t know a lot about it. You knew as much as I know. Yeah, so I’m posting and I’m like, very specific languages you have to learn. So we have this guy and he is from India, okay? And he’s from India. Nice guy. We love people from India. A lot of my friends are from India. People who are not my friends are not from India as well. The thing is, he’s a good guy. We bring him in. He’s the top of his class from Carnegie Mellon. Carnegie Mellon. This guy is like the guy. We get him on a plane. We fly him into Tulsa. He gets out of the plane and I’m talking to the guy and I said, so tell me what it is that you do. Tell me your coding skills. Tell me, I want to know all about what you know. And he said, oh I’m top of the class, absolutely the top of the class. I know coding. I’m here to code. I’m here to serve. Work is my worship. And I said, your work is your worship. He said, oh absolutely, I’m here to serve. He was an awesome guy. And I’m excited, I’m talking to this guy and I’m like, this is my guy. But you know where I screwed that up? You know where I screwed up the whole thing? We didn’t put some of the other specific coding standards on that job post. We put some of them. We put PHP, but we did not put the other coding languages you must know. So Holmes Skillet with the top of his class from Carnegie Mellon is here visiting. We’re paying for the airfare, but he’s here taking time out of his schedule. It becomes very clear to me real fast, because I pulled up the screen and I said, what I’m going to have you do is I’m going to have you go ahead and start coding today. It’s kind of a shadow day. So maybe spend the first couple of hours just actually working so we can see what you can do and what you can’t. Get familiar with the language. He goes, oh, I do not know how to do this kind of coding, Mr. Clark. I said, what is it? I do not know how to do this kind of coding. What I do is, and he very sincerely was explaining to me, he does not have any clue about how to do this coding language and we already flew him here. We could have saved ourselves a lot of problems, Josh, had we have written a better job description. You’re listening to the Thrash Time Show on Talk Radio 11. So you want to be specific with your job posts. You want the people to know exactly what you’re looking for so you don’t waste their time and they don’t waste your time. And it’s so unfortunate when you waste people’s time because if you’re listening to this right now, we’ve all been to a job interview where we’re like, what am I doing here? We’ve all gone to a thing. Josh, have you ever gone to a thing where you applied for a job? Or Corey, have you ever applied for a job back before you owned your business where you applied for a job and you thought it was a thing and you get there and it’s not a thing? I applied to be a model once. Oh, you’d be a great model. I was about 14 and I applied to be a model, not realizing I wasn’t quite model material. And so I walked up to the table and they said, thanks for coming out. We’re not quite looking for what you’ve got today. Thank you. For what you’ve got. Not quite looking for what you’ve got. Oh man, that’s great. My wife has done a lot of modeling. She’s a beautiful lady. She ran for Mrs. Oklahoma this year. She’s done like commercials and stuff. So my wife’s done commercials and people are always, hey Vanessa, how are you? Oh my gosh, you’re so beautiful. And she’s like, thanks a lot. No one’s ever, ever told me that I am beautiful, attractive. We were at, I’m not kidding, we were at, where were we at? Oh, Reesers. We were at Reesers in Broken Arrow. Michelle, if you’re listening, Michelle, how are you, Michelle? I’m Michelle. Michelle, I go there all the time. I buy my sushi. Now that we’re live on the radio, I can no longer go there and buy it. I feel like our relationship has taken a weird turn there. But I always buy my sushi and my kombucha and I go in there like one day My wife joined me at that research and we went in there that one a broken arrow and we go in there And this this woman comes up and goes excuse me. Can I get your photo? And I’m like yeah, I got you know I have a face for radio so anytime that someone says that to me I’m happy because you know I’m like I’m always thinking people want to get a photo, but it’s not me You’re a beautiful and powerful man Thank you for lying on the air. So what happens is this lady says, come get your photo. And my wife immediately turns and is like, what? And she goes, oh yeah, you look just like the actress yada yada. Can I get a photo? And so I’m there with my wife. And she’s like, well not with you though. You know what I’m saying? And I own a haircut business. And so I go in to smile on my competition all the time. And the other day this lady goes, what do you want me to do with this calic back here? And I’m like, I’ve never really seen one like this. What do you want me to do with that? That’s the kind of thing people say to me. What do you want us to do with that, Josh? The main point is here, guys, we don’t want non-attractive people showing up for the modeling job. So harsh. So harsh. Right? I’m self-aware. I know what I am and what I’m not. I can’t even be a hand model. My fingers are weird shaped. I’m just saying, we don’t want coders showing up who’ve flown here from Carnegie Mellon, top of their class. We went to that, what’s the restaurant in Utica that’s great with the horses? What are the horses? Oh, P.F. Chang’s. P.F. Chang’s. We went to P.F. Chang’s. We had an awesome meal. Great guy. We had such good conversation. I talked about his family, got a chance to know the guy. And then it’s like, why did I bring him here? I’m a jerk. You know, so again, action item for anybody listening right now. Get serious. Go to thrive15.com. Download the perfect, the perfect job post description. Get that beast. Get it. Use it. Understand it. Know it. And Corey, we’ll talk about it after the break, but you have workshops that people can come out to and actually meet you and be taught how to do this, my friend. So it’s going to be exciting. We’ll talk about it before we come back. Hey, it’s the middle of the week. It’s Wednesday. It’s hump day. And you know what? You’re probably struggling right now in your business because you’ve got people that are not the people that you think should be in your business anymore. And you’re looking to hire good people. We’ve got six super moves that you don’t want to miss out on coming up on the Thrive Time show on talk radio. Eleven seventy. We’ll be right back after the break. Six more super moves. Welcome back in. Josh Merrill here with Clay Clark and our special guest today, Corey Minter, founder and president of Trinity Employment Specialist. Hey, we’re talking about the seven super moves to finding good people. If you’re going to have a good business, Clay, you’ve got to be able to find good people. And if you’re going to get your business over the hump on this hump day, then you’re going to have to do this. Okay, so here’s the deal. You’ve got to schedule a time to post your weekly job post. Okay, move number two. You just have to schedule a time to post your weekly job post. Now here’s the thing, Clay. A lot of people may know this, a lot of people might not, but you started, your business started behind the DJ turntables. And you learned a lot of lessons there. You made a lot of mistakes. You made a lot of people happy. You made more people mad. I wouldn’t say more people, because the thing is, is that the way you can indicate how happy you’re making the customers is how much money you’re making. So if you keep your customers very happy, they tell other people. But I will say I did, and I need to apologize to anyone whose wedding was negatively impacted by my jackassery. Because I did some stupid stuff consistently in the first couple of years. Early on is when I missed it. Early on, yeah. Old school, way back. Almost where it’s funny. Except it was your wedding, and every time you see your wedding photos, you remember me. And now you hear me on the radio, and you’re going, I hate that guy. And the last person I know that really, really hates me, the last one I know that really hates me, if you’re listening right now and you work at Barnes & Noble over there at 71st right across from the mall, I’m so sorry. I see you every time, but we’re going to work together. We’re going to come together. We’re going to, forgiveness is something we’re going to teach you during this couple of years we’re together here on the radio. So now it’s time to learn from some turntable wisdom. It’s time for some turntable wisdom. Back in your DJ Connection days, did you implement this right away? No, what happened was we booked these weddings. I book a ton of weddings. I book lots of weddings. I’m talking 20 weddings, 30 weddings. Before we sold 80 weddings on a weekend. 80 weddings. What happens is every weekend you’re like, oh no, we don’t have enough guys. We don’t have enough guys. So you look at the schedule and you’re like June 7th is coming. And I’m saying this in April and I’m like May. I’m going May. We don’t have enough guys. So I’m calling Joey Odom. If you know Joey Odom, if you’re listening right now and you’re Joey Odom or you know Joey Odom. I’m calling Joey Odom going Joey Odom, come on baby, you want to DJ? He’s like, I don’t want to DJ. I’m calling Sherita, Sherita O’Neal, O’Neal wants to DJ. I don’t want to DJ. I’m like, come on, change your personality, become this gregarious, ridiculous DJ personality. I’m calling Adam Gutman. Adam never said yes. Adam’s like, no. I called Ryan Tedder, you know, from OneRepublic. I called Ryan, I said, Ryan, you want to DJ? He’s like, I need some extra bucks. I mean, I’d call anybody that I… He DJed for you, Ryan Tedder. Yeah, or he was on every show, but he filled in. That’s cool. But anybody, I mean, it was a college, but anybody who was around me was a potential DJ. And I would do one part manipulation, well, four parts manipulation and one part payment. I’d be like, please, it’s somebody’s wedding. We cannot. And I would assign the blame so they would feel part of the blame too. But we cannot ruin this bride’s wedding. I’m not involved in this. You will have known that someone’s wedding was missed and you need to come together with me to help me solve this problem. I would have loved to have heard the conversation you had with the bride if you ever had to tell them, hey, you know. I never did that. I never did miss a wedding in terms of like that. Now I did have DJs that didn’t show up, which was not good. Been sued for that. Yeah, been sued for that. So how long did it take you to do this super move number two, which is schedule a time to post your weekly job? Okay, I’m going to tell you something right now that I don’t think people are ready for. This is the deal. Here’s the deal. It’s the breakdown. Most people don’t have a breakthrough until the breakdown. Ooh. Repeat that. Repeat that. Okay, well one is I’ll bring it back. But most people don’t have a breakthrough until they have the breakdown. That’s good stuff. So I wasn’t smart enough to pick up the phone and call Trinity Employment. By the way, it’s trinityemployment.com, right? Trinityemployment.com. Boom. That’s the deal. So I didn’t know about companies like Corey, because Corey, they recruit every day. That’s like their core business. Right. I mean, Corey, how many people are you recruiting? Is it every day you’re interviewing people? Oh, yeah. Every day we have several people. We’re recruiting for a little over 50 positions right now at the moment. See, I didn’t even know his company existed. All I was doing was just trying to survive, bro. I remember it was about 2003, Josh, and I had just received some awards and I was having big success, but the big issue was I was stressed out. I literally laid in my bed and couldn’t sleep ever. Like ever. My wife used to go, honey, you need to sleep. I’d just lay in bed going, oh my gosh. Because I knew I had a wedding in two days and I didn’t have any DJs. Constantly. Because the guys would quit and cancel and not show up and move. It was bad. A guy would say, whenever we’d book a wedding, I’d go, Josh, let’s pretend you’re a DJ. Sure. Hey, is this Josh? What’s up, bro? Hey, dude, here’s the deal. June 6th, and you put this on your calendar. You get a wedding. It’s going to be at the Holiday Inn Select off of I-44 in Yale, bro. Cool. Hampton Inn. Got it. Yeah, awesome. And then I would call you on June, the week before, hey, Josh, I’m just calling to confirm here. Yeah. You got that wedding on the books for this weekend? Is this Clay? Yeah. Oh, yeah, then I got it. Okay, cool. And then they would show up and one guy, and this is a very family friendly show, but one guy, we’ll just say this guy, he used my equipment to DJ at a gentleman’s club the night before this wedding. So I’m like, I know this because he got out of the car with a lady who was like, my name is Amanda, actually though my stage name is like Trixie. And I’m like, what? And she goes, yeah, he’s not going to be able to do the show tonight. He’s so intoxicated. Oh, man. I’m like, he just drove here. She’s like, I know, but he’s just not right. He just shouldn’t be DJing like this. Like, it’s someone’s wedding. Well, I’m sorry. I just don’t know how I can get him sober before the thing. I mean, this is very stressful for our family. I’m like, what? And you start… This is true stories. These things happen all the time. So it’s very, very important that if you’re in a situation right now where you’re having a breakdown, you don’t have enough people, you’ve got two options here. One, you can do the weekly job post. You can just post every week. So every week, literally to this day, every week I post on Craigslist and Monster.com. Even if you don’t have a position open at the time? Yeah, I’ve not stopped job posting for I think 16 or 17 years. And I think that’s where a lot of people are like, really, what? Even if I’m fully staffed, because then people who you love, if you’re listening right now and you’ve ever been screwed over by an employee, honk that horn. Hit on that horn. Just bam, just boom. It’s like you’re in a New York traffic situation. Just lay on that thing, because if not, you’re going to have a problem. When people call you and say, I need an employee, how often is it where it’s an emergency, bro? An emergency. How often is it like, I need to hire someone now? I would say at least 20 to 40%. It depends, it really depends. But there are a lot of people that are trying to find someone off, you know, just off the… Cut off the cuff. Yeah, just off the cuff. But it really differs. But generally, generally, here’s the thing, when it’s immediate, and this is what you’re getting at, I think, is like when you are in an absolute emergency type situation, the ability of a recruiting company or even you to focus and hone in on exactly what it is you’re looking for, it really minimizes. Because then you’re making a decision off of an emergency, an urgency, rather than really trying to take the time to learn exactly what it is this person has to offer. I want to marinate on what my main man just said, because he’s got that wisdom, that deep knowledge. Here’s the deal. When you take the word emotion, right, and you put that E in front of motion, it’s just hard to get stuff done sometimes. You don’t want to make a decision based on emotion. You don’t want to make a decision based on those emotional needs there, Josh. I’ve got an emotional need. I’m asking myself. I’m listening to this show, and I’m saying, Clay, where’s Mark Levine? I don’t know. Well, Mark Levine, unfortunately, is no longer going to be here in this time slot, fortunately for us, but unfortunately if you’re a Mark Levine fan, I guess. But two hours later, he’ll be on. So he’ll be on after our show. Mark Levine, we miss you. Welcome back in here. Josh Merl here with Clay Clark and Corey Minter. Today on the show, we’re talking about seven super moves to finding good people for your business. Super move number one, develop the perfect job post. Boom. Super move number two, schedule a time to post your weekly job posts. This one’s huge and actually clay. There’s a great notable quotable that goes with this Okay, so here’s here’s the deal I love Southwest Airlines, and I know people people say people have been calling in lately people been emailing. They’re going What is your deal? Why do you always? Why do you always just just why are you such a homer for a quick trip? Are you are you part of the did the Kadjo Empire? Are you paid to talk about cutie? No, no, I just have I love quick trip And we know some people say let’s take the family to Disney World Yes, I would never say that to my family. Oh Clay. You would never take your kids to Disney World? I hate Disney World Oh, I hate it. I hate it. I dislike it entirely. That’s too far. I gotta be a story behind I like to hear like who says they hate Disney World? Anybody out there? One is I dislike I dislike dislike with a passion. Humidity. Heat. You gotta go in the winter. I keep my man cave 60 degrees at all times. You gotta go in the winter. Winter. That one’s solvable. Half the problem. Two is lines. No way. Again, go in the winter. Get the fast pass. Go in the winter, get the fast pass. You’re doing it wrong. Three. Three. I got more. Three. This is the thing about Disney World, okay? I get sick on rides. Well, that’s just lame. That is. That is pretty lame, Josh. I agree with you on that. It is. I get motion sickness. And four, just because I freaking hate it. So here’s the thing is… Well, man, go like hang out with one of the characters. There’s a lot more to do in the rides in Disney World, right? But here’s the deal. Here’s the deal. You and the one million people a week who go there are all wrong. But you know where I will take my kids? Oh, this is a tragedy. I’ll tell you where I will take my kids. I can’t believe I’m listening to this. I have taken them, and I will take them again, and I will take them to the Temple of Boom to Quick Trip and I will show them what a great business looks like and I will get in there and they have a guy who rhymes all the time at the 16th and Boston location, Troyce Royce. Troyce Royce, I ain’t mad at you. Where you at, buddy? That guy’s awesome. And I go in there and I say, kids, listen to this guy. That’s Troyce Royce. Look at that. That’s a checklist. That’s clean. Look at that bathroom. Come in here. We can lick. We can lick on the floor. I’m going to drop my hot dog on the floor and pick it up and eat it on the, Quick Trip. I go in there and I get the coffee I want, the bathroom I want. They got this new kitchen thing going on. It is awesome. Quick Trip, I love it. It’s the merit-based pay and they wrote about it. There’s a book called, there’s a book, okay, it’s called The Service Profit Chain. And I got to go up to Mount Awesome and meet Mr. Quick Trip, Mr. Caggio. And I said, Mr. Caggio, sir, wizard, I wanna know how do I motivate my people? How do I find people, motivate people, coach people, mentor people? How do I do it? What did he say? He says, you need to read the service profit chain. I met with Chet Kajo actually last week. Unbelievable. And he gave me the same book, Clay. I asked him, what’s the number one book you read? Everybody’s meeting with him, except for you. What’s going on? Well, I’m always in the box that rocks. I’m in here making the world go boom and I’m not out there meeting the people that I… I mean that’s like… It was really interesting to listen to the emphasis that they put on their customer service and how they get the data and and how they’ve created the product that they have and they never stop asking and learning from their customers. It was really fascinating just sit and listen to it. By the way if you don’t have the data you can’t know what’s the matter. Just throwing that out there. Oh, that’s extra. Extra. But here we go. So there’s a passage from this book, a quote from this book, The Service Profit Chain. By the way, when you’re reading that book, you need to get yourself a Red Bull IV, because it’s hard to get through, but it’s got some good stuff. But he says here, Keller, okay, that’s the founder of Southwest Airlines, he says, Keller believes that hiring employees who have the right attitude is so important that the hiring process takes on a patina of spirituality. In addition, he believes that anyone who looks at things solely in terms of factors that can easily be quantified is missing the heart of business, which is people. So today we hired a guy named Sam. Sam, if you’re listening right now, and I know you are because you’re the kind of diligent guy we just hired who listens to the radio show to get in that positivity on your way home. But Sam, I said, Sam, bam, Sam, this is your first day. I want you to write some SEO. And he goes, I’ve never done SEO before. I said, great, I’m going to teach you how to do SEO. Then I want you to get out to my property and I want you to figure out how to install a pergola for the man cave. And then I want you to come back, get it all done, and I want you to make a Dream 100 list right now for the Thrive Time Show. All today. And you know what he did? All of it. I would have loved to have seen that job description. That would have been a good one. Yeah, my whole thing is though, is if you don’t want to be awesome, don’t enter my dojo of mojo. If you want to be mediocre, you want to go, it’s 37 hour work weeks and I like Bernie Sanders says. If you even mention the name Bernie Sanders in my office, I literally will look at you with a look that says, and then you’re going to turn your head, and because you’re going to be, you’re going to be like, did he just attack me for mentioning Bernie Sanders? I won’t attack you, but I will look at you with the judgment of Mount Judgemore. I will look down from Mount Judgemore and go, what is that? Mentally, inner dialogue. Then you will turn your head and you will notice there’s an American freaking flag above my desk and the Israeli flag, and you will notice that when you see the Israeli flag and you see the American flag, that at any point, if you push back and you think America is second or third or we should run around apologizing for America being the best freaking country in the world, then you’ve got to get the heck out of my office. Because I’m going to hop inside. I’ll even help you. When you get out of my office, you can hop in my Hummer and we’ll get four miles a gallon all the way to your house. You know what I’m saying? But I want a polarizing work environment where you love me or you hate me. But I do not want anybody in my office that’s like, well, I’m kind of not engaged because I was on, I’m kind of not engaged. I don’t want you to be in that 33% of the population who’s kind of engaged. You get the heck out of my office or you come and you bring it. It’s going to be awesome every day or nothing. And Sam, I can tell you all day or a day, that guy’s going to get it done. Sam the man. I’m just telling you, this guy is a living legend. His wife has worked with me for two years. I’m sure she goes home every day and says, my boss is a nut. But you know what? Either you love it or you hate it, but either way, we’re not going to have this. I’m not engaged at work because I’m on Facebook, Josh. I’m on Facebook. Oh, I love Facebook. It’s so engaging. Look what just happened. I’m not engaged at work because I’m texting my wife during the workday, Josh. I wish that I knew the number of people that we’ve had to terminate only because of Facebook. It’s amazing. I’ll tell you what. Hey, when we come back on the show, we’ve got some Yoda business tips. What is that? Find out next on The Thrive Time Show. Talk Radio 1170. Bernie Sanders! Welcome back in. Josh Merrill here with America’s number one business coach, Clay Clark, and the founder and president of Trinity Employment Specialist, Corey Minter. Today, we’re talking about the seven super moves to finding good people for your business. Now, Clay, last segment we were talking, and you stated this. You stated that you hate Disney World strong words yeah the thing is that I have been there and I would never ever under any circumstance ever wish that the experience I had both times I went on anyone that’s terrible but Disneyland I like Disneyland listen I gotta think that you can come up with something that you like at Disney World no but it’s all Disneyland does is there anyone out there that understands this? Like Josh, do you get this? Here’s what I think about Disney World. I think Disney World is a thing where what you do is in our minds. There’s two big belief systems that the world has right now. Two. According to Clay Clark. Yeah. There’s two false beliefs that people have right now. Two big ones. They’re big issues. One is we say, if I get my degree, I am going to be financially secure and I’m going to get a good job that I like.” And that is not true. When you get a degree you will then say, I still don’t have a job and I have to go find a job and a lot of people get stuck in a career path. They say, well since I already have my degree and that thing I might as well stick with it and now you’ve got student loans and then when you get a chance to check it out here, there’s a report that came out in the Atlantic that the Federal Reserve did a research report on this and said 47% of Americans do not have $400 saved. And many of these people have degrees and student loans. And so one, the false belief that if you go to college you will be successful and then life is just great. And the second false belief that we have is that if we save up a lot of money and we take our kids to Disney World, it will be a great trip. And that could not be more not true for many people. Lee Cockrell. I see people that come back. Lee Cockrell. What would Lee say to you? Yeah, what would he say right now? I see people that come back from Disney World looking like they haven’t slept in four days with their pockets empty, have no money, they’ve spent all their cards are maxed out. I see them in the airports. I’ve had to fly in the Orlando airport quite a bit. People are flying home looking worn out. Their kids are freaking out. They didn’t get all the stuff they wanted. It’s hot. It’s muggy. The lines were crazy. I talked to people who come back. I said, did you honestly like that trip? And many people go, no, I didn’t at all. I said, really? You didn’t like it? No, I didn’t. It’s funny. I talked to a lot of people after they come back from Disney World and I say, did you like that trip? And they say, yeah, I loved it. It was the best one ever. You know, when you say a lot of people, you’re usually talking to yourself. We’ll move on. I’ve even had people tell me that’s the best trip that I’ve ever been on before. It’s the most amazing part. In fact, I was talking to my staff about how to treat our employees and our employees’ employers just like Disney World treats them, like usher them in and treat them fairly. Oh, they do a good job. Disney World’s a great people, good business, great business, great people, great experience for people that like to be hot and wait in line and spend all their life savings on a trip that no one enjoys. Or learn exceptionally. The thing is, if you disagree with me, it’s okay. I want you to email right now, info at thrive15.com. I can’t wait to read these emails. Tell me why you love Disney World. What we’ll do is we’ll add it to the Darth Haters section of the thrivetimeshow.com website. Anybody if you just have a little hate, you can just go up there and you can sip on that haterade and read about how wrong I am. It’s awesome. But let’s keep going, Josh. The seven super moves to finding good people for your business. Super move number one, develop the perfect job post. Super move number two, schedule a time to post your weekly job post. And now super move number three, block off weekly times for new recruit interviews. Yeah, so if you don’t block off time to post the jobs, you’re not going to get posted. But then if you do post the jobs, you’ll block off time to interview. Now this is if you don’t block off times to interview people you’re not going to do it. Because we’re busy. You know? And human capital is like for some reason it’s kind of thing where people don’t think about how big of a need they have until they’re just in a… My question is this and this is probably I think a lot of people’s pushback is do you actually mean weekly or is this a monthly thing? We do an interview every single… the guys in the box Every single Tuesday at 5 we do the group interview. We do an interview every Tuesday at 5 and I don’t care what position you are applying for, Tuesday at 5 is when we do it. We have the people available. We have the HR team. They are all right there interviewing people. It’s a beautiful experience every Tuesday. You know why I do it? Because sometimes you are going to have people get married and they want to move and they’re gonna, life changes. Maybe they get laid off, maybe they, you know, like maybe the spouse of theirs got laid off and now they have to take another job, another move into Houston, or, you just never want to be in a bond. You’re listening to The Thrash Talk Show on Talk Radio 11. Now Clay, I think for some people to understand this, they might have to hear it from a wizard, if you will, a Jedi master. So I’d like to take everyone now into some Yoda business tips. Yoda’s business tips. Each week must block off time to interview people. No, no, no, no, but must block off weekly. Weekly. But Master, I don’t have the time. The force is strong with this one. We’ll not learn. Dumb. So you’ve got to do it. It’s got to be weekly. Yeah, it has to be because otherwise what you’re going to do is you’re going to pay a dumb tax. I mean, there’s a dumb tax there. I see people all the time. They’re good people, great people. You’re so judgmental. No, I’m the business wizard. I’m very good at what I do in business. Not a good, like, you’re not the looking good wizard where you buy that face at the toilet store. Yeah, that’d probably be appropriate. I’m not a genius of beauty or nicety or becoming everyone’s best friend. Corey likes to fish. I don’t fish. I don’t hunt. I don’t go outside, really. But the thing is, I know how to do this. What happens is, when you are interviewing every week, you’re operating from a sense of abundance. So now you know there are tons of people all over looking for jobby jobs, great people. But if not, you’re going to operate from scarcity and from emotion. And so now you always have to hire the first person that you meet, right? This creates what is called the failure loop or the doom loop. If you’ve read Good to Great, he talks about the doom loop, the failure cycle. But what happens is you hire Johnny, you hire the guy and you go, so what’s your name? Johnny. Okay, so Johnny, what do you do? I live with my mom right now, bro. How old are you? 27, bro. But that’s kind of an ageist question. Are you judging me? Yeah, sure. Sorry about that, Johnny. At this job, we’re going to be doing a lot of marketing and sales. I just want to make sure that you’re okay with that. Bro, are you allowed to ask that question, bruh?” And now you hire that person, and that’s not a good thing. And now you hire them, and they are terrible. They’re terrible. They’re horrible. They’re bad. And then you hire them, and they do a bad job, and now your customers say, who is that moron that you just sent out to my house to do the remodeling project? And you say, well, he’s a good guy, but I don’t care. He showed up late. He’s not organized. And then you say, well, I’ll just take that back then. So moving forward, I’ll just do all of the remodeling myself. I’m going to do it all myself. And you start to say things like, well, I’ll just do it myself. If I want something done right, I’ll do it myself. And I’ll just be doing it myself, and I’ll just run my business by myself, and I’m going to be self-employed by myself, and I’m going to go to these ridiculous organizations that celebrate small businesses as if it’s some kind of merit badge that your business won’t grow. If your business is still small, what are you doing? This is stupid. This is like having an Olympics and you celebrate the team that always loses. Look, they’re part of the non-medal winning team. What? You know what? You want to win. Your business should grow. I’ve never, I’ve never, not one time, ever owned a business, ever owned a business that doesn’t grow. It just doesn’t. I don’t lose. I always win. Some take longer, some take less time, but you have to grow. If your business is not growing, it’s dying. Check it out. It’s atrophy, right? Let’s check this out. Josh, let’s send you to space. Oh, fun. So you go to space? Yep. And you’re up there. There’s no gravitational pull. Right. And you don’t have any, we’ll call it, physical exertion. Yeah. What happens to your bones when you come back down from space? Well, I believe they thin. You have atrophy. Atrophy, thinning bones. Things break, brittleness. You die. Corey, talk to me about this. If you have a business that’s like a pond, okay, where it’s stagnant and you don’t bring in new people, what do you see happen all the time when you talk to companies that can’t find good people and they keep hiring the first available morons? Well, a lot of people come to us primarily because a lot of their office managers, or any manager, they don’t want to have any kind of confrontation with their employees, and it’s really difficult for them. But they’re my sister-in-law. I could possibly fire my sister-in-law. Well the problem is, is how much does a bad employee cost a company? And the answer is, it is way more than most people think. It doesn’t matter. I’m just going to hire my sister-in-law because she’s my sister-in-law. And so we have a lot of people that really just try to hire a staffing company only so that they can terminate when they need to. Bernie Sanders would hire his sister-in-law? Bernie Sanders would hire his sister-in-law? He has a net worth of… Oh, frick, that didn’t work out too well. But Bernie Sanders, he knows a lot about fixing the economy, even though he’s never created a freaking job. Bernie freaking Sanders would hire his sister-in-law and let her work forever and give her 37 hours a week? Bernie Sanders, he needs to know the seven super-moves to hiring people. When we come back in our next hour we’re going to be telling you now that you’ve got the weekly interview we’re going to be telling you how to set up the perfect one to find those good people. Plus at the end of our number two Corey has a free workshop for employers where Corey will teach you how to find good employees. It’s all coming up on the Thrive Time show on Talk Radio 1170. In our number two we’re going to be talking about how to set up an LLC with Wes Carter of Winters and King. Good stuff. You’re not going to miss it. We’ll be right back. Welcome back into the Thrive Time Show. Josh Merrill here with America’s number one business coach, Clay Clark, and our special guest today, Corey Minter, founder and president of Trinity Employment Specialists. Today on the show, we are talking about the seven super moves to finding good people for your business. I’m going to do a quick recap here. Oh, yeah. Super move number one, you’ve got to develop the perfect job post. Super move number two, schedule a time to post your weekly job post. Boom. Super move number three, block off weekly times for new recruit interviews. And hey, if you want to catch up on any of this, if you missed it, just go to thrivetimeshow.com. You can listen to the podcast, you can catch up. It’s good stuff. You can hear Clay talk about how much he dislikes Disney World. If you want to get all the downloadables from today’s program? You want to get those downloadables? You want to like, you say, listen, I’m learning some things, but I want to get a printout, a review, a summary, the show notes. You can do that if you’re a Thrive15.com subscriber. It’s the world’s best business school. Also Facebook Live, you can check us out there, but Josh, let’s get into it. Let’s do it. All right. Super move. Number four for finding good people for your business, you’ve got to conduct your interviews with both passion and purpose while following an agenda. Okay, so here is the big idea. Simon Sinek wrote a book, it’s about the power of the Y. Just Google Simon Sinek, okay? S-I-M-O-N Sinek, S-I-N-E-K. Can’t text and drive, can’t Google and drive, but when you get to a stop, pull over, boom, Simon Sinek, okay? He wrote this book and it’s all about the power of the Y, okay? The Y, Y, Y. Why was Apple awesome? Apple was awesome because Steve Jobs was maniacally focused on making products that worked and were beautiful in design, to the point where people got fired for making phones that required a manual. He demanded the phone could not require a manual, that the iPad would just work, that things were simple, that the whole idea of icons, which he definitely stole from Xerox. But the thing is, people didn’t use computers before. He wanted computing to be usable and affordable, and he was passionate in a ridiculous way. Truett Caffey, my main man, the guy who built Chick-fil-A, dude was passionate about customer service. Dude was obsessed with it. You go over there to Hobby Lobby. Some people, Hobby Lobby? But isn’t the Hobby Lobby guy controversial? Yeah, because they have standards and they’re closed on Sunday. Okay, but check it out. He built this great business and he has standards. He wants to hire people who are kind, right? He is passionate about creating an awesome experience. Hobby Lobby, I’ve met the guy, David Green, awesome sauce. When you meet these people, when you get up close to these titans, when you meet Mr. David Robinson, one of our partners with Thrive15.com, when you meet Mr. Lee Cockerell, the guy who used to manage Walt Disney World. When you get up close and you start to smell awesome, you realize they are passionate about their why. I’ve got another question for you. There’s another group of people out there, Clay, that you love. It’s the Boston New England Patriots. That makes me want to just go to some Boston business tips real quick. Boston Business Tips. Lobster. Well I want to tell you this first off, if you’re going to be a good Patriots fan, you’ve got to be willing to tailgate for six hours. The game is five hours, four hours, but you need to tailgate for six hours. And you have got to be obsessed because America has one team, and it’s not the Cowboys, it is the Patriots. Let me tell you something, we are wicked awesome, we win all the time, and you play the Patriot way. You get your job done, or we whack you. Boom. They’re passionate, they’ve got a purpose, and they follow an agenda. I freaking know a guy, his name is Bill Belichick, he wins. Boom. Because he follows an agenda. Absolutely. No matter what. No matter what. And I want to make sure you get this guys, I want to make sure you get this. You have to follow an agenda when you go into that interview. You have to have a plan. You’ve got to start with a plan, end with a plan, you have to have a plan. You have to have a plan, you have to be passionate while you’re doing the plan. You have to have a plan. If not, the interviews are just going, so what is your weakness? And they go, because remember, you say this stupid question. So what’s your weakness? And they went on like howtodogreatjobinterviews.com and they go, well, my weakness really is my passion. My passion for people and it comes across a lot of times like I’m not humble. And really it’s sad because I’m so humble that it’s like it’s off-putting almost. And so really my passion is my weakness overall, Josh. You know what I’m saying? Oh boy. Yeah, it’s my weakness. It sounds like it. So, Cor, I want to ask you this because you’ve interviewed thousands of people. You’ve interviewed thousands. You’ve helped place people at some of the biggest employers in Tulsa. Chances are if you’ve been to a hospital in Tulsa, you’ve probably worked with somebody there who was hired by you. We know a lot of people that are working there. So let me bring this up here. Let me bring this up here, okay? One, and one is, when you interview people, why is it so important for you as the employer or the manager to be passionate? Why is it so important when you’re interviewing somebody that you come across as passionate about what you’re doing? Why is it so important? Because people will follow that and they will either be excited about working there or they will look at whoever’s interviewing them and they’ll be able to read whether they’re enjoying what they’re doing or not. People want to enjoy where they work and if they can see somebody really enjoying themselves and they can see that passion, they’ll want to be a part of it. So it’s really, really important. I want to bring this up because this is something that’s close to my heart, really close to my soul, is my dislike for fishing. So I’ve noticed that there’s a lot of things you dislike today. I dislike… The thing is, I really love my job. I love growing businesses. I love starting businesses. I love the Patriots, the rest of the NFL. I’m glad we beat you all the time. But I’m just obsessed with the Patriots and business and stuff. But I want to bring this up because you go every morning, or at least often, you get up, you go to Lake Pixoma, is that right? I go to Lake Pixoma on my kayak. What do you do? What do you do with your kayak at your Lake Bixoma? What do you do out there? Well, I go out. I get up at about 5.15. I leave the house about 5.30. I get out there and I watch the sunrise and I have my coffee. Wait, wait, wait, wait. No, wait. Why? Why are you doing this? Because you have to, for me personally, I’m wanting to get my vision right for the day. And you have to be purposeful to be able to go where you’re wanting to go. And for me, it’s a constant decision I have to make every morning. So I go out there and I look out there and I see how great God is when I see the sunrise. You mentioned the offensive word. Oh boy. It’s called Trinity Employment. You see how he did that? He wove in the word God, Trinity. You start to see like he actually believes this stuff. So let me ask you. So you get up at 530 pretty often. How often are you doing this? Every morning. Every morning. So he gets up every morning, he gets on to Lake Mixoam in a kayak, and you go out there to clear your head and to set the vision for the day. Is that right? Well, I set the vision for the day, but also for me, I will rise to where I visualize myself. Oh boy. Oh boy. And so I just spend some time imagining where I’m at. One of my mentors many years ago, he said, listen, if you want to go somewhere, start visualizing yourself there. And so that’s my time that I do that. And if you’re going to have coffee, it’s the best coffee shop in town. So you’re passionate about this. This is something you believe in. You’re excited. It helps me a lot. Now you have this thing called executive experiences. It’s a thing you’ve developed with Mr. Arthur Garino. He owns the Chick-fil-A’s in Tulsa and it’s where you take, it’s not open for everybody, if people wanna know, they can just email what, info at trinityemployment.com or something? Yes, or yeah, info at Trinity Employment. Okay, so they can email, if you wanna know more about it, it’s kind of like an invitation only deal, so you can learn about it, but sometimes you can’t take everybody, but you take out some of the top business owners, entrepreneurs, it’s not about money, it’s about vision, and if you share the vision, you go out and you have these executive experiences where you guys do. What are some of the crazy things you guys have done so far? One of the things that I love the most, there’s a place out in Bath, Illinois, and if you put the boat engine into the water, the vibration for some reason makes thousands and thousands of carts jump out of the water. And when you’re going 20 or 30 miles an hour down the river, they’ll jump out and literally hit you, hitting the boat. We had some guys with black eyes. It was, but we caught 150 fish in nets going 20 or 30 miles an hour down the river. Did you put all the fish back? No, they’re a huge nuisance too. They’re a huge nuisance because in our waterways they eat way too much, they eat way too much grass and they’re from Asia and we, they’re a big problem for US waterways. And so they actually take them and they make fertilizer out of them. I’m sure that there’s somebody upset about that but it’s really important. Do you know, have you ever caught a fish and put it back? Me? All the time. Yeah. See, that right there is where we part ways. If I’m going to fish, I’m going there to kill an animal as soon as possible, eat it, go home, boom, done. Catch and release. If you’re going to be a fisherman, catch and release. It’s how you let the small fish get bigger. Let me tell you how Clay Clark fishes, which he doesn’t, but this is how I would. Third person, me. This is how I would do it. I can’t imagine myself going fishing with you I’m gonna get a net the crazies that I would hear during the during the process. I’m gonna get a net I’m gonna go fast. I’m gonna drag that lake get the fish. I want get her Clay I think that you’d be If you’re a fisherman out there clay would be that guy That he would fish for like 10 seconds not catch anything and ask you to move the boat Hey, man, you were in that dynamite with you. Absolutely. Oh Oh, got another fish. Boom, that’s odd fish. Done. When you’re conducting your interview and you don’t bring passion, you don’t bring purpose, what does that say to your potential employee? What it does is it would be like if I’m interviewing a potential employee and I’m trying to convince them to go kayaking or to go run around and I guess hop in a boat and then fish jump out and we catch them, I would go, this is how I do it. So basically we get up in the morning, we go freaking look at the whatever lake in this little kayak and we just get a fish I guess, maybe put it back, who knows, and then have a coffee and that’s going to be awesome. So I hope you like doing that because that’s what we’re going to be doing here. It just comes across as insincere. It doesn’t sound real, right? And that’s not what you want to do. What you want to do is you want to invest some quality time, Josh, some quality time into letting your people know that the people you’re interviewing that you really do care. That quality time is what I’m talking about. I think sometimes if you’ll just even explain to them like what you were talking about with Simon Sinek, if you’ll explain to them your why and be able to clearly communicate that to them and get them passionate about what you’re passionate about, it’ll really go a long ways. It’s attracting people that are your top talent. You’ve got to get them bought in. It pulls them into the boat. It’s like the fish are jumping out of the water, like the carp are jumping out of the water into your business boat. Boom. I love that. Unbelievable. Hey, when we come back after the break, we’re going to be talking about the perfect agenda. We got seven quick steps. You got to do each one of these steps in your meeting where you’re hiring someone. The perfect agenda, seven steps. You don’t want to miss it. Plus, at the end of this hour, Corey has a free workshop for employers where Corey will teach you how to find good employees. He’ll go in depth, it’ll be awesome. It’s like the first 50 people. We’ll get into more details at the end of the hour, but you definitely don’t want to miss that. We’re talking about hiring good people. You gotta have it for your business. It’s a Thrivetime show on Talk Radio 1170. Hope your Wednesday’s going great. Welcome back to the show. Josh Merrill here with Clay Clark and Corey Minter. We’re talking about the seven super moves to finding good people for your business. Right now we’re on super move number four. You’ve got to conduct your interviews with both passion and purpose while following an agenda. And actually we have the perfect agenda for you. Let’s do it. These are seven quick steps. First, you want to clarify the goals of the company. Yeah, to clarify the goals of the company. So one of the businesses I work with is called Bootcamp Tulsa. It’s Bootcamp Tulsa. It is a fitness business. It’s a women’s fitness business. By the way, we have people in the studio sometimes that come in and visit us. Tim Redmond, a legendary business coach, he is in the building, but he could not attend Bootcamp Tulsa because it’s a women’s only fitness business. He couldn’t go. Corey, mentor here with Trinity Employment, he couldn’t go. Josh Merrill, you couldn’t go. I couldn’t go. But the thing is, is that sometimes dudes want to go to boot camp Tulsa and they want to attend. And they can’t. So in the interview we explained to the candidate, hey this is a women’s only fitness program designed to help people grow. Coach JC sincerely means this. He wants to help people improve physically, mentally, and spiritually. And they go, spiritually? And he goes, yeah, it’s a Christian-based thing. We pray for all the girls after every workout. And it’s just like, what? But that’s the goal of the company is to help people, BootcampTulsa.com, to help women get in shape, yes, but to develop mentally, spiritually, physically, the whole thing. So that’s kind of the first step right there. Okay. Step number two to the perfect agenda for hiring people, clarify the goals of the candidate. You just want to talk to the candidate and find out their goals. If their goals are to do something that goes against the goal of the company, so thrive15.com. I just had a talk today with a lady that just didn’t get it. Bless her. She’s just so wrong. I want her to be right. I want her to figure it out, but she probably can’t. She probably has to go through life and pay a few bills and pay some more taxes before she’ll figure it out. But here’s the deal. Thrive15 is created to mentor millions. That’s our online business coaching platform to help mentor millions. The average entrepreneur, by the way, is working over 60 hours a week. They’re working 60 to 65 hours a week. This is somebody who works like 36 hours a week. She’s like, well, do you get a certificate? I’m like, no. You don’t. Oh, my gosh. You don’t get a certificate? Why would anyone want to do that? Why would you want business training without a certificate? Lady, I don’t freaking care if I have a certificate. I want to make money because copious amounts of money allows me to get my seared ahi tuna. I can put in my pergola. I can take my wife on a data. I can go out there and rent various things that I want called jet skis. I can have fun with my life and it takes money to do that. When are you going to give a certificate? Lady, I don’t freaking care about it. So you’ve got to clarify your goals and that kind of person can never work in my building because she has different goals. And we would clash and conflict. I am not going to be compromising any time soon, Mr. Josh. Step number three, clarify the expectations of the job. Yeah, so it’s fair to people to clarify that. So if you got a job today at Starbucks, about every half hour, if you’re going to live up to the standards of Mr. Schultz and his beautiful company, Starbucks, you have to make a fresh pot, a fresh brew of coffee about every half hour, it’s on a checklist. And if you don’t do it, you get fired. Well, but I don’t wanna do it. I don’t wanna do it. I wanna make coffee every hour. Really, every hour is what I wanna do, every hour. Well, if you do that, you can’t work at Starbucks because this is like the expectations of the job. I don’t wanna smile at everyone, I had a bad day. You have to smile because it’s Starbucks. A lot of employers really struggle with that. I mean, a lot more than you would ever think really don’t have a great planned out agenda as to what they want somebody to do before they even start interviewing. So in many cases, they kind of make it up as they go. And as a staffing agency, sometimes they will give us a job description and give our candidate a complete different job description. So everyone’s confused. Have you ever been into Victoria’s Secret to buy your wife something one time? You ever been in there? A couple of times, yeah. You go in there. It’s always awkward. It’s weird. You go in there and I’m like, oh no, I’m in here. I walk in and the lady says, excuse me, my name is Sarah. Can I help you? And I’m like, no, no, no. And I don’t make eye contact. I look away and I say, no, no, I’m good. I bring my daughter with me. My daughter’s only 12. I bring her with me. And we’re just here to get some stuff for mom. And I’m like, Havana, go get some things. Just get in, get out. Just pop, get up. This is what I do for Christmas every year. I go in there and then I notice as I try to recoil, I try to cocoon myself, I try to hide, I try to cover my eyes, I try to cover my body. I don’t want to look at anybody. And I start to hear the music. And then what happens is every year… Do they play that? Oh yeah, Victoria’s Secret. It’s always… Passion. Sexy. You go in there. So then my wife, every year she returns it. Like clockwork. Whatever I buy, I pick all the things that I think… Is it the wrong size? What? No. Okay. Probably, yeah. But anyways, I go in there and I get the things. It’s even awkward just talking with the tension in your car right now. It’s unbelievable. If you’re listening, the tension we all feel is terrible. But when you talk about something else, no. But the thing is, my wife returns it. Then I have to go back. And I go back and I notice it’s sexy. I asked one of the ladies, I looked her in the eye, kind of barely, I covered my eyes, but I kind of looked at her and I said, how often do you play these songs? She goes, oh it’s on a rotation. We play the same songs all day. I’m like, all day? But see, some people, there’s one lady I know, a very nice lady, and one of her members of her team said, I don’t want to hear the same songs over and over. Can we listen to something else? If it’s in my office, this is what I would say. No. Well but I want to. No. You should listen to your team. Yeah I am. I spell team. T-E maybe put an I in there. I-A-M team. Team. That involves me. I choose the playlist. Boom. We hear this song every day. Yeah because I like it. But you have to set the expectations and if you come work here you will listen to the same music every day that I choose. And now I’ve given that decision-making power. I’ve given a little bit of that to Shredda, a little bit of that to Marshall, and now it’s Marshall Law. If you don’t like it, too bad. You know what I’m saying? So you’ve got to set those expectations. You can’t do that. I mean, you probably need to go get a job. Boom. Step number four for your perfect agenda for hiring people, clarify the compensation of the job. It’s always important to talk about it. And it’s awkward. If I’m an employee, it’s hard. It’s hard to bring it up. It’s awkward. You hate to ask your boss, hey, am I going to get paid? When am I going to get paid? Am I going to get paid? Because you don’t want to come across as a jerk who focuses on pay, but you also need to know what the pay is. Corey, how big of a problem do you see this with companies? You’re hiring somebody. You have placed an employee in a new business. A business says, we need an employee. They call Trinity Employment. You say, hey, I have a great candidate the great candidate does the interview how often is it where the? Compensation is not clearly Communicated how often is there is there just weirdness where you’re just seeing employers getting it wrong Sometimes you know a majority of employers I would I would say that we work with have a very clear idea of what it is They’re looking for and they they somehow reflect it with the the the experience that the person has and makes a decision. But occasionally we will have two differing opinions of managers, something like that. One manager thinks that they should be paid this amount. And the thing is, if you play with someone’s money, you’re playing with their emotions and it can be a big turn off. So you really need to know exactly where you’re at with that before you get started. The point we’re trying to communicate here is you really want to spend quality time with these candidates going over these items methodically. It’s like quality time I’m talking about. You’ve got to do it. Oh, you’re queuing it up here? Beautiful. Okay, so here’s the deal. You guys remember the day, back in the day, when you used to go roller skating? You had those four wheels. Remember that? Those quad skates? Good times. Yeah. And you’d go ask your mom, hey, mom, can I get like 50 cents? Remember when 50 cents used to be something? Yeah. You get those 50 cents, you go buy a huge pickle at that snack bar. I would go to the video game store. You get those Reese’s, not the small ones they have today, but the big king size deal. You get that, you’re playing some Galaga, whoop whoop whoop. You’re doing that, and then they kick up that slow jam, they put on that quality time. Remember that quality time they hit play, and you start reverse skating, don’t you Josh? Remember that? I could never do it. You go ask that lady. I never got there. Hey girl, how you doing? I know how to skate backwards. So I want to move forward with our relationship. You see what I did right there? Boom. So here’s the deal. After the break, I promise I won’t play this song again, but just kind of marinate in it. It’s quality time on your radio. Welcome back. Josh Merrill here with clay Clark and Corey mentor We’re talking about the seven super moves to finding good people to hire for your business right now We are on super move number four talking about you got to conduct your interviews with both passion and purpose While following an agenda and currently we’re talking about the seven steps to a perfect agenda I’m gonna recap real quick first you got to clarify the goals of the company Then you got to clarify the expectations of the job. True. Then clarify the compensation of the job. And now, here we go, step number five for the perfect agenda for hiring people, clarify the career path of the job. Now this is a deep thought, and Josh, I want you to get my shameless deep thought. I want everyone to really marinate on this idea. This is a big, this deep thought here is so deep, you’re going to need to write this down. So I want everyone to get a pen out. A pen? Are people still using pens? I want to use my iPad. But that’s a…it’s a deep thought. It’s a big thing, Josh. We want to… Deep thoughts. Nobody wants to work at a job that takes them nowhere. Nobody wants to follow you on a path to nowhere. We’re locally owned and we’re going to keep it small. My dad and I, we’re going to do it forever. No one wants to work for you. No one wants to be a part of a team that’s not growing. So if you’re saying, hey, our company’s good. We don’t want to grow it anymore. I encourage you to do two things. One, sell it. Sell that business. Or two, put somebody in charge who does want to grow it. Because it is depressing. When you take somebody’s life and you say, work at this job. We’ve all been there. Now, I am not hating on you. I’m not. I ain’t hating on you if you are somebody who owns a DMV. But come on. What are you guys doing? Have you guys been to a DMV? I’ve been to the Katusa DMV and I actually like it a lot. Okay, so Katusa wins. And Bixby’s not bad. Is there a good one? Yeah. Is it out by Bixom Lake? No, it’s not. It’s not quite there. Okay, I’m gonna talk about one that’s I have in my mind. Do you see if you can guess which one it is? So let’s just say this. You go in there and somebody said, wallpaper? It’s good. Let’s keep, hey Stan, why don’t we put some wallpaper up? I’ve got some, you know, it’s probably from the 60s or 70s. Let’s put that up there. Tile, kind of make it yellow, a little bit yellow. Get some stains on the ceiling there a little bit. Get some of the water condensation stains. What I’ll do is I’ll hand write all the little notes. We won’t take credit cards, you know, and what we’ll do is we’ll put a little handlet and notes. So I could take a piece of paper with like a written bond with a sharpie that says, you know, close till four or something stupid like that. And have you ever been to one that didn’t have like some crazy stains on the floor? Oh gosh, you know what I’m talking about? It’s weird that it’s there. Spiritually speaking, it’s purgatory. But all I’m saying is they don’t have a career path. No one there is excited. No one’s going anywhere. They’re just making your all sitting there. You ain’t got nowhere else to go. You got to come to our DMV. So when you come to this DMV, we’re gonna make it crappy. Because you can’t go anywhere else. I mean, it’s stupid. My kids go in there with me. My son, who’s like a truth cannon, because he’s at age right now where he just says what’s on his mind, and he goes, Dad, that lady with the purple hair seems mad. Yeah, because she is mad. Because she’s working at the freaking DMV that’s going nowhere. It’s awful. It’s depressing. If you work at the DMV and you’re mad, just go ahead and email me that complaint. It’s cool. I’ll put it on the Darth Hater section. But you’ve got to have a career path for your team. You’ve got to lay out, hey, if you do a good job, this is where you can go. If you’re diligent on a daily basis and you choose to have a great attitude, you can do something with your life. Hey, you want to hear something really funny? Do it. I went to, I have my wallet stolen the other day out of my car, and so I had to go get my new driver’s license, and this lady was like really, really entertaining and she was having a good time. Really? And I was like, I just told her, I said, you know, you are the nicest person at the DMV I’ve ever met. And she’s like, yeah, I’m looking for a job. And she found out what I did. She was there. She was like the best I’ve ever seen or heard at any DMV ever. And she’s looking for a job. Straight up. Yeah, she was really good. Straight up. If you see Corey come to your business, he is a recruiting pirate. He seriously is looking for people all the time. Anytime he goes into business, he’s looking for good talent. So keep him out of your building if you’re not hiring them to help you. She was really great. He’s always a fish out of water in there. Unbelievable. Unbelievable. Boom. Step number six in hiring the perfect people for the agenda here. Step number six, answering any questions that they may have. Hey, you want to open up for questions? Hey, homie, we had an interview. Do you have any questions? We just had some quality time. I just cued on some quality time music for you in the previous segment. We got that quality time. We’ve spent time together tonight. I don’t want you to have to think about it again or get home and have questions. Just, I mean, is there any questions you have for me now? You can ask anything. Ask me anything. I make it very transparent. So I’ve had one guy say, how much do you get paid? I said, well, this is what the job pays you. He goes, no, how much do you get paid? I was like, there you go. Another guy, I asked him, I said, do you have any questions? He goes, when can I start? Another person says, well, what exactly would I be doing? Another person says, why do you have an Israeli flag up? Another person says, why do you, you know, why do you, I mean, you want to ask those questions because it’s hard to go to war or go to work with somebody that you don’t like or buy into. They’re buying you. I mean, if you’re doing the interview, they’re buying you. They’re deciding to take that job or not take it based upon you, Mr. Josh. Step number seven for the perfect agenda for hiring people, you’ve got to clarify the next steps for the applicants. We’ve all been around these things where you go for the job interview, you did it, you filled out the application, you never hear back. You never hear back. You never know, did I get it? Did I not? It’s stressful because you’re talking about people’s wallet, as you talked about, Corey, that’s money and emotions. Their wife is going, did you get the job? You’re like, I might have. And then your friends are going, did you get the job? We dressed up. We bought ourselves some new clothes. We’re trying to get this job. It means a lot. We feed our family with our job. We take pride in our job. We tell our friends this is where I work. We’re there the majority of our waking hours. You just want to know, did I get the job? Did I not get the job? What are the next steps? And don’t leave people hanging because it really really hurts people Josh when you do that. You just want to tell people hey it’s gonna work out it’s not gonna work out you’re a good fit you’re not a good fit don’t leave people hanging don’t do that. When we come back we’re gonna be talking about super moves five through seven on how to hire good people for your business. These are the moves that you’re not gonna want to miss. Plus Corey has a free workshop for employees that he wants to talk about. You need to be in there because it’s going to be awesome. Corey’s told me all about it off air, and I cannot wait to be there myself one day, maybe. Well, here’s the deal. People are wondering, where’s Mark Levine? Mark Levine, he’s a couple hours. He pushed him back a couple hours because the Thrive Time Show is here, baby. Boom. Back in, Josh Merrill here with Clay Clark and Corey Minter. Today we are talking about the seven super moves to finding good people for your business. Quick recap, super move number one, develop the perfect job post. Super move number two, schedule a time to post your weekly job post. Move number three, block off weekly times for new recruit interviews. Number four, conduct your interviews with passion and purpose while following an agenda. And here we go, super move number five, schedule time for candidates that you like to shadow your team before calling references yeah we just had a coder we just hired and the guy names Patrick it’s not Patrick but I can’t pronounce his name properly because I am like the worst person in the whole world pronouncing names and remembering names so my wife I call my wife bird but when I was in college we’re in college I knew she was attractive knew she was cute could remember her name I’m just like a jerk I just that’s how I am and then I remembered over time but it takes me like three or four encounters with a human before I can really lock in on the name. So this guy named Patrick, he’s working in our office. I think he’s going to be a good coder. I think he’s going to be great. But I don’t know if he’ll like my office because it’s a polar office. You’re either going to love it or you’ll hate it. There’s no neutrality to it. So I went ahead and had him come in and shadow for a day. And when he shadowed for the day, he discovered quickly like I’m in or I’m out. But I always have people shadow for a couple hours or three hours or actually following the people around that they’d be working with, working with them, helping, assisting, aiding, whatever. Because I want people to be in or out before they really put too many heart strings in there, Josh. Is that making sense? No, that’s really good, yeah. And then I want to call the references. Now, if you don’t fit in with the team, I’m not going to invest the time and energy to call your references. But if you do fit in, then I’m going to hit up those references, I’m going to call them, and I have a little kind of a negative statistic. Oh, let’s hear it. Well, CBS, our good friends at CBS, they had an article they featured online called, Employee Theft, Are You Blind To It? And the article revealed that the U.S. Chamber of Commerce estimates, this is after surveying businesses and stuff, that 75% of employees are stealing from the workplace and that most are doing so repeatedly. How can you find it? Google search employee theft. Are you blind to it? CBS, US Chamber. 75%. That’s pretty high. So what happened is I’m at work back in the day. I was starting a DJ company. Things are going well. We’re selling a lot of stuff and this is kind of me during a typical day. Oh yeah, I’m coming to work at my job and my business that I started working out of my house selling stuff having a good old time rocking and rolling having a great old time loving being self-employed and then I’m going where are my headphones there’s a man who’s the last name I shall I mentioned Sean is his first name though Sean Sean I said Sean have you seen my headphones he said I have not seen your headphones I said have you seen them have you found my headphones I do not know the location of your headphones.” Okay, so then I’m like, that’s kind of weird, but all right, going back to work, having a good time. Then I come back in and I go, Jason, where is your jacket? He says, I do not know the location of my jacket, but it appears as though Sean is wearing my jacket. So this guy is so dumb that we said, dude, is that Jason’s jacket? He says, it is not Jason’s jacket. I cannot believe you would question me. I cannot believe it I cannot believe it cannot I would not I said I Need to look inside it cuz Jason has written his name inside the pocket and when I look inside the pocket if the name is There’s like a magic trick. It will be his jacket. He’s like no, I don’t feel comfortable with that It’s like that’s inappropriate. You can’t violate my person. He says my person We all have these little litigious phrases that we say when we’re trying to avoid confrontation. Technically, does the state of Oklahoma allow you to do that legally speaking? So what happens is, Sean, we won’t do it. So I just grab him, I touch his body. Can you touch an employee’s body? I don’t know, but I did. So I touched his body. He opens it up and I look, I look in there, and there’s the name Jason. And we whacked that guy. Not killed him, but fired him. Done. Sure. And you know what happens is that happens a lot And you know why it happened to me a lot of the time I wasn’t checking those references, so I have someone shadow Then I check the references now the next move the next super move okay number six is you want to have that is this concept? That the shadow process you want to have in your mind, okay? This is this is the move here, okay? The shadowing process almost always confirms or denies the job candidates within the first four hours. You must believe that within four hours you will be empowered to make the proper decision about hiring this person within four hours. If you can’t make the decision within four, if you see somebody and they’re being weird you know within the first hour. Corey have you ever seen somebody be weird in that first hour? I see people being weird in the first 10 seconds. Oh people like to me. This one guy, he’s like, wince lunch. You can sense it. Oh, I didn’t know I couldn’t text at work. Oh, I didn’t know I couldn’t call my wife at work. Oh, no one told me I couldn’t bring beer to work. I mean, come on. So, you know, in the first four hours, you want to make it your goal to hire fast and fire fast, to quote my mentor, Dr. Robert Zellner. You want to get them in or out as soon as possible, which leads us, Josh, and segues us to super move number seven, Josh. Background checks and references. Homie, you’ve got to do your background checks. You’ve got to do it, okay? I don’t know what to tell you if you’re not out there doing background checks. If you’re not willing to invest the money to make it a safe work environment for your team because you’re not going to do background checks. I mean, that’s what I like to hire people I know. People say, do you hire family? Oh, yeah. People say, do you ever fire family? Oh, yeah. But the thing is, I’ll hire people that I know and I’ll see how they work and I’ll promote them Not based on the color of their skin or their degree or their pedigree I promote people based on what they do you you build a reputation based on what you do not based on what you’re Potentially going to do and so but I’ve been to make sure it’s a safe environment for the doers I want to check the background. I want to do I want to invest the $50, the $20, the $30. I want to do it because I want to make sure that I’m not bringing a cancer in my office that’s going to spread. No weeds in my garden. You feel me, Josh? Especially if you have a company that has a lot of things that they could steal. Oh, yeah. I mean, it’s very important. I’m going to tell you, it’s disturbing when you see how disgusting the human race is, if left unmanaged, unkept, without standards. My favorite part here though is that all these super moves are actually built to save you time. You’re not going to run the background checks and references until you know they’re actually going to be good for your team. That’s huge. Well let me tell you this. When you were referred to this business, a guy named Christopher Munch, Chris Munch who works up at Churchill & The Move, he’s a great guy, great guy, great wife, great guy. He says, I have a friend who really needs to work with me if I’m going to be able to do what I do. He’s this videographer, he’s an actor, he’s a skilled writer, he’s good. I said, who is this guy? He said, Josh Merrill. I said, I remember that. I go, Josh Merrill? Josh who? Josh Merrill. Josh Merrill? I write it down. Josh Merrill. How do you know Josh Merrill? I’ve worked with the guy for years. Who else knows Josh Merrill? So I start calling everyone who knows you. I ask questions. Has he gone to jail? Is he chronically dishonest? Does he steal things? I’m asking these things. Just people who are in the peripheral. And I hear good, clean report. So we brought you on, came up, met the guys, met the staff. We did a couple of projects together. Then I do some background checks just to make sure that you’re not a bad dude. And then we’ve been working together for the last couple, three years. Three years really. If you didn’t know people, Clay, tell me, what do you look for? Well, I’m going to call all the references that they give me and almost all of those references are always false. Well, what if they are just friends? If somebody is just friends, what do you mean? Yeah, well, I always get nervous when all of your references are friends. They really need to be people of significance that have had some kind of integral relationship with you in a career type of a way rather than, hey, my friend Betty over here can say really great things about me. Yeah, you want to make sure the last employer is saying, hey, this person is a hard worker. They do a good job. I mean, we had a guy that we just punted, and I love this story, because he sent me a text message. He says, hey, you’re slandering me. I didn’t get my newest job because of what you said. And I said, the truth is not slander. It’s called reputation, home skillet. Deal with it. You work at a place for two and a half years and you try to steal information from the company. Homie, I don’t care whether it’s legal or not, I am NOT giving you a good reference and you have just slandered yourself. And for the rest of your life people say, where’d you work at those last two years? And I’m gonna, they keep calling me and I’m gonna say, the worst, a plague. Bring him in your office, he destroys the culture. He’s like a dark Sith, you know? So I’m just telling you, I don’t care what I can legally say or not, I’m gonna do it. You’re listening to The Thrash Time Show on Talk Radio 11. Alright, now we’ve got to talk about this. Corey’s got a free workshop that he wants to tell everyone about. Yeah, well here’s the deal real quick. I want to speed up real quick. This workshop is going to be on Tuesday night at 6 o’clock here at the Thrive Riverwalk offices. I didn’t want to interrupt Corey, but I want to make sure we clarify. It’s at 6 o’clock. You go to email info at thrive15.com to request and it’s absolutely free, but it’s only for employers. And why is it only for employers, Mr. Court? Over the last several years, we’ve had the ability to create a system that has really helped us in trying to find the right type of employees. And so what we’re going to do is we’re just going to share what we’ve learned and what our best practices are, some of the things that work well for us, some of the things that don’t work well for us, so that, and hopefully we’ll be able to help some people, you know, retain some great talent. Now because this is a Bible Belt kind of guy, he’s straight up, he’s not a hyperbole, he’s not a hyper, I’m going to tell you what though, I’m going to tell you truth, truth can and true statements. Let’s do it. Corey helps people find employees when they say it’s not possible. They say, I cannot find people. He finds the people. He will solve your HR, your human capital problems. The guy has the magic moves. I’ve seen him do it over and over. He’s done it for me. He’ll do it for you. It’s TrinityEmployment.com. That’s the guy right there. Corey Minner, the founder of that. Email info at Thrive15.com if you want to attend that workshop. The number of new customers that we’ve had is up 411% over last year. We are Jared and Jennifer Johnson. We own Platinum Pest and Lawn and are located in Owassa, Oklahoma. And we have been working with Thrive for business coaching for almost a year now. Yeah. So what we want to do is we want to share some wins with you guys that we’ve had by working with Thrive. First of all, we’re on the top page of Google now. Okay. I just want to let you know what type of accomplishment this is. Our competition, Orkin, Terminex, they’re both $1.3 billion companies. They both have 2,000 to 3,000 pages of content attached to their website. So to basically go from virtually non-existent on Google to up on the top page is really saying something. But it’s come by being diligent to the systems that Thrive has, by being consistent and diligent on doing podcasts and staying on top of those podcasts to really help with getting up on what they’re listing and ranking there with Google. And also we’ve been trying to get Google reviews, you know, asking our customers for reviews, and now we’re the highest rated and most reviewed Pest and Lawn company in the Tulsa area, and that’s really helped with our conversion rate. And the number of new customers that we’ve had is up 411% over last year. Wait, say that again. How much are we up? 411%. Okay, so 411% we’re up with our new customers. Amazing. Right. So not only do we have more customers calling in, we’re able to close those deals at a much higher rate than we were before. Right now our closing rate is about 85% and that’s largely due to, first of all, our Google reviews that we’ve gotten. People really see that our customers are happy, but also we have a script that we follow. And so when customers call in, they get all the information that they need. Uh, that script has been refined time and time again. Uh, it wasn’t a one and done deal. We, it was a system that we, that we followed with Thrive and in the refining process, and that has obviously, um, the 411% shows that that, that that system works. Yeah. So here’s a big one for you. So last week alone, our booking percentage was 91%. We actually booked more deals, more new customers last year than we did the first five months, or I’m sorry, we booked more deals last week than we did the first five months of last year, from before we worked with Thrive. So again, we booked more deals last week than the first five months of last year. It’s incredible. But the reason why we have that success is by implementing the systems that Thrive has taught us and helped us out with. Some of those systems that we’ve implemented are group interviews. That way we’ve really been able to come up with a really great team. We’ve created and implemented checklists. Everything gets done and it gets done right. It creates accountability. We’re able to make sure that everything gets done properly both out in the field and also in our office. And also doing the podcast like Jared had mentioned that has really, really contributed to our success. But that, like I said, the diligence and consistency in doing those and that system has really, really been a big blessing in our lives. And also, you know, it’s really shown that we’ve gotten a success from following those systems. So before working with Thrive, we were basically stuck. Really no new growth with our business. And we were in a rut, and we didn’t know. The last three years, our customer base had pretty much stayed the same. We weren’t shrinking, but we weren’t really growing either. Yeah, and so we didn’t really know where to go, what to do, how to get out of this rut that we’re in. But Thrive helped us with that. You know, they implemented those systems, they taught us those systems, they taught us the knowledge that we needed in order to succeed. Now it’s been a grind. Absolutely, it’s been a grind this last year. But we’re getting those fruits from that hard work and the diligent effort that we’re able to put into it. So again, we were in a rut. Thrive helped us get out of that rut. If you’re thinking about working with Thrive, quit thinking about it and just do it. Do the action, and you’ll get the results. It will take hard work and discipline, but that’s what it’s gonna take in order to really succeed. So, we just wanna give a big shout out to Thrive, a big thank you out there to Thrive. We wouldn’t be where we’re at now without their help. Hi, I’m Dr. Mark Moore, I’m a pediatric dentist. Through our new digital marketing plan, we have seen a marked increase in the number of new patients that we’re seeing every month, year over year. One month, for example, we went from 110 new patients the previous year to over 180 new patients in the same month. And overall, our average is running about 40 to 42 percent increase month over month, year over year. The group of people required to implement our new digital marketing plan is immense, starting with a business coach, videographers, photographers, web designers. Back when I graduated dental school in 1985, nobody advertised. The only marketing that was ethically allowed in everybody’s eyes was mouth-to-mouth marketing. By choosing to use the services, you’re choosing to use a proof-and-turn-key marketing and coaching system that will grow your practice and get you the results that you’re looking for. I went to the University of Oklahoma College of Dentistry, graduated in 1983, and then I did my pediatric dental residency at Baylor College of Dentistry from 1983 to 1985. Hello, my name is Charles Colaw with Colaw Fitness. Today I want to tell you a little bit about Clay Clark and how I know Clay Clark. Clay Clark has been my business coach since 2017. He’s helped us grow from two locations to now six locations. We’re planning to do seven locations in seven years and then franchise. Clay has done a great job of helping us navigate anything that has to do with running the business, building the systems, the checklists, the workflows, the audits, how to navigate lease agreements, how to buy property, how to work with brokers and builders. This guy is just amazing. This kind of guy has worked in every single industry. He’s written books with Lee Crocker, the head of Disney with the 40,000 cast members. He’s friends with Mike Lindell. He does Reawaken America tours where he does these tours all across the country where 10,000 or more people show up to some of these tours. On the day-to-day, he does anywhere from about 160 companies. He’s at the top. He has a team of business coaches, videographers, graphic designers, and web developers. They run 160 companies every single week. Think of this guy with a team of business coaches running 160 companies. In the weekly, he’s running 160 companies. Every 6-8 weeks, he’s doing Reawaken America tours. Every 6-8 weeks, he’s also doing business conferences where 200 people show up. He teaches people a 13-step proven system that he’s done and worked with billionaires, helping them grow their companies. I’ve seen guys from startups go from startup to being multi-millionaires, teaching people how to get time freedom and financial freedom through the system. Critical thinking, document creation, organizing everything in their head to building it into a franchisable, scalable business. One of his businesses has like 500 franchises. That’s just one of the companies or brands that he works with. So amazing guy. Elon Musk, kind of like smart guy. He kind of comes off sometimes as socially awkward, but he’s so brilliant and he’s taught me so much. When I say that, Clay is like, he doesn’t care what people think when you’re talking to him. He cares about where you’re going in your life and where he can get you to go. That’s what I like him most about. He’s like a good coach. A coach isn’t just making you feel good all the time. A coach is actually helping you get to the best of you. Clay has been an amazing business coach. Through the course of that we became friends. I was really most impressed with him is when I was shadowing him one time. We went into a business deal and listened to it. I got to shadow and listen to it. When we walked out I knew that he could make millions on the deal and they were super excited about working with him. He told me, he’s like, I’m not going to touch it. I’m going to turn it down because he knew it was going to harm the common good of people in the long run and the guy’s integrity just really wowed me. It brought tears to my eyes to see that this guy, his highest desire was to do what’s right and anyways, just an amazing man. So anyways, impacted me a lot. He’s helped navigate any time I’ve gotten nervous or worried about how to run the company or, you know, navigating competition and an economy that’s like, I remember we got closed down for three months. He helped us navigate on how to stay open, how to get back open, how to just survive through all the COVID shutdowns, lockdowns. I’m Rachel with Tip Top K9 and we just want to give a huge thank you to Clay and Vanessa Clark. Hey guys, I’m Ryan with Tip Top K9. Just want to say a big thank you to Thrive 15. Thank you to Make Your Life Epic. We love you guys, we appreciate you, and really just appreciate how far you’ve taken us. This is our old house, right? This is where we used to live years ago. This is our old neighborhood. See, it’s nice, right? So this is my old van and our old school marketing and this is our old team. And by team I mean it’s me and another guy. This is our new house with our new neighborhood. This is our new van with our new marketing and this is our new team. We went from 4 to 14 and I took this beautiful photo. We worked with several different business coaches in the past, and they were all about helping Ryan sell better and just teaching sales, which is awesome, but Ryan is a really great salesman. So we didn’t need that. We needed somebody to help us get everything that was in his head out into systems, into manuals and scripts, and actually build a team. So now that we have systems in place, we’ve gone from one to ten locations in only a year. In October 2016, we grossed 13 grand for the whole month. Right now it’s 2018, the month of October. It’s only the 22nd, we’ve already grossed a little over 50 grand for the whole month, and we still have time to go. We’re just thankful for you, thankful for Thrive and your mentorship, and we’re really thankful that you guys have helped us to grow a business that we run now instead of the business running us just thank you thank you thank you times a thousand whoa the Thrive Time Show two-day interactive business workshops are the world’s highest rated and most reviewed business workshops because we teach you what you need to know to grow you can learn the proven 13-point business systems that dr. Zellner about I have used over and over to start and grow successful companies we get into the specifics the specific steps on what you need to do to optimize your website. We’re going to teach you how to fix your conversion rate. We’re going to teach you how to do a social media marketing campaign that works. How do you raise capital? How do you get a small business loan? We teach you everything you need to know here during a two-day, 15-hour workshop. It’s all here for you. You work every day in your business, but for two days you can escape and work on your business and build these proven systems so now you can have a successful company that will produce both the time freedom and the financial freedom that you deserve. You’re going to leave energized, motivated, but you’re also going to leave empowered. The reason why I built these workshops is because as an entrepreneur I always wish that I had this. And because there wasn’t anything like this, I would go to these motivational seminars, no money down, real estate, Ponzi scheme, get motivated seminars, and they would never teach me anything. It was like you went there and you paid for the big chocolate Easter bunny, but inside of it, it was a hollow nothingness. I wanted the knowledge, and they’re like, oh, but we’ll teach you the knowledge after our next workshop. The great thing is we have nothing to upsell. At every workshop, we teach you what you need to know. There’s no one in the back of the room trying to sell you some next big get-rich-quick, walk-on-hot-coals product. It’s literally, we teach you the brass tacks, the specific stuff that you need to know to learn how to start and grow a business. I encourage you to not believe what I’m saying, and I want you to Google the Z66 auto auction. I want you to Google elephant in the room. Look at Robert, Zellner and Associates. Look them up and say, are they successful because they’re geniuses, or are they successful because they have a proven system? When you do that research, you will discover that the same systems that we use in our own business can be used in your business. Come to Tulsa, book a ticket, and I guarantee you it’s going to be the best business workshop ever, and we’re going to give you your money back if you don’t love it. We’ve built this facility for you, and we’re excited to see it. And now you may be thinking, what does it actually cost to attend an in-person, two-day interactive Thrive Time Show business workshop? Well, good news, the tickets are $250 or whatever price that you can afford. What? Yes, they’re $250 or whatever price you can afford. I grew up without money and I know what it’s like to live without money. So if you’re out there today and you want to attend our in-person, two-day interactive business workshop, all you got to do is go to thrivetimeshow.com to request those tickets. And if you can’t afford $250, we have scholarship pricing And if you can’t afford $250, we have scholarship pricing available to make it affordable for you.