Episode Summary: Today, we speak with Jody Underhill of Rapid Hire Pro, a digital marketing agency that focuses solely on recruiting for home service companies. Jody discusses the unique challenge of getting your ad seen, encouraging business owners to take care in making sure that the ad is visible across all relevant high-traffic platforms. As he explains, Rapid Hire Pro’s nurture sequence offers a frictionless experience to job seekers who click on their ads, helping them reach the point where they can make the most informed decision possible. He goes on to talk about why it has become so difficult to hire technicians across the board lately. He addresses the efficacy of performance pay, the difference between recruiting and hiring, and what it means to provide a career versus a job. Jody also speaks on what causes employees to leave, and how you can fine-tune your business—especially when it comes to the pay, culture, life balance, and other benefits that you offer—in order to attract A-players to your company. Topics Discussed: 01:03 - An introduction to Jody and Rapid Hire Pro 07:42 - How Rapid Fire Pro seamlessly guides job seekers 15:49 - Why it is so difficult to hire technicians 17:47 - Performance pay done right 25:50 - Recruiting versus hiring 32:19 - Providing a career versus providing a job 33:20 - Why employees leave their company 36:33 - Why it is so difficult the hire from job boards 44:43 - The speed of the recruiting process 47:29 - What A-players typically look for in a company 52:02 - Compensation, insurance, benefits, etc. 53:24 - About the company’s ridealong forms 54:52 - The most common mistakes employers make Sponsors: Skimmer Leslie’s Primate Pool Tools Connect with Guest: Website Facebook YouTube LinkedIn Resources Mentioned Go For No Monday.com Connect with Pool Chasers: Website Instagram Facebook Facebook Group Twitter YouTube Patreon Key Quotes from Episode: We find that over 74% of job seekers are what are referred to as “passive job seekers”, meaning that they’re not actively going on job boards. They’re seeing a job as they’re scrolling through social media. They didn’t go looking for it. Simply making the request for a response changes how many people show up for an interview. As long as you’re providing the best service and the best solution, you have an unlimited upside potential. Do not institute performance pay if you have not done sales training with your team. They need to understand how to sell these upgrades and how to do it in such a way that the clients or the customers feel that they’re doing them a favor by sharing the solution with them. Recruiting is bringing the leads and qualifying them. Hiring is when you decide to give them an offer letter. Time kills deals and time kills candidates.