Juan Chaparro | Pipehire HRM

Your customers want everything yesterday and your candidates are no different, they want to work for ambitious fast-moving companies, and will put OFF by a dragging recruitment process.

Hiring process in the past:

• Papper application.
• No process – all in your head.
• Slow to reply.
• Weeks to make a decision.
• Owner as a Bottleneck.
• Candidates were not picky.
• Management using a whiteboard, paper or spreadsheet.

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Now in 2020.

• Online application.
• Process and systems in one place.
• Same day reply – confirmation of receipt.
• Days to make a decision.
• No bottleneck.
• Digital Onboarding (e-signing).
• Candidates (talent) are treated as a customers.
• Management of HR with metrics, performance and notifications.

Warning signs when you need to Reengineer your Hiring Process.

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• You manually enter candidates into an spreadsheet.
• You still have to manually screen resumes/applications.
• You can’t let other people in your office hire new employees.
• You’re taking too long to reply with decision.
• You haven’t been able to grow.
• Waste time in processes and workflows.

Let’s introduce new terms: ATS + HRM

ATS: Which stands for Applicant Tracking System is designed to Automate, Streamline, and Improve the hiring process.

HRM: Approach to the effective management of people in a company such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives.

How’s different from a CRM?A CRM is focused on clients, leads, opportunities…and managing the relationship with the client. Important to have too! So a CRM won’t do the job if ATS or HRM system.

ATS and HR Software Benefits

Accelerates Time-to-Hire up to 83%
Time-to-Hire: All hours needed to recruit, onboard, resume scanning, interviewing, and coordination of appointments.

• Are you as an owner, wasting time calling, verifying past jobs?
• Are you paying an office assistant to do this screening and calls?
• Let the ATS do it for you. Use that resource in a better way, like building a company culture, increasing retention of employees and clients.

How we spend our day is, of course, how we spend our lives” – Annie Dillard

Reduced Cost-to-Hire
Cost-to-hire: The total amount of money needed to recruit a new employee.

• With many tasks being automated, less human hours need to fill a position, your hiring process is more productive and cost-efficient.
• Faster onboarding = Faster client growth.
• Owners time.
• Managers/Office assistant salary.
• Advertising costs.
• Training/tools/supplies.

With many tasks being automated, less human hours to fill a position, your hiring process is more productive and cost-efficient.

Faster onboarding = Faster client growth.

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Increased Quality-of-Hire
Quality of Hire: The total VALUE a new employee brings to a company with their performance.

• Lower Turnover
• Higher retention of satisfied customers
• Better Company reviews/brand recognition
• Quality of life for the owner (my favorite!)

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Q&A
Email us with your questions at: support@pipehirehrm.com
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@Pipehirehrm
www.pipehirehrm.com
www.facebook.com/groups/pipehirehrm

THE 10 METRICS

1. Revenue and net profit.

All Sales – all expenses = Net profit (18-20%).

2. Number of subscribed clients.

Number of clients on either, weekly, biweekly or monthly (300 clients/15-18 FT employees get you to $1M.

3. Churn Rate.

Number of churned (canceled) clients / total number of subscribed customer (5% or less).

4. Booked Appointments/Booking Ratio.

Total number of booked appointments / Total of bookings requests.

5. Customer to Subscriber Ratio.

Total subscribed clients / Total of all serviced clients (keep this growing) 8-10%.

6. Leads Conversion Ratio.

25% of phone / 20% online.

7. Revenue by Zip code.

Figure out your top 5 zip codes and grow your ad dollars only there.

8. Number of employees/sales per employee.

$55K-$65K/year for a FT employee.

9. Employee Complaints/Compliments.

Count totals and assign a score to each event and employee.

10. Average Sale Size / Revenue by S/F.

How to Market your House Cleaning Job?

1. Find the right channels, and try new ones.

FB jobs (best bang for your buck)
Indeed (paid)
Youtube (paid) target by zip codes where your A-players live
Referrals by your current employees (bonus $250-300 after 90 days) (best strategy ever)

2. Build a list of cleaning candidates – just like you do with clients

Blast old candidates
Use the emails of old candidates to get referrals
Create marketing campaigns to attract the the type of employee you’re after

3. Career page in you website to attract cleaning employees

Great website with clean look, emphasize the value of your job
Make it attractive, easy and simple to apply

How to Increase Candidate flow?

1. Do online application only. NO PAPER!

Attractive, easy to fill and should have a progress bar
Show that there’s a path to growing in your company

2 . Have process for evaluating cleaning applicants

Use lead scoring
Follow a process that a manager can follow (no owner dependent)
Be constantly hiring/interviewing

Make sure all leads fall into your pipeline.

What’s a Recruitment Funnel?

It’s process to hire and evaluate applicants.
Scalable.
No required by owner to be present.
Shows professionalism.

Hot to identify A, B, C Players

A-Players

They’re looking for the best job opportunity.
They call and apply within the same day, call them back asap – They fill all the questions to application.
Prior jobs experience is fully completed.
You can call those past managers.
They show up on time to the interviews on time.
They have a strong word and are committed.
They NO is NO and their YES is a YES.
They show integrity.
Ask questions about the company and what’s in it for them.
Score: 8-10 points.

Hot to identify A, B, C Players

B-Players

They’re looking for the good job opportunity.
They call and apply within the 24-48 hrs.
They fill all the questions to application.
Prior jobs experience is almost fully completed – You can call those past managers.
They show up on time to the interviews on time.
They have a strong word and are committed.
They are open to multiple job offers.
Score: 6-7 points.

Hot to identify A, B, C Players

C-Players

They’re looking any job opportunity.
They call and apply within the next week.
They fill some the questions to application.
Prior jobs experience is almost never completed.
You can’t call those past managers.
They reschedule or arrive late to the interviews on time.
Don’t show fully committed to anything.
They are open to whatever job is offered.
Score: 4-5 points.

How to retain/gain A-Players

Company Culture (family, advancement, continued education, workshops, bonuses, random acts of kindness).
How the company is run, is well managed, organized, professional?
Payment (ACH) weekly.
A-players will recommend more A-Players….

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Covid-19 it’s making us rethink everything….one of those things is how we operate our cleaning business.

Why I started using VA’s?

Back in 2015 in was invited to participate in a technology accelerator in NYC, I had no choice but to hire someone.
Took a me a lot to let go of control.
Helped me think through every business process.