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Craig Hart: Good morning, everybody, welcome to our Fast Forward Expert Roundtable this month today is June 28.

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Craig Hart: And we are revisiting a topic that we did back in May, because the response after the event was very positive, but we had a lot of people reach out to us and go hey I missed this, how do I get a hold of this information.

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Craig Hart: So we wanted to circle back around on this topic so people would have an opportunity to participate and take away this information that we’re going to talk to about today, because it is a challenge that we all face.

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Craig Hart: And we will definitely be focusing more on have that discussion point here momentarily.

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Craig Hart: Now I know that there are some of you on this call, who are joining us, for the very first time, so I wanted to make some quick introductions of those of us who are speaking today.

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Craig Hart: First, my name is Craig heart, I am part of our events team here at vertical Alliance Group, if you have ever participated in one of our live events in the last couple years or one of our webinars.

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Craig Hart: you’ve seen me you’ve heard my voice i’m actually been with vertical working on my fourth year and my background is in remote learning and distance learning i’ve been doing that.

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Craig Hart: on and off at different industries, since 2004 and my co host today and and presenter is Mr J wallach and J is the founder and President and CEO of vertical Alliance Group,

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Craig Hart: And he started this enterprise way way back in 1999 and it has grown and evolved over time he evolved into E learning.

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Craig Hart: And and really jumped into with feet first back in 2010 with the advent of CSA and the new requirements there to help truckers understand the new rules.

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Craig Hart: And requirements that were being asked of them, and now works with you know over 500,000 individuals every year doing remote learning for them, and has over the life of the company delivered 112 million training sessions, through our platform so Jay Good morning, Sir, welcome to the webinar.

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Jay Wommack: Good morning Craig I appreciate that appreciate the introduction, the first thing i’d be asking if i’m sitting in the audience right now is what qualifies these people to talk about recruiting.

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Jay Wommack: Well, we started this company with a recruiting website in the transportation industry and at one point, we had 350,000 perfect when we sold that website.

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Jay Wommack: We had 350,000 truck drivers, a month coming to that website and we put on.

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Jay Wommack: Basic really two day retreats on how do you use web based recruiting to go recruit truck drivers, and so we cut our teeth in that side of the industry it’s really fun to do that.

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Jay Wommack: My background is I really love sales I started selling when I was in the fifth grade, and I just fell in love with it there, you know, some people in life look for what they like makes them happy their entire life.

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Jay Wommack: And I found mine in the fifth grade and i’ve been doing that ever since, and I really enjoy that enjoy the aspects of that.

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Jay Wommack: This weekend Craig I was at a I was at a business conference with 300 different companies and they were not trucking there may be two or three trucking companies, there was from all industries.

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Jay Wommack: And the biggest concern the single biggest concern that was that was talked about was the great resignation, and I know that you may have heard that on the financial news but.

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Jay Wommack: The great resignation, we had more people resigned from their jobs in March of 2022 this year than any other time in history.

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Jay Wommack: And everybody is concerned about how are we going to not just truck drivers, how are we going to recruit good talent, how are we going to replace the baby boomers that are retiring.

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Jay Wommack: And how are we going to what are we going to do to try to attract generation Z and the millennials and generation X, you know to come in and replace those jobs.

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Jay Wommack: So this this webinar is about how do you recruit, how do you recruit good employees and then, how do you retain the good employees, once you get them recruited.

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Jay Wommack: And we’re going to pitch something a little bit different today, most people don’t you know, particularly HR departments don’t like doing the kind of rejected work that we’re going to talk about today, but let’s let’s go to the next slide real quick right.

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Craig Hart: Actually, one thing I would like to share with the folks that are on the call today.

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Craig Hart: This is something that we do want you to participate in ask questions of is we’re going through this.

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Craig Hart: The easiest way for Jay and I to see those questions is through your chat functionality so go ahead and click on the chat button that’s at the top there on your main menu.

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Craig Hart: it’s going to open up a smaller window and at the bottom of that there’s a little button that says hosts and panelists.

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Craig Hart: If you click on that it will give you the option to change it to everyone and that way, if you have a question that you’d like to ask everyone on the call can see it.

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Craig Hart: guys, we often have the same question so if someone asks that for you, that saves you the time, effort and energy, and we want to.

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Craig Hart: be able to respond to the things that you have questions about with what we share so go ahead, open that chat window up and if you’d like, let us know who you are and where you’re joining us from today.

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Jay Wommack: Excellent Thank you sure.

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Jay Wommack: Okay, we pulled our clients, one of the one of the things I love to do is find out what’s really happening in the industry and and we polled our clients and we asked them what are your top three issues.

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Jay Wommack: And this this polling is about six weeks old right now but number one and number number one was recruiting and retention of not just drivers.

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Jay Wommack: But all employees now thrown into number one was driver pay, that was a top concern as well, because the industry is.

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Jay Wommack: ramping up and pay a little bit more and a little bit more, and then they’re worried about if we have a recession, you know do.

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Jay Wommack: Many of y’all watch game of thrones winter is coming, we keep hearing there’s going to be a recession if that’s the case and you’ve already raised driver pay what you know what do you do so.

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Jay Wommack: that’s number one number two was fuel prices, obviously, and then, if we pull the day the fuel prices may jumped in number one I kinda like see your comments in the chat box on that, if you think that would you take over number one is.

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Jay Wommack: Is the issue today, and then obviously rising insurance rates, you know that’s always been a concern and matter of fact, we we had a conversation with a top underwriting company.

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Jay Wommack: And i’m not going to say who it is because they probably would not want us to disclose their name but they said in the last three years 100%.

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Jay Wommack: Of renewals went up the price of the insurance went up in the last three years for 100% of their renewals, and this is a major underwriters so the sudden like two or 300 companies, this is thousands of companies.

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Jay Wommack: So anyway, those are the top three number one recruiting retention number to fuel prices number three rising insurance and we’re here today to talk about recruiting and retention so.

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Jay Wommack: Mr Hart.

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Jay Wommack: This graph I want you all to if you don’t remember anything else from this day, this is the graph that you need to take a picture of and you need to remember this graph because this is reality.

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Jay Wommack: This is what we’re facing this is not speculation that graph is real, this is from the Bureau of Labor statistics and i’ve been preaching this graph for the last 30 years and my career.

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Jay Wommack: So what that blue line represents is the number of people leaving the workforce.

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Jay Wommack: versus the ones coming into the workforce, so you can imagine what rising or lowering water level that’s what that graph indicates.

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Jay Wommack: And what it’s showing us is that this Labor shortage that we’re all concerned with is not going away for the next two and a half to three years.

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Jay Wommack: This is not created by Biden is not created by trump is not graded by Bush or Obama, or whoever, this is demographics, this is straight out of the Bureau of Labor statistics and a straight out of.

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Jay Wommack: Out of demographics by the Federal Government, how many 63 year olds that are leaving the workforce.

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Jay Wommack: And how many of them are being replaced by 20 year olds that are coming into the workforce, now that is a scary graph, but if you know this ahead of time.

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Jay Wommack: If you know this ahead of time, you can now start working on your solution and that’s what we’re here that’s what we’re all about.

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Jay Wommack: This topic of conversation this weekend with these 300 different companies, this was the topic of conversation, it was talking about how are we going to go out and find and recruit.

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Jay Wommack: and retain good employees, particularly with this demographic occurring there’s one other variable these be thrown in here.

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Jay Wommack: And I’m not sure if we cover much of this if we’ll have time today but it’s the culture of your company because generation Z the 20 year olds that are replacing the baby boom generation that’s retiring they think completely different than I think I’m 60 let’s say 64 I’m 65 now.

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Jay Wommack: So i’m baby boom.

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Jay Wommack: And, and this is so, this is what we’re here to talk about so let’s let’s crank unless you have some additions on this.

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Craig Hart: I love this graph.

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Craig Hart: My background prior to coming to work for vertical lines group was in the insurance and financial services world and this 2010 drop.

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Craig Hart: was a significant item that was in Jay I know that you also have some background in financial services as well, this is where the baby boomers started to retire.

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Craig Hart: In large numbers and so that’s why you see this precipitous drop off here in 2010 this is.

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Craig Hart: nobody’s policy, this is people who are qualifying for retirement their social security and they’re leaving the workforce to enjoy their their later years so that’s really the cause of that and it’s continuing to decline over time.

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Craig Hart: So that that’s where we are that’s where we are, so we are almost to the point where we are having negative Labor growth which is not good.

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Jay Wommack: that’s not good and matter of fact, if you start thinking about the Bureau of Labor statistics talked about.

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Jay Wommack: 40% of your employees, not just truckers 40% of your employees will change jobs today if they get the right offer.

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Jay Wommack: Now that’s good news and bad news, because if that means 40% of your employees, that means 40% of somebody else’s and it means, if you have the right process in place, then you can turn around and and.

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Jay Wommack: and start picking up some other employees and maybe start picking up some pretty good employees at this time, but let’s jump into what I love the most if you’re going to do any type of recruiting you have to have five things you have to have a list.

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Jay Wommack: This is common sense, what do you have to have you have to have a list you have to have a list of truck drivers, you have to have a list of employees, you have to have.

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Jay Wommack: A list if we’re looking for salespeople or client service REPS, we have to go figure out how to generate a list.

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Jay Wommack: a never ending supply on that list and make it a quality list so you don’t spend so much money.

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Jay Wommack: Number two, you have to have a presentation in the presentation has got to talk about your company what what values, do you bring to the table and what’s in it for the driver.

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Jay Wommack: What is in it for the employee you’re trying to reach yeah because I want you to remember this.

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Jay Wommack: This is, this is the other if you don’t remember anything else I’ve already had one is that graph now here’s the second if you don’t remember anything else.

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Jay Wommack: I want you to picture everyone you’re talking to stamped on their forehead what’s in it for me.

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Jay Wommack: Because when you’re trying to recruit when you’re trying to sell anything like that they want to know what’s in it for them so focused on them.

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Jay Wommack: What can you do for them, what are the values bring the presentation number three, you have to deliver your presentation.

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Jay Wommack: And number four, the most important part of the entire process is the proper follow up and this is where most companies fall short, this is where most salespeople and, by the way.

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Jay Wommack: recruiting a sales there’s a reason we have that name because you’re selling someone on the idea of joining your firm joining your company joining your your industry to go to work for you.

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Jay Wommack: So that’s all you’re selling the HR people that are recruiting they’re selling, particularly in this environment.

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Jay Wommack: So it is a buyers market right now is not a seller’s market where the one selling.

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Jay Wommack: So number five, you have to ask for the order come work with us we’d love to have you join our team, you know So what are the next logical steps those types of things.

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Jay Wommack: So these are the five must and what we like to do is, we like to look at the world a little bit different when everybody starting to zig we want to Zach.

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Jay Wommack: And you know with all this talk about winter is coming, and the great recession, the great resignation, you know I’m one of those says okay now’s the time to double down your efforts that you have the right people coming in the door at the right time, so next slide blazer.

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Craig Hart: Just so everyone knows we are recording this presentation today, we will be sending the replay out to everybody who is attending today, along with a copy of the slideshow so.

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Craig Hart: don’t worry about that.

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Jay Wommack: Though list available, we went through the five basic things, obviously, you have to have a list presentation deliver it follow up and then go for the clothes.

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Jay Wommack: So let’s development, how many leads do you have do you keep your numbers are your numbers accurate, how many leads, are you generating I mean Where are you getting those leads from are you doing it from referrals.

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Jay Wommack: I can tell you that we, we have had issues with our client service department and turnover and client service and trying to find good people.

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Jay Wommack: We have been now full in our client service department for the last six months, and we have not had to have as many people coming through that department, because we follow our own process.

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Jay Wommack: How many leads do you have how many good names, you have, what are the sources those names, let me tell you a trick a trick is to sit down and do a brainstorm.

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Jay Wommack: I sat in a room, one day, with about 12 different business owners and we talked about lead source.

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Jay Wommack: And someone was at the whiteboard and they said okay let’s talk about your lead sources and those 12 in that room came up with 31 different lead sources.

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Jay Wommack: 31 I’m sitting there looking at that list on the board, you know referrals knocking on windows at truck stops knocking on, you know that was an interesting one.

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Jay Wommack: knocking on doors at truck stops we had that one of the partner Roundtable someone was talking about doing that and they said they get.

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Jay Wommack: Good results doing it advertising yeah so you start there’s a number of ways to do it just you going to visit truck stops different ways to go do this, but they wrote down 31 different methods and I started looking at him.

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Jay Wommack: Our company was only using for a 31 so one of the things I would say to you one one good tips is to sit down with five or six people.

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Jay Wommack: And it doesn’t matter if you’re in sales or not or then recruiting or not just sit down five or six people in a whiteboard and say Okay, we need some top drivers.

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Jay Wommack: How should we go out about getting what are the lead sources, we can look at.

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Jay Wommack: And you’re going to have the standard lease or come up you’re going to have you know go to the truck shows go to your place social media ads on somebody’s going to come up with something unique.

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Jay Wommack: listen to your people take advantage of the folks that you have right there The other thing you gotta do is look at what is your cost per lead when we first started our recruiting website, the advertising cost per lead in the year 2000.

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Jay Wommack: Was 1100 and $40 per lead, I remember that number specifically 1100 and $40 cost per lead that was in 2000.

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Jay Wommack: And that was because people were using the magazines and they’re having to go to the truck stops and they’d have billboards and all those different types of things.

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Jay Wommack: So, what is your cost per lead, if you don’t know your cost per lead you you, you must figure out your metrics I mean we have a saying around here and it’s called Stat madness keep up with your stats know what your statistics are.

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Jay Wommack: Now, if I said how many leads do you have, and you tell me well Jay we have 100 leads a month coming in.

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Jay Wommack: Then let’s brainstorm and figure out how do we get 20% more leads, I promise you, I promise you, when you start to brainstorm you bring the people in.

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Jay Wommack: And you sit down and you put the whiteboard together, if you will just ask around the room, how can we improve our lead flow of potential truck drivers to hire.

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Jay Wommack: you’re going to get some great answers out of your own room, believe me, we’ve done the workshop have been in the workshop and 20% is a no brainer to get that promise you try that it’ll change your world at least change the number of leads, you have.

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Jay Wommack: next one, please.

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Jay Wommack: let’s manage now, before we get into the presentation, if you have all these leads, you have to manage the list, this is incredible a couple of weeks ago.

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Jay Wommack: We had a partner Roundtable where we invited our clients and and we always bring in.

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Jay Wommack: No more than 15 people that are clients and we do this every month and at our expense, we do it and we basically bring them in and say tell us what we’re doing right tell us what we’re doing wrong tell us what you need and we started talking about recruiting.

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Jay Wommack: And a very sophisticated recruiter that knows exactly what she’s doing and having a great time doing it and and.

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Jay Wommack: looking for a very specific niche in tankers.

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Jay Wommack: said that she kept all of her name’s on her yellow pad she keeps them all on the yellow pad.

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Jay Wommack: Know electronic conversion know electronic method of maintaining your your do we use salesforce we use par dot I want to give you all a brief history of where that came from that developed you remember the old three by five.

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Jay Wommack: cards and you’re I think your mother or your wife, may have a recipe box that we grew up with, and this is where these electronic systems came from contact management systems.

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Jay Wommack: They came from the three by five card box and if you open up the little the recipe box, you have in January, through December, and you have one through 31 in there.

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Jay Wommack: And you would have you know someone’s name on it, and as you’ve made a call you reached out to them.

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Jay Wommack: You would write down the name I’m going to try to recruit Craig hearts I’m gonna write Craig hearts name down on the little card three by five card.

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Jay Wommack: And I will put down as number in this all the different information I can on it and I’m going to reach out and I’m going to call Craig and and when he says, oh yes I’m very interested in, you know, whatever.

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Jay Wommack: Then I’m going to follow up with him and I will make a note to on that three by five card I’ll make a note to send him the information he requested.

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Jay Wommack: And then I’m going to follow up in in one week so I’d go through my little box and I would find you know one week let’s say today is the.

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Jay Wommack: day the days of 28 so I’d look and say okay on July, the fifth I’m going to reach out to Craig and make sure he got the information I sending so I’d put as little card on July, the fifth.

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Jay Wommack: And then, when I got to July, the fifth you know I would go through all my stack of cards that I would follow that’s how contact management systems were developed.

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Jay Wommack: I can like know who all, what do y’all use math there I hear tennis straight a lot, I hear salesforce some from the larger companies out there.

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Jay Wommack: So be sure to put in the chat what y’all are doing and then y’all take a look at the chance to see what your peers, are doing, because you have to have this it makes life a lot easier to keep up with it.

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Jay Wommack: We have close to 20 people representing our company selling and knocking on doors, and if we didn’t have a contact management system if we didn’t know how to maintain the database for I think right now Craig we have 170 8000 names in our database.

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Jay Wommack: Oh, and.

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Jay Wommack: So we we if we don’t maintain that then we’re lost so.

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Craig Hart: Absolutely we’re here necessarily to be advocates for a particular system, but we are advocates for.

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Craig Hart: Technology making your life easier and being able to streamline the processes that you want to do in terms of being able to keep track of information.

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Craig Hart: keep track of the follow ups, you want to do date and time stamping everything that you do so that you don’t have to go back and remember oh when was the last time I talked to Joe Smith, when he was expressed interest in coming on board.

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Craig Hart: So we are huge fans of technology as a technology company to make your life easier.

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Jay Wommack: Absolutely good that’s a good point we are not here, promoting any one individual contact management system like you know, Dr Richard or anyone else, like that so anyway next slide please Sir.

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Jay Wommack: The presentation I love this slide, and this is one where I’m probably going to you know get some people upset, but let me, let me just be real here, what are you selling a job because 750,000 do team numbers out there are saying come work for us.

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Jay Wommack: 750,000 do T numbers are saying come workforce so you’ve got to be pitching something different yeah so that’s why I’ve got so one.

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Jay Wommack: murmur what’s in it for me what’s in you know when you’re talking to a potential employee.

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Jay Wommack: what’s in it for me is on running scrolling across the top of their head always remember that but here’s what you have to do, and this is where we’re a little bit unique and how we go about things we want to educate the marketplace it’s far we’re doing these types of webinars.

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Jay Wommack: We want to educate.

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Jay Wommack: And we believe that if you educate people and you bring them down the right funnel then all the sudden they’ll want to do business with you, if you educate potential truck drivers are truck drivers that you want to recruit or any employee dispatchers anyone.

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Jay Wommack: You have to educate and the way you start a core story core story has several different parts number one is the it’s all about your company and it’s all about.

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Jay Wommack: What people are feeling and facing in the world, so let me give you an example, and this one’s really I’ve tried this out and I get all the trucking company executives that I’ve talked to about this one, they all kind of take a deep breath and step back.

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Jay Wommack: If I start my presentation, with more pay more hometown more miles.

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Jay Wommack: Who doesn’t start the presentation like that.

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Jay Wommack: That does not make you stand out.

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Jay Wommack: So I’ve yet to have a company that will try this particular pitch, but they all realize that the the life expectancy of a truck driver is 16 years shorter than the life expectancy.

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Jay Wommack: Of the average American.

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Jay Wommack: Let that sink in now if I’m talking to him so part of the core story is a stadium pitch.

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Jay Wommack: If I’m talking to imagine a stadium out here and I’ve got 100,000 truck drivers sitting in that stadium.

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Jay Wommack: And I want them all to turn and look at me not look at my competitor and not look at a number of the other seven or 50,000 companies, but if I want them to look at me and pay attention to what I’m trying to get them to do go to work for me.

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Jay Wommack: What does my stadium pitch what am I going to say that makes 90,000 of those 100,000 truck drivers turn and look at me.

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Jay Wommack: So that’s the first part of your story, you have to have a stadium pitch, then you have to get you have to talk about one of their points of pain, so they understand exactly that you know what they’re talking that you’re talking about so I’m going to give you an example.

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Jay Wommack: If you if you want to try to recruit somebody you need to go status to status, it is much, much easier if you have a sales minded truck driver.

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Jay Wommack: It is much easier to go put a truck driver in recruiting spot and that person should do much, much better statistically they’ll do much better than someone who’s never driven a truck because they understand the life of a truck driver they understand what they’re going through.

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Jay Wommack: If you’re trying to get a dispatcher to recruit you’re trying to recruit dispatchers.

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Jay Wommack: Get the HR person to sit down with dispatchers for a day or two or three or even a week or or promote somebody from the dispatcher pool into hr.

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Jay Wommack: Let them recruit that type of person you can’t do that with every position, I mean technology we can’t have the.

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Jay Wommack: critter from technology sit down try to recruit this specialized job but, but in the transportation industry, it is a no brainer to go get a truck driver.

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Jay Wommack: That understands that, and so the next thing you’ve given them in the stadium pitch you know the big picture of why you want to capture their attention next thing is you got to let them know that you understand them.

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Jay Wommack: So that’s got to be part of your core story, then the next thing you would want to go to this, the buyers guide.

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Jay Wommack: Now let me explain a buyer’s guide.

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Jay Wommack: This is common sense.

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Jay Wommack: If you if your mother came to you and said gosh I want to drive a truck you’re going to say okay here are the five things you need to watch out for before you join a company.

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Jay Wommack: or here the three things are here are the seven things that you need to watch out for before you join a company.

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Jay Wommack: You know, with a recession coming with the great winter ahead, are they stable do they have, or what kind of afraid, or they holly I mean think back when Kobe did.

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Jay Wommack: If we look at our industry during coven 20% of the company’s 20% or struggling to keep their doors open and and we’re on the verge of bankruptcy.

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Jay Wommack: Because they were they’re hauling cars are there, holding the wrong thing 20% were booming they’re hauling food they’re hauling the rest were kind of in the middle.

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Jay Wommack: There operating ratios were sitting at zero or one or minus one or plus or minus two.

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Jay Wommack: But 20% of the industry was in trouble So what are the five criteria, what does that we call it the buyer’s guide.

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Jay Wommack: What are the five things I like to use five, what are the five things that you would tell your mother brother Father sister daughter son.

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Jay Wommack: aunt or uncle that they need to consider before they join a company and, by the way, that buyers guide that you’re telling about leaves and write down towards your company.

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Jay Wommack: Make sure that they do have you know when you, I would just say it hit it hit the objections head on.

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Jay Wommack: Everybody talks about home time Everybody talks about more miles Everybody talks about more pay address things like that head on and say we want to verify that you want to make sure what they’re telling you is actually true.

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Jay Wommack: That you can get more miles, you can get more pay number two if they don’t have a 401k I’m just making these up on the fly if I don’t have a 401k you need to have make sure they have a 401k so put together your five criteria that are going to separate you from the Pack.

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Jay Wommack: And then, when you actually want to come to retention I’m jumping ahead of myself here, but if you want to go back to retention.

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Jay Wommack: You constantly remind them of the five reasons they joined your firm in the first place.

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Jay Wommack: You know, those are the types of things that we never do you know when you’re recruiting when you’re when you’re trying to sell something sales never stops you have buyer’s remorse starts immediately, so the core story, then it has a call to action.

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Craig Hart: actually going to go.

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Craig Hart: back and Jay on that core story on those questions, I think it would be a great exercise to be we all have had that friend.

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Craig Hart: That has asked us hey I want to go work for this company, and you know if you’re familiar with the industry, you go well hey here’s the five things you need to ask them to make sure it’s going to be a good fit for you make sure that they’re they’re buttoned up.

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Craig Hart: What may happen as you’re going through this and trying to find out what these would be for your organization, some of them might not be.

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Craig Hart: Difference makers, some of them might be pretty standard like Oh, we operate new trucks okay well that’s not necessarily something that’s going to give you a greater distance above.

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Craig Hart: A competing trucking company might be working again so you might want to experiment with different questions for your organization to figure out if there are some that really set you apart.

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Craig Hart: from other organizations that would be a positive for someone to know about about your group, so one of the things we’re going to come back to consistently throughout what we’re talking about is testing the results of what you do.

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Craig Hart: See how these things are working if if they’re not the right ones see how it goes run a couple different sets of questions run different messages try different things in your presentation so.

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Craig Hart: Always review the results of what you do same thing with the sources of your leads, are you using multiple sources are you getting better quality leads from one source versus another are you are you even tracking that right now so.

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Craig Hart: So yeah I love testing things out over and over and over again, to see what works and what doesn’t and if it doesn’t work change it, you don’t have you’re not married to it, you don’t have to live with it.

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Craig Hart: It exists for the purpose of that ad or that conversation, and you can try something new.

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Jay Wommack: know, the first thing you need to do in your core story is figure out who’s your perfect driver that’s your Avatar that’s the term they use in marketing as the Avatar.

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Jay Wommack: And if I were you I’d take a look at your current driver base, and I would do a Venn diagram you’ll see those three circles and where do they all intersect that’s a venn diagram.

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Jay Wommack: And I would look at it, you know you know which drivers, you have a profitable which ones are fun which ones are easy to work with.

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Jay Wommack: And when you figure that out that’s your perfect Avatar of who you want to recruit to go to work for your company so that’s it that’s a nice little tip to if you don’t remember anything else today just remember the Avatar.

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Jay Wommack: Next slide pleasure.

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Jay Wommack: Okay, delivering the presentation, how many times have you seen people just do it off the cuff I don’t you know you got to practice, the presentation I love the story about Sir Anthony Hopkins the actor remember silence of the lambs Anthony Hopkins.

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Jay Wommack: He will cold read a script who hundred times before he actually starts to put personality into the script how many of y’all have practice your head your site recruiting department to practice what they’re saying practice what they’re doing.

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Jay Wommack: You got to practice practice practice practice I have, I have made over 100,000 cold calls in my career if I get a new script I practice the script.

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Jay Wommack: I am not too good to do that nobody is there’s a reason that you practice there’s a reason to go through it over and over and over again So how do you deliver your presentation is it through the phone is through a zoom meeting is in slideshow.

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Jay Wommack: Keep your numbers, how many demos, do you complete.

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Jay Wommack: How many people do you hire versus the completed demos, what was the lead sources what Craig was talking about a second ago, what was the lead source, how many did you deliver how did you deliver and have any meaningful conversations, do you need to target.

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Jay Wommack: The spouse sitting at home is keeping up with all the benefits and the paychecks and all those things, or do you need to target the actual driver themselves or the potential driver themselves.

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Jay Wommack: keep records of those things know who those are we know that around here we close 50% it’s going to fall 50 is going to go from 47 to 52% of every completed DEMO we will close that business.

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Jay Wommack: Now that’s a real Stat from our company and it fluctuates from month to month, but if I go look at the last 20 years and I look at our stats and we have them.

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Jay Wommack: I can tell you what we’ve done and what we haven’t done so, keep those stats that will help you create efficiencies that you need down the road.

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Craig Hart: I would also say, with your presentations you may be running more than one different people are motivated by different things.

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Craig Hart: we’re big fans of the group women in trucking and they’ve got some great research that hey when you’re trying to attract women drivers, they are incentivized by different things than men drivers are and that’s fine.

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Craig Hart: But you need to have messaging that speaks to women drivers very strongly, just as you do with men drivers they’re not going to show up for the same thing.

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Craig Hart: So with these presentations you might need to have more than one appealing to a different audience.

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Craig Hart: So that’s something to think about if you are targeting younger drivers gen Z drivers, they are motivated differently than gen X and millennials they are looking for different things.

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Craig Hart: So take some time to think about who is the audience who am I presenting this to so that you can tailor those to that audience and and speak their language and again practicing.

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Craig Hart: let you know what strong about your presentation and guys I do a lot of presentations for our company.

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Craig Hart: I practice, all of them, even though I’ve been doing this for years, years and years because I want to make sure that when we’re done with the presentation that knowing that I’m not.

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Craig Hart: Forgetting to cover something that’s important, so I want to make sure I’m hitting all those important points that mattered to me as an organization.

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Craig Hart: But that should also matter to that specific driver candidate and I’m looking for my Avatar so practice is great having multiple things to practice also great.

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Jay Wommack: So, so one of the things that that one if you don’t remember anything else remember this you’ve had two or three of those already today, if you text people.

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Jay Wommack: 94% of text or looked at within four minutes.

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Jay Wommack: that’s an interesting Stat so one of the things we do when we bring people in for our two day workshop on on recruiting is we teach them how to do a video.

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Jay Wommack: text, how to create just with your iPhone a simple video text and that’s one great way to deliver because people look at it, your prospects look at it, if you don’t remember anything else today remember that okay next slide later.

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Craig Hart: On I will back that up Jay with 65% of adults between the ages of 18 and 56 prefer text to email, so if that’s not something you’re taking advantage of you should be.

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Jay Wommack: That is a great Stat I did not know that when I know I’m 65 and I much prefer the people I met this weekend I told him send me if you won’t make it a text, if you want me send me a text otherwise I’m.

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Craig Hart: I know that just from working with you so.

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Jay Wommack: So the follow up is where most companies fail most sales people fail most recruiters fail, they don’t follow up properly.

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Jay Wommack: And I this is this really is where the rubber meets the road if you’ve done everything else right.

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Jay Wommack: You pitch you’ve gotten the right Avatar you get the right lead you’re making the right pitch you found the people that you want and you’re delivering the presentation.

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Jay Wommack: Then you follow up and, if you want a good long term employees a long term employees going to stay with you know, make a spur of the moment decision.

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Jay Wommack: they’re going to take their time and they’re going to think it through and you want them to this is one of the problems we have any industry is that.

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Jay Wommack: You know the the top 50% stay with us in the bottom 50 or like revolving door, so what we want to do is, we want to hone in on that bottom 50 and figure out okay.

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Jay Wommack: How do we, how do we have that top 50 creep into the bottom 50 so all of a sudden, now we have 90% of our drivers are wanting to stay with us always so follow up they’ve gotten there has to be value added.

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Jay Wommack: I always think about follow up as a relay race, you have to have value added, when you follow up, we should have a salesperson and pick up the phone and call people and say.

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Jay Wommack: hey hey Greg how you doing and would have would have a way to let him go, they would have no follow up skills whatsoever anytime I make a follow up and we have a process that we call our drip system and some of y’all may have may be the recipients of it.

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Jay Wommack: We send out 12 to 14 letters a year and there’s a formula behind that now, I want you to think about the cost involved in this.

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Jay Wommack: 14 letters a year cost $1 a letter, maybe $1 10 so I’m going to spend 14 potential dollars this year on a prospect, or on a driver on employee we we do this here our HR department follows our own process.

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Jay Wommack: Now for them we’re going to be what’s happening in the world around us in in this particular case what’s happening in the trucking industry.

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Jay Wommack: And what’s happening among truck drivers for them are going to be holiday letters so that’s why the contact management system is critical if I find out.

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Jay Wommack: You know people love to celebrate certain holidays, I want to know that.

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Jay Wommack: And for going to be very specific as to why you should join our firm or a testimonial from one of our current drivers that’s really been with us a long time and loves the company.

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Jay Wommack: So you know those are the types of things that you had to follow up on and and make sure that you’re doing that properly we use we use a drip system with a contact management software.

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Jay Wommack: And our drip system is just that it’s a drill and then we follow up with phone calls every so often so in your industry in your company, depending on what you’re trying to recruit.

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Jay Wommack: You want to come up with the right timelines and the right follow up nurture campaign to do all of that, with, so this is critical key KPIs let’s jump to the next slide Greg blazer.

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Craig Hart: I would also say just to highlight a point you mentioned, these are physical letters that we’re sending out to people.

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Craig Hart: And if this is not something that you’re looking at I would recommend it I know personally in a week I get probably less than 10 pieces of mail in my home mailbox.

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Craig Hart: So when something shows up that’s out of the ordinary that’s hand addressed looks like someone took the time to put a stamp on it it’s got my name on it.

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Craig Hart: i’m going to be more inclined to open that up because I just don’t get that many pieces of mail like that anymore I don’t get that many pieces of mail at all so.

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Craig Hart: Think about that it’s going to be a way to touch and get in front of people that other groups other potential recruiters that you’re competing with are not going to do they’re going to live on a phone they’re going to live electronically.

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Craig Hart: they’re not necessarily going to take the time to write a physical letter and send that out the door someone.

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Jay Wommack: Perfect okay.

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Jay Wommack: How do you ask how do you ask them to go to work for you so there’s a there’s a great book, I read this book years ago when I started my sales career.

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Jay Wommack: And it’s an old old book and everybody says, you know yeah that’s old school that’s all whatever but, but it was written by getting Percy whiting in this one, I took the Dale Carnegie sales course.

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Jay Wommack: And there it’s called the five great rules of selling, and I believe so strongly in that book I probably have 25 of them in my library, so I can give them to new employees that come to work here either recruiting or selling for us.

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Jay Wommack: And there are five great rules of selling and one of them is attention the first is you got to get their attention interest conviction desire and close.

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Jay Wommack: And in order to go ask for the clothes, you have to put that desire into place and so let’s say you’ve done everything right up to this point now paint a word pick I like to paint word pictures I’m a real visual type person.

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Jay Wommack: And we go into more detail of this and some of our workshops, but, but if you if you’re a visual paint visuals if you know you’re talking to someone who’s visual and you say hey I want you to picture this I want you to picture that you’re at the end of your career and you’ve got.

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Jay Wommack: The bass boat in the vacation house in the 401k and you’re on easy street because you made the decision today to go to work for our company and get involved and get involved in the 401k and get involved in everything here and you’re retiring with over a million dollars.

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Jay Wommack: that’s a pretty picture well that’s not gonna that’s not gonna happen unless we get started so what’s The next step.

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Jay Wommack: So when I when I told that story everybody started to have their own visual they pictured the vast both they pictured the.

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Jay Wommack: The lake has a picture the million dollars in there for one K so paint the word picture and there’s many a natural flow on that I remember, Speaker of the House tip of Neil was a democrat, Speaker of the House, out of Massachusetts.

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Jay Wommack: Years ago, when Ronald Reagan was the President and he ran into his third grade school teacher and he was great big huge Irish guy and his school teacher was four foot seven tiny little woman, she was about nine years old, when he ran into her so much she was pastor as close to 90.

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Jay Wommack: And he said, well, I certainly appreciate your vote, and for me and she looked at me she says, I didn’t vote for you tip and she said he said you didn’t want, not because you never asked me to.

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Jay Wommack: don’t ever let it be said that we don’t ask you for your business we don’t ask you to or people want to know that that you appreciate them and watch them so ask them politely asked him to the right way, but but ask most sales people do not ask.

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Jay Wommack: I cannot believe it but they don’t they don’t ask.

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Jay Wommack: So how do you ask do you ask you.

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Jay Wommack: How do you ask the question and then, once again bring five or six of your co workers in and say if you’re going to go try to sell somebody, by the way we all sell.

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Jay Wommack: You Craig was just talking about micro having a webinar or her podcast on it, everybody sells some way or another, if you’re married you had to sell the young lady or or or, if you have children, you got to sell them on on all sorts of concepts.

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Jay Wommack: So ask people, how do you ask for the order, how do you ask to close that he has people good work here.

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Jay Wommack: And just ask and write down brainstorm with people that is critical Craig.

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Jay Wommack: know your numbers in order to this, this is this one slide if you don’t remember anything else just remember.

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Jay Wommack: The slide.

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Jay Wommack: This slide is absolutely critical you’ve got to know your numbers because you cannot optimize and maximize your numbers, if you don’t.

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Jay Wommack: If you have 100 leads how many meaningful conversations, do you have do you have 50%.

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Jay Wommack: How many of those turn into good interviews and how many of those turn into hires so in this case we have 100 leaves and so 50% turn into meaningful conversations 1515 of those turned into good interviews.

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Jay Wommack: And 40% of those turned in the new hires brainstorm each one of these numbers, how do we increase our leads by 20%, how do we get more people to have meaningful conversations, it may be as simple as giving them a $10 Starbucks card or a $25 gas card today.

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Jay Wommack: And, have you might be able to have that from from 100 leads to 260% meaningful conversations would be 120 leads or meaningful conversations, if you get to stay with 50% of those that means now you have 60 interviews and if you got a 50% closing rate, you now have 30 new hires.

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Jay Wommack: You can’t do that if you don’t know your numbers, we look at numbers every single day around here do that in your department and if you’re not doing that, please do that, please take advantage of that.

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Jay Wommack: Knowledge access.

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Craig Hart: Jay How would you define for the folks that are on the call with us today what a meaningful conversation is how do you define a meaningful conversation.

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Jay Wommack: that that is a good good question and meaningful count we debate that one around here all the time, too, because a meaningful conversation is not somebody answered the phone said no, thank you that’s not a meaningful conversation.

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Jay Wommack: A meaningful conversation is you actually have a conversation hey Craig this is Jay.

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Jay Wommack: I saw that you were interested in going to work for a company I’d certainly like to talk to you about that and and you say.

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Jay Wommack: i’m very interested in this now’s not a good time, can you call me back later Okay, that is not a meaningful conversation and meaningful conversation is you actually talk about the subject at hand.

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Jay Wommack: Even if it only last a minute and a half, you talk about the subject at hand.

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Jay Wommack: is critical to keep that because sometimes you can have a whole lot of meaningful conversations and none of them convert an interview So what do you do you go back and say gee I gotta change the way I’m pitching our company to these people when they call me.

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Jay Wommack: Because if I don’t know that number I don’t know what to change.

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Jay Wommack: that’s a good question.

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Excellent.

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Jay Wommack: Okay testing the message is is one of my Craig alluded to this one earlier.

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Jay Wommack: A, B test in marketing you hear this all the time ab test I just got the referencing test the message I got the referencing keep your numbers.

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Jay Wommack: And if your message is not resonating if you’re not getting enough appointments or having enough meaningful conversations or it’s not going to good interviews or it’s not going to lead to closes, how do you know.

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Jay Wommack: test everything we we started cut our teeth, as I said earlier on a recruiting website.

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Jay Wommack: And on that recruiting website, we would have banner ads and we had 350,000 truck drivers, a month coming in that website, and if you if you had your ad above the fold that meant to 350,000 truck driver saw your ad, I can tell you immediately, whether or not a message worked or not.

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Jay Wommack: Real quickly I’m going to tell a quick story that is just scary.

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Jay Wommack: We got we got a call from a lady I’m not going to tell her name, because she may still be in the industry, and she said, I want you to change the add to this now, we lived and died, with the response y’all know that you’re recruiting directors, we live in that with the response of the advertisement.

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Jay Wommack: And as soon as she posted that ad her response rate went down 80% well we lived and died, with the number of leads that our clients were getting, and so I called her and I’m gonna make up a new name here Sally.

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Jay Wommack: Your ads not working, we knew within four hours, the Ad would Morgan and you could almost hear.

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Jay Wommack: some hesitation on the phone and she said we’ll leave it up it’s a good ad it’ll work.

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Jay Wommack: We left it out next morning, I called Sally this ad is not working, we need to pull it down and put the old one back up.

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Jay Wommack: I could, I could feel the sweat coming through the phone line so Sally what in the world is going on here what’s the problem, and she said, I have placed $5 million worth of ads in the local magazines.

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Jay Wommack: This ad.

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Jay Wommack: She got fired the response rate fell in the magazines everywhere all she had to do is test the message and I’ll tell you that marketing firms today don’t want you to do that.

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Jay Wommack: Because it takes away the mystification what they’re doing marketing and marketing a scientific a B testing, you can hire creative but make sure the creative is working, make sure that you’re testing that message if you don’t remember anything else from today test the message.

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Craig Hart: And I also like to highlight the timeliness of what you just shared I mean you were able to see within four hours that something that had sustained a fairly high level had dropped off 80%.

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Craig Hart: For those of you that are on the call how frequently, are you looking at response rates over time, is it the same day, is it a week is it multiple weeks or even a month how quickly, are you revisiting.

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Craig Hart: The message to see if it’s resonating are you running more than one, at a time is one getting a better response rate than another.

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Craig Hart: that’s great if you’ve got that proof, then you know where to spend your time and energy need to get more of the message that is working out that door.

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Craig Hart: But if you’re not reflecting on that to be able to see what works, then you don’t have an informed way to respond to what you’re doing so.

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Craig Hart: always be paying attention to the responsiveness of the information that you’re putting out there is it.

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Craig Hart: Is it ad copy that people are responding to, and you can go yes I’ve got this kind of a click through rate since we’re using a site to do our recruiting.

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Craig Hart: Or is this thing getting absolutely no traction all known as clicking on this, the beautiful thing about messages as Jay has pointed out, you’re not married to him, you don’t have to live with them change them.

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Craig Hart: Your marketing company may not want you to change.

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Craig Hart: change it.

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Jay Wommack: Let me get let me, let me so say the opposite, so that to Craig I mean we research stuff all the time here’s a book this book cost me $135 to go out and buy so.

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Jay Wommack: it’s got some some of the best direct mail letters ever in it and.

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Jay Wommack: Sometimes you find something that works, and you can run it for 20 plus years so just because you don’t change for the sake of change only change from the response rate starts going down.

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Jay Wommack: Wall Street Journal and this book The Wall Street Journal has one letter they’ve been sending out.

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Jay Wommack: For the last 20 years and it’s because it works, it continues to work.

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Jay Wommack: So always test everything you will save a lot on your budget by doing this, a lot when your budget and it’s tricky out there, right now, because in the old days it was direct mail, it was radios TV was a little magazines match.

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Jay Wommack: You know, linked and Craig craigslist it’s everything and different messages for different venues, maybe the right way to do it so anyway.

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Jay Wommack: 10 lessons.

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Craig Hart: And it’s a great way to test it before you stick your neck out with potentially a large ad spend so I mean if you want to see what message to run with test them first, then, once you determine that that’s what you put your money mind.

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Jay Wommack: Thank you, Sir ah OK so we’ve talked about this earlier, this is one of the things that we use, and this is what companies that want to recruit employees and keep them.

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Jay Wommack: should do this is the drip system we go into great detail on our two day workshop on this 12 plus to remember, I limited to 12 letters for holiday for industry for specific and two letters that if you know their anniversary in the birth date.

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Jay Wommack: If you know something special about them and then you follow up four times a year with phone calls, or whatever you determine what your nurture campaign is you know we This is our annual campaign.

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Jay Wommack: Whatever your nurture campaign is you follow up before quick phone calls and what you’re trying to do is find that a plus the top of the cream of the crop drivers that you’re looking for.

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Jay Wommack: And you will follow the system that’s why contact management system is so critical to have in place and understand that way, if you have recruited that leaves the company.

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Jay Wommack: And they can get the next record or just picked up the ball and run with it because there it is inside the system, all the notes are in there everything’s in there.

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Jay Wommack: Now, with truck drivers, a lot of them come and go from the industry, so this list is going to have to be constantly developed and maintained.

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Jay Wommack: On this we have about in the trucking industry with what we’re doing, we have about a 15% turnover rate of the number of people we we reach out to each year.

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Jay Wommack: Some industries it’s higher than that in some industries it’s lower than that but, but in.

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Jay Wommack: Whatever average it’s probably going to be probably a 30% turnover on your list every year, year in and year out, at least on that one.

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Jay Wommack: So I promise you this works, this is where I get the biggest number of pushback most most people don’t want to send out the letters it’s it’s Labor intensive each letter cost $1 to dollar 25 and it is snail mail letters as Craig said earlier.

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Jay Wommack: But they weren’t because I think about this when’s the last time you got 12 or 13 letters from any of your vendors or anyone you deal with they stand out nowadays it’s all about email which most emails don’t get open for 10 days.

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Jay Wommack: So you know, do something different, this is also where the video text comes in, occasionally just pick up the phone and do a video text.

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Jay Wommack: I sent a video text we actually go into detail to, but how do you do a video text it’s really simple, it really is simple.

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Jay Wommack: We don’t have enough time to go into it right now but.

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Jay Wommack: it’s not rocket science to do Vo tech, but there is some technique to it, you want to make sure that you got a medium shot you’re speaking from the heart that you’re sincere.

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Jay Wommack: And there are ways to get into a sincere zone before you send a video text people and it’s also a really good way to just to communicate in general.

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Jay Wommack: But i’ll tell you, if you want to test this right now get yourself on out as soon as this not right now but soon as it’s over it’s your cell phone out and.

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Jay Wommack: Go to about a medium sized shot him hold myself into your good about a medium sized shot and.

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Jay Wommack: send your wife your spouse your loved one someone you love, a very sincere video text just send it to seal hey.

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Jay Wommack: If it was my wife and say hey Mary this is, I just wanted to i’m sitting here at the office, I was thinking about us, you know man, I really do love you and I really think a lot I just love you just want to send you a text.

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Jay Wommack: I promise you, you will be absolutely blown away by the results that you get now obviously don’t do that somebody that you’re trying to recruit so all right.

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Craig Hart: I would like to say in the drip system, this is valuable for people that you haven’t talked to yet that are in your pipeline as a prospect, this is also valuable for people that have told you no not right now.

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Craig Hart: Just because someone tells you know, in June, does not mean in July or August or September, they might their circumstances might have changed.

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Craig Hart: They might be looking for an opportunity, you want to make sure that you’re still in front of them, one of the throat example for you.

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Craig Hart: Many, many moons ago we’re talking 10 years ago I walked on a Ford dealership lot and overland park Kansas, to look at a brand new Ford escape I did not buy that Ford escape but I had a great conversation with the person.

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Craig Hart: The sales gentlemen on that lot and I guarantee you every year on my birthday or round about he has called me.

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Craig Hart: On my cell phone to just remind me that if I ever need help at his dealership with a Ford.

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Craig Hart: That he’s my guy now i’m not in the mood to buy a new vehicle right now, but if i’m going to buy a Ford, I am buying it from that guy because he has taken the time and the effort and energy to remain engaged with me when he didn’t have to.

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Craig Hart: To to keep that connection alive and that’s the same kind of thing that you guys can engender with those folks that say no.

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Craig Hart: In this moment but might not say No three months from now, six months from now, nine months from now, a year from now.

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Craig Hart: They may realize, you know what that was a great opportunity, I really need to revisit that with them and if you’ve already got something in front of them.

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Craig Hart: And it’s much easier for them to reconnect with you and you get to bring them then on board with your team and may have taken a little bit longer but you’ve nurtured that relationship with the people that said no, so that you turn them into yeses later on.

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Jay Wommack: In point good point Okay, if you don’t remember anything else.

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Jay Wommack: Once again, the recruiter model day, what do you do with your hours i’m just going to tell the story we call it a broker model day around here.

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Jay Wommack: We had a salesman and he generated $78,000 in his first year as a salesperson and and we’ve been structured that person’s day now I will tell you is recruiting director as a recruiter nobody you’re going to get great pushback from this but i’m telling you this is gold.

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Jay Wommack: structure your day, so we sat down with with our sales person and we said okay.

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Jay Wommack: You have eight hours in a day how much time do you need to actually returning emails and return phone calls, and so we broke out 15 minutes in the first hour and 15 minutes at noon and 15 minutes later or whatever the numbers work.

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Jay Wommack: How many hours a day, do you need to actually make presentations how many hours a day, do you need to make cold calls how many hours a day, and so we broke it down and we had a model day.

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Jay Wommack: Now i’m not going to go into great detail here but i’m going to tell you that sales person went from 78,000 in one year working eight hours a day in the following year on that on here we’ll call it the recruiter model day 270 8000.

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Jay Wommack: Let that number sink in.

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Jay Wommack: Everybody wants to try to play the game here’s the problem you lose momentum if all of a sudden i’m on the phone or i’m doing an email or i’m doing whatever and I get interrupted i’m losing momentum.

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Jay Wommack: Now I don’t know if I believe the studies, but the studies show that you lose at least 15 minutes, every time you lose momentum on what you’re doing.

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Jay Wommack: set up a model day and stick to it, I know I know, no one wants to live like this, but I promise you.

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Jay Wommack: You will, and you won’t be able to do it 100% of the time, but you can live with it 80% of the time and living with 80% of the time, you will see your numbers go up exponentially.

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Jay Wommack: I promise you, they will go up exponentially spend some time and really think about the recruiter model day.

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Jay Wommack: We do this in our client service department as well, there are certain times when they need to return calls and return emails and things of that nature.

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Jay Wommack: So what do we do we structured it so that some people have to man, the phones, while others are doing the follow up or they promised they were going to do.

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Jay Wommack: So there are different ways to structure this but I promise you schedule your day know exactly what your people are doing, day in and day out, you will improve their efficiency immensely.

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Jay Wommack: immensely that’s a great word immensely so Craig any additions to that one because we’re about to wrap it up here.

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Craig Hart: Sure sure no I love this I love this I know some of you have to manage teams of recruiters and it’s very likely that if you’ve got more than two or three they are all doing something different throughout their day.

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Craig Hart: Some are more productive than others so it’s a great way to kind of harness all of them and have them marching in the same direction if you knew exactly how your day restructured out tomorrow today.

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Craig Hart: That makes it easier for you to lock writing and the work that you need to be doing, and remember you’re competing against recruiters out there.

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Craig Hart: who may not be doing this, they may be flying by the seat of their pants they have no structure to their day they can’t remember what they’re supposed to be doing next.

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Craig Hart: This does give you just an organizational advantage, just like having technology.

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Craig Hart: Would against people that don’t so because those are the folks that you are competing against for the attention of anybody who is expressing interest in your position so.

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Craig Hart: I think this is a great idea, this is going to look different for all of you on this call that’s one of the reasons we’re not committing to any specific structure everybody here has different needs, based on their business.

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Craig Hart: And the schedules that you guys run but take some time to think about this, how much time do you need to devote in your day to specific activities to move that needle.

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Craig Hart: To increase the number of leads to increase the number of meaningful conversations.

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Craig Hart: increase the amount of interviews, I mean if you increase the amount of interviews that’s going to change the amount of time, you need to devote in a day to those things.

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Craig Hart: And then obviously the upside will be more folks coming on board less time and effort that you have to spend and yeah this This, I think, is profound so think about that spend some thinking time on that folks.

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Jay Wommack: Thank you, Sir.

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Jay Wommack: Okay, the goal is obviously filling up the trucks and we’re getting close to run out of time, so let’s let’s jump to the next level.

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Jay Wommack: improve your recruiting program we have a program and if you’re interested in this program there a couple things we’re going, we have a free offer as well.

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Jay Wommack: Next Steps we’ve scheduled for today recruiting workshops that are training facilities in the Dallas Texas area actually in Irving, Texas.

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Jay Wommack: And if you’re interested in that that program includes 12 monthly webinars on recruiting to keep up with what’s going on in the marketplace and new developments.

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Jay Wommack: And there’s also a 52 week recruiting a sales course that goes along with this, so what you’re doing is you’re embedding your employees and your recruiters.

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Jay Wommack: in recruiting constantly but it starts with a four day class does the 12 monthly webinars on follow up and 52 week recruiting a sales training Program.

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Jay Wommack: Because when we’ve delivered over 100 and now 14 million training sessions, and we know what works, and we know what doesn’t work.

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Jay Wommack: And so, this is how you ramp up your recruiting because it’s remember it’s going to get worse in the next two and a half to three years.

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Jay Wommack: So we also have a free trial on our just our basic services, and then we also have a free recruiting ad on one of our websites and so Craig i’ma let you take it from here, because i’ve kind of made our our shameless pitch you know or having people participate.

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Craig Hart: So we’ve launched some questions on the screen right now we know that some of you.

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Craig Hart: don’t know us very well and would like to know more about the platform, so we always make available.

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Craig Hart: A free DEMO of our system and takes probably 2030 minutes of your time for us to walk through what we do and how we do it, but also answer questions that you have and things that you’re trying to improve your organization.

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Craig Hart: He mentioned better truck driving jobs, our sister company for everyone who is attending this webinar today we’re offering a free year of job postings on that site.

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Craig Hart: So if you’d like details about that respond to that question and, finally, if you’d like more information about the recruiting workshop then Jay has shared.

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Craig Hart: feel free to answer yes to that question as well, and I will also go ahead and put jays contact information on the screen right now.

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Craig Hart: That is his specific email So if you have questions that you would like to ask him off air, you are certainly able to do so, I know that we did have.

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Craig Hart: One question that came in on the Q amp a about what are ways for obtaining leads.

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Craig Hart: So unfortunately don’t have a name associated with that question, so I don’t know who asked it to be able to get some follow up done, because I know we are out of time today, but I do want to make sure that we get some answer some ideas your way.

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Jay Wommack: We give that, let me give a real quick answer on the.

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Jay Wommack: End Craig because this is the, this is the one thing that we did that really separated us and fill up our room and that was.

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Jay Wommack: We paid a $500 referral fee to our existing employees, because there’s a theory out there and the birds of a feather flock together.

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Jay Wommack: And so we paid a $500 referral fee to our existing employees and we have hired about 11 people just off that system alone now there’s some rules to that etc, but there’s also a good cultural mix if you can get friends to go to work for you.

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Jay Wommack: A lot of times, people will stay with your company because they’ve got a friend there so that’s a totally different conversation didn’t mean to jump in there Craig so i’ma let you wrap it up, thank you.

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Craig Hart: buddy thanks.

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Jay Wommack: For taking time out of your schedule.

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Craig Hart: And Jay Thank you so much for sharing this with us today, and again if anyone has any questions they’d like to ask Jay offline that his his email address.

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Craig Hart: So please reach out to him, and we will see you all again very soon and we thank you so much, and be safe out there, everyone, we appreciate you.

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Jay Wommack: Thank you all.