Speaker 1 (00:00):
<Silence>
Speaker 2 (00:09): Heads up General Contactors Baton Rouge!
Welcome back to the K-Cup. Believe it or not, episode 11, we’re excited. The train just keeps chugging along. So we’re gonna churn out another episode for y’all today. And this is what we got Broing this week at the K-Cup. So in case you need to hire somebody, you’re looking to make that good hire. You’re, you’re trying to find the right piece for your team, and you really can say you can only afford to hire one person, and they really need to be that, that right one that you’re looking for, that missing piece. You might want to try the hiring process that we use here at Kelly Construction Group. And today I’m with CEO and founder John Kelly, and he is going to share with us the hiring process for Kelly Construction Group and the results that it’s produced over the years, and how it affects culture and, and all these different really positive aspects of this kind of non-typical way of looking for talent. So let’s get into it. John, welcome back episode 11, man. Can you believe it? Yeah, man. Awesome.
Speaker 2 (01:14): Still there General Contractors Baton Rouge.
<Laugh>. Yeah. Awesome. So we know that I mean, obviously we’ve been through the process, all of us here your team, so we know that it’s not the typical interview you might say. And it was definitely a first time for me to hear about that kind of process and, and and then I’ve got to witness it multiple times. Very interesting. And also it produces a very definable or identifiable result that I’ve seen in, in the people that you put together on your team. So tell us a little bit about how you came to, you know, find out about this way of interviewing talent and, you know, your overall process for doing it and, and the results that you’ve seen and why you continue to do it this way. Okay.
Speaker 3 (02:02):
Yeah. So, you know, the old adage, good people are hard to find. I think that’s more prevalent today than ever, but you know, when I started thinking about how, how I was going to go about hiring people to, to build our company mm-hmm <affirmative>. As we started to grow, honestly, I had no idea how to do that. You know, and it just felt like, it just felt like I didn’t have a good place to start, honestly. I mean, yeah, I wanted to post an ad, but I, I felt like, you know, you just get all these people that don’t, they’re, you know, don’t really, not really qualified or whatever the case may be. But I, I end up joining a leadership, a leadership movement, or a leadership group that you know, that they kind of mentored and helped companies or help owners, you know, grow their company. This goes for all General Contractors Baton Rouge.
Speaker 3 (02:51):
Nice. And you know, the one thing that they really helped get in my brain was that you can’t move forward until you have people. And I guess outside of not being able to, or thinking that I wouldn’t be able to find good people mm-hmm <affirmative>. Just also thinking that you can’t afford to pay people was another mindset that I had. Yeah. which, which, once I overcame that and understood, you know, in order to grow, you gotta hire some people. You can’t do everything yourself. That’s right. And obviously, once we did hire some people, you know, that opened other doors and more revenue and different things. And it’s funny how people end up kind of paying for themselves, if you will, you know? Yeah. But anyway, so what, what we started to do was we put a little thing in place that, that these guys suggested, and it’s, it’s called a group interview.
Speaker 3 (03:42): This would be great for any General Contractors Baton Rouge.
I don’t wanna take any credit for it. It’s not my system. It’s not something I came up with. But it’s something these guys recommended, and it’s been a really cool hiring process. It’s really served us well. We, we always, you know, we, we get people that stick. We get people that fit our culture. Usually somebody comes in here within just a few weeks of working with us, it feels like they’re a part of the team. And I think all that is attributed to the process that we go into hiring. Yeah. and what that looks like is we typically, you know, we place an ad on LinkedIn everywhere you would place ads, we typically will place an ad. Yeah. And there’s a bunch of them. I’m to name a lot of them, but one of the ones that we’ve started using more, more often than not is LinkedIn just ’cause of it’s, you know, it’s usually a bunch of professionals and possibly General Contractors Baton Rouge.
Speaker 3 (04:31):
Yeah. and I know there’s a couple of more out there that we’ve, we’ve used, you know, through time. Indeed, I think is the Yeah, indeed. We use Indeed, I think maybe Monster. Yeah. We, we’ve used two or three different ones. But the cool thing is who cares where you get the lead, once the lead comes in, that’s where the fun starts. Yeah. So, and I call that a lead, but it’s, it’s just somebody filling out for the position. Sure. so, so typically what this looks like is we’ll get 4, 5, 6 of them and we’ll schedule, you know, we have an open interview when we’re hiring every other week, we have an a window that’s about an hour, and we, anybody that wants to come interview, we schedule ’em for that first initial opening whenever the next one is Uhhuh <affirmative>. So they come in and we might have eight, nine people.
Speaker 3 (05:19):
You’ve been through this and you’ve sat on a few of ’em with us. But we might have eight or nine people at one time. And basically everybody comes in at Thursday at two o’clock or whatever the appointment is, and we have a conference room full of people, and everybody’s sitting there looking at each other, <laugh>. And it’s kind of cool trying to figure out what’s going on, what are we doing? Yeah. You see the looks on their faces and usually, you know, we’ll sit down and, and start the process. And what we tell ’em is, look, you know, you’re here for an interview you know, it’s a group interview. We’re gonna, we’re gonna all talk about how you know, who we are, what we do, you know, why do we think we’d be a good fit for the company. And basically at that point, we give everybody an opportunity after introducing our company. This would work for all General contractors Baton Rouge.
Speaker 3 (06:03):
I mean, we introduce our company, we’ll tell ’em about what we do, tell ’em what we’re looking for mm-hmm <affirmative>. And then we’ll give each individual an opportunity to talk about themselves and talk about why they think they would be a good fit, what their strengths, what their weaknesses are, how they stay organized, all of these type things. And we’ll go around the room and just let everybody do that. And typically we like to give the first person a chance to, to speak again at the end, because they had to break the ice and they didn’t Yeah. They didn’t really know, you know, what to really, what to do. Yeah. But once everybody starts to hear and starts to pick up, usually that first person likes to say a little bit of something else because they feel like they left something else. Yeah. So that’s what’s an advantage that we give that first person.
Speaker 3 (06:45):
We let ’em speak again at the end. Yeah. That’s good idea. But anyway, it’s pretty cool. Man, you can find out a lot about people, you know, just who they are, how they act and what they say in that first meeting. You have a really good feel for what this person brings to the table and, and who they are. I know a a lot of times, you know, you and I, or whoever else is in the interview with me once people leave, it’s funny because a lot of times we’re leaning towards the same people for the same ideas that, you know, that person really stuck out or they, they really carried themselves well or whatever. Yeah. so after that, we, we go to the next phase, and the next phase is what we call a shadow day. Yeah. So if we have eight or nine people, we probably end up liking two or three people.
Speaker 3 (07:32):
And I say like loosely, I mean, somebody that would fit. I mean, obviously it’s, yeah. Not a personal like, or dislike, but we, we find who we think would fit, and we invite them for what we call a shadow day. Yeah. They spend half a half a day to three quarters of a day with us. We usually go bring that person to lunch and hang out and just try to get ’em in a few different settings and, you know, make sure it fits for them, make sure they feel like it would be a good fit, make sure it fits for us. Really, really kinda learn a lot that day. And it’s almost at that day, it’s almost like, you, you pretty much know, or I like this person. Or then they’re not gonna work after the shadow day. Yeah. And then after we do a few of those, we’ll typically do one last interview where we kind of call it a formal interview mm-hmm <affirmative>.
Speaker 3 (08:17): Here’s another great point for General Contractors Baton Rouge.
But at this point, you already have some very good rapport with this person. Yeah. And, and it, and in this last interview, you just really kind of get pretty honest with each other. Yeah. And at that point, they’re ready to do that, and we’re ready to do that. Yeah. Because we’ve already had a couple of interactions and build some trust, build some rapport. So that interview really sets the tone. And, and most of the time after that interview we’re, we’re willing, are ready to make an offer. Yeah. and you know, we’ve talked about it a lot, but one thing that we really shoot for here is, is, is fit. I mean, what we do is, is something that can be taught. We, we, you know, we’re not always looking for the top person in the field that has years of experience and this kind of thing.
Speaker 3 (09:01):
We’re really looking for somebody that has a good fit. And, and this interview process really hones that in. Yeah. you know, we, we’ve done this a bunch of times. We’ve already talked about this in other shows, but Yeah. You know, a lot of you guys came in through that process and, and most everybody’s still here. Yeah. so I think that that just kind of speaks volume to, to the process. You know, you get the fir you get the right person the first time, typically. Yeah. Even though it’s a little bit of a process. I mean, it’s, it could take a few weeks, you know, to get, to get through the process and to get somebody hired. Yeah. But it’s worth it in the long run because you’re not changing out employees all the time. You’re
Speaker 2 (09:40):
Yeah. Turnover rate’s really low.
Speaker 3 (09:42):
Yeah. And you’re finding a person that you already have a really pretty good hunch that’s gonna be a good fit. You
Speaker 2 (09:47):
Can work with it
Speaker 3 (09:48):
In lieu of just a traditional interview one time and hire somebody and bring them in.
Speaker 2 (09:52):
Yeah. Pretty risky. Compared compared to this process, that’s a pretty risky deal. So
Speaker 3 (09:56):
It’s been, it’s been a really good process for us after that third interview. You know, we usually make an offer, and if you make it to the third interview, oftentimes it’s a really good sign that, that, you know, you’re on the right road. Yeah. And like I say, been an awesome process for us. I didn’t, I don’t wanna take credit for it, but it’s been really cool. I’m just curious, I know you’ve sit in on a few of these. Yeah. Quite a few of ’em actually. You are one of our leaders here in, in the company, so we ask you to sit in on them. What’s your thoughts about the the process and, and what do you like or dislike about it?
Speaker 2 (10:32):
Well, I’ve got thoughts, and I’ve got some questions too. <Laugh>.
Speaker 3 (10:34):
Okay.
Speaker 2 (10:35):
That’s good. So my first question is, and I, and again, for somebody that’s, that’s watching this video, you know, in the audience that may actually be in a position where they need to hire a team member, from a practical standpoint, the process is first you, you, you place an ad. Right? Right. And there’s a lot of channels to do that. Yeah. So you’re placing the ad and are you telling them that it’s a group interview and those, and those ads when they answer the ad, or are you just, does that kind of the secret sauce, you kind of keep that to yourself?
Speaker 3 (11:07):
I mean, we’re not really necessarily trying to hide it. We don’t necessarily, you
Speaker 2 (11:11):
Don’t offer it, but Yeah.
Speaker 3 (11:12):
You’re not hiding it. And I mean, we’ll usually say that we have an, you know, open interviews on every Thursday at two o’clock or whatever. So I got, I mean, are we, we’re not spelling it out, Hey, you gonna be there with 10 people? Yeah. But it’s, we’re also not really making it real personalized. You know what I mean? Yeah. So I think that if you tell people it’s a group interview, you may, you may, they may not come. Yeah. but I know that we have multiple people here that had they known it was a group interview, they likely wouldn’t have come <laugh> because they’ve told me as much. Yeah. But we end up hiring them and they’re still here years in. Yeah. And it’s, it’s worked for both parties, so, yeah. You know, I’m, we’re not trying to hide anything on it, but I’m also not necessarily broadcasting, Hey, you’re gonna be interviewing with 10 people. It’s, it’s just, Hey, we have open interviews Thursday at two o’clock. We’d love to have
Speaker 2 (12:00):
You. Yeah. I think that’s great that you, you explain it that way. That’s, that’s a, you know, a nuanced aspect of this type of hiring. And I wanted you to explain that just like you did for those listening that want to try this process. ’cause That’s an important part of it, I think. Right. And and like you said, it’s not that you’re hiding it, but you’re just not offering that information. But the reality is, is that it, it’s worked out for both parties well, right. Based on the decisions, the choices that you’ve made, and the fact that your turnover rate is nearly zero. Yeah.
Speaker 3 (12:29):
Well, look, it’s funny that you ask, because we had an, you know, we had an older gentleman, and this was probably a year ago. We were hiring, we had an older gentleman come in and we were going around the table, and when it got to him, he was just very flustered and almost aggravated. He’s
Speaker 2 (12:44):
Like, yeah, he was little.
Speaker 3 (12:45):
He’s like, look like this is not for me. This is not what I thought I was signing up for. Yeah. just a little bit perturbed, honestly. Yeah. And, and he just said, I’m from the old school, like, I’m not interested. Like, I’m
Speaker 2 (12:59):
Almost, I’m not competing with these other guys.
Speaker 3 (13:01):
Yeah. Like, I’m gonna, I’m gonna sit here and, and finish out the interview, but I don’t have anything to say. Well, by the time we got around the others, eight or nine people, he kind of warmed up and, and wanted to, wanted to say something,
Speaker 2 (13:14):
Couldn’t keep him shut up. At that point,
Speaker 3 (13:16):
<Laugh>. And at the, at, at the end of the interview, he actually said, look, you know, I wanna, I wanna acknowledge that I was very down or pessimistic about the process put
Speaker 2 (13:27):
Off by the whole process.
Speaker 3 (13:28):
Yeah. And, and, and, and not really into it at all. Yeah. But at the end, he said that he could really see the value in it. Yeah. And he actually went ahead and gave us his piece and talked about why he would be a good fit and what he could do. Yeah. and you know, at the end of the day, he was looking for something a little different than what we were. Yeah. But the point I was making was, he was a, a lot turned off in the beginning, but then very much warmed up and opened up to the idea Yeah. And, and thought it to be a good process at the end. Yeah. So I thought that was pretty neat. And
Speaker 2 (14:01):
I, I did too. I think I was sitting in on that one. I remember that guy. And that was a great transition from, he was very aggravated and like, he felt like he was being, you know, bush whacked or whatever you want call it, you know, ambushed. And anyways by the end of it, he was like, wow, this is pretty impressive. Like, you know sat here and, and watched this unfold and learned a lot about these guys, and I think he was able to measure himself in that group and everything and Right. His confidence even came up. Yeah. Even though he was very resistant to the process. Yeah.
Speaker 3 (14:35):
I, I, I think it was, it’s exactly what we’re trying to do, honestly. Yeah. You know what I mean? Exactly. Yeah. It, it put on display exactly what you’re trying to, what you’re trying to accomplish with that group, that group interview.
Speaker 2 (14:45):
Yeah. It’s kind of like, you know, the, the, you know, the old thing, how do you cook a frog? You know, and you just put ’em in the pan and you just turn the heat out real slow and gradual and eventually, you know,
Speaker 3 (14:56):
I don’t know anything about that, but I’m gonna take your word for it.
Speaker 2 (14:59):
It ain’t nothing like that at all. I just wanted to throw that in there to be a smart, ain’t nothing like that at all.
Speaker 3 (15:07):
He’s been on vacation, guys.
Speaker 2 (15:09):
Yeah. He’s
Speaker 3 (15:10):
Got, he got a few days here.
Speaker 2 (15:11):
<Laugh>. Too much time to think. So, alright. So, so my question is about that, and, and you really just explained it. I had a question about what you were looking for, and he, that guy was a great example of how you wanna see the process work. Ultimately though, like, you know, that case aside, you, you kind of are getting the opportunity to see in that group interview who kind of rises to the occasion. And and that was an extreme example of that, more so than a lot of the guys. But what do you, what is it that you’re really looking for that makes you go, this might be the Yeah,
Speaker 3 (15:50):
What I’m interested one is just I wanna know their personality. I wanna see how they interact under pressure and in situations that, you know, how would they be representing us in a situation where they’re under a little bit of pressure. And honestly, in this first group interview, you’re under a little bit of pressure. You start off you start off kind of under the gun a little bit, a little
Speaker 2 (16:12):
Flustered. Yeah.
Speaker 3 (16:12):
So, so right off the bat, you get to see how this person works under pressure. Yes. You get to understand their personality in this, because, you know, they might, somebody might even say two or three people down, oh, you know what, and they kind of raise their hand. Yeah. I wanted to say something else, or, yeah. You just really get a feel for who they are. Are they trying to dominate the room? Are they just trying to take care of just their space? And, and yeah. You just really get a good feel for, for personality and how they’re gonna act Yeah. In a tough
Speaker 2 (16:39):
Situation and they adapt to that Yeah. That new situation and then perform.
Speaker 3 (16:43):
So I’m, I’m very curious to, to always see that, because that, to me, that’s a, a big part of, of what we’re looking for. Yeah. And, and then the other, the other part I’m always curious, well, I’m, I’m really curious to see how they stay organized. Like yes, we always preach organization and different things around here. So I’m curious, like before you, before we have a chance to brainwash you No, I’m just kidding. <Laugh>. How, how do you stay organized? Like, what do you do to, to stay on track, you know what I mean? Yeah. It’s funny just to hear how people, you know, different how they do that.
Speaker 2 (17:17):
I love that question whenever you’re asking that. It’s, it’s really amazing to see how unorganized some people are, and yet they’re out there, you know, beating the bushes, looking for a job, and they’re just blatantly unorganized.
Speaker 3 (17:31):
Right. And then you have the people that come in and they’re very organized,
Speaker 2 (17:33):
Very organized, have a calendar and Right. You know, have a, have their book with ’em and you know Yeah,
Speaker 3 (17:39):
I know organized, I know one thing we do in that, in the interview process is, is we’ll ask them to, you know, we’ll, we’ll ask ’em to come dress, you know, business style business, you know? Yeah. Business attire. We’ll ask ’em to bring a resume. Yeah. We do that kind of thing just to see who actually listens to the details, who
Speaker 2 (17:55):
Will conform <laugh>. Yeah.
Speaker 3 (17:56):
So when you walk in and you’re dressed up and you have your resume, you’re automatically kind of moving up because there’s like three or four people and it’s not gonna have that even though we ask ’em to do that.
Speaker 2 (18:06):
Yeah.
Speaker 3 (18:07):
So that’s a little something that we kinda, a little little deal. You can just see are they listening, are they organized? Yeah. Are they, you know what I mean? So we do that a little bit. But you know, the other thing that I, I really like to talk about is strength and weaknesses. And I’m really honestly more interested in the weakness. Like I’m, I’m, I’m, I’m curious to see what people will share and, and what they’ll, you know, how honest they’ll be about their weakness. Yeah. <laugh>. And it’s funny because, you know, a lot of people that we talk to, they’re willing to talk about it. They’re willing to say, look, I’m weak in this area, but I’m willing to grow and willing to do whatever. Yeah. so that’s, that’s kind of the key things that I look for in that group interview. You know,
Speaker 2 (18:47):
I’m really bad about meeting deadlines, <laugh>
Speaker 3 (18:49):
<Laugh>. Yeah. Run
Speaker 2 (18:51):
The line through that one.
Speaker 3 (18:52):
Yes. So, yeah, that’s the kind of things I’m looking for.
Speaker 2 (18:56):
Huh. Obviously you have a lot of fun with this little process here. Oh yeah,
Speaker 3 (18:59):
Definitely. Definitely.
Speaker 2 (19:01):
All right. So that was my question about, you know, what you’re really looking for to pop, pop out in that initial interview. So on the job shadow, what, what is it that you’re looking for there with, with that person when you’re take, I mean, you typically take ’em out to you stop by some jobs. Yes. And then after that, you go and have a one-on-one lunch with them a lot of times, so you’re getting to eat a meal with them and have some different kind of conversations. So what are you looking for in those two scenarios?
Speaker 3 (19:31):
Yeah, so I, I feel like, I feel like I know how I mesh with all of our team and all of our different people. Yeah. So I’m just looking to see, you know, how well I’m gonna mesh with that person because I feel like if I’m gonna mesh well with ’em Yeah. Generally speaking, a lot of you guys are gonna be able to mesh with ’em well. Yeah. But at a, at a, at a minimum I’ll be a good mediary between you guys. <Laugh>, if you don’t No, I’m kidding. So it’s, it’s, I’m really just looking to see how I, how I mesh with ’em and how I feel like they’re gonna mesh with the different people on our team. Yeah. so well we do, we usually typically bring ’em out to a couple of jobs. I wanna see just, you know, they have some basic understanding of what we’re doing. Yeah. introduce ’em to some of our superintendents so they can get a feel for some people outside of the office. Yeah.
Speaker 2 (20:19):
So what you’re saying is if you take ’em out to a project and they’re like, well, what are those guys doing? You’re like they’re Ty rebar for concrete <laugh>. Yeah. Yeah. He could have figured
Speaker 3 (20:28):
Out real quick. That’s gonna be a red flag. Yeah.
Speaker 2 (20:31):
Okay.
Speaker 3 (20:32):
But I mainly just wanting to see, just get a feel for that person at a little deeper level than, than what we’re able to in the, in the you know, in the group interview. Yeah. And, and usually, I mean, you can tell a lot in that meeting. I mean, when that meeting’s over, I already have a pretty good idea of idea if we’re gonna be able to move forward or, you know, if this is kind of the end of the road mm-hmm <affirmative>.
Speaker 2 (20:52):
So when you go and have lunch with them after you take them to the jobs and stuff, or do you have questions in particular that you’re wanting to talk to them about? Or you just want to see how they can shift gears and
Speaker 3 (21:04):
Yeah. Well, I mean, the whole lunch thing is, is one, you know, I want to tell you, thank you for spending your day with us. Thank you for coming. Outspending spend a long time. So, you know, let me buy you lunch today. We usually go somewhere fairly nice. But it’s, it’s, it’s,
Speaker 2 (21:18):
By the way, I don’t think I got to go to lunch, so
Speaker 3 (21:21):
Yeah. I,
Speaker 2 (21:21):
You still owe me a lunch
Speaker 3 (21:22):
For that. That came in after the fact.
Speaker 2 (21:25):
But anyways,
Speaker 3 (21:26):
But I’m certainly up on the lunch on the lunch side of things with you <laugh>, like you actually owed me lunch <laugh>, but you made me losing my train of thought. Yes. Sorry about that. But no, I, I mean, the main thing is just trying to get a good feel for that person. And honestly, you know, when you get to lunch and you’re hanging out, it almost takes a little personal twist. Yeah. You know, you kind of, that’s what I was
Speaker 2 (21:49):
Getting at.
Speaker 3 (21:49):
You kind of lose sight of a, of this is an interview. Yeah. And at that point, we’re talking about families and what we like to do for hobbies and, you know, just kind extracurricular activity. It just, it, it almost gives a little personal twist to it to where you can really kind of understand a little bit more about that person. Yeah. And that’s what I really like. And I have some really cool stories about the lunches too, but <laugh>, I won’t get into all that, but it’s, it’s it’s really just kind of the icing on the cake. It’s cool. It really kind of, everything’s been a professional, everything’s been about the job, but then the lunch just changes the scene just a little bit. Yeah. And gotta
Speaker 2 (22:28):
Get that big, big picture perspective. That’s
Speaker 3 (22:31):
Right. Yeah. It’s us saying thank you to them, and at that point they, it feels like you just opened up a little bit more and talk about, you know, the other, the other half of life, the, you know, personal side of things.
Speaker 2 (22:41):
Do they hate children? That’s right. Do they hate their in-laws, you know,
Speaker 3 (22:45):
<Laugh>? So
Speaker 2 (22:46):
Stuff like that.
Speaker 3 (22:47):
It’s a little bit of a drawn out process, but man, it works. It’s really cool. It’s, it’s super glad that we implemented it.
Speaker 2 (22:54):
So in that final interview, is there anything particular, like do you, do you like kind of review everything in your head with this person since you had ’em back? They’re one of the finalists obviously, and you’ve, you know, you’ve done the job shadow, had lunch with ’em is, at that point, are you looking for any loose ends or if you’re having any doubts at all, or are you trying to, you know, cancel out those doubts? What, what’s your process for that?
Speaker 3 (23:19):
No, so the third interview is, is really like, it’s really like most people’s first interview, I think. Yeah. It’s, it’s more of a formal interview. Yeah. you know, at this time we’ve, we’ve probably called a few references, you know, to check on, you know, other work experience and that kind of thing. But it’s, it’s really, it’s more like a formal interview. My mind’s usually already kind of made up at this point, so I’m not really, not really making,
Speaker 2 (23:44):
You’re not digging hard. You’re at this point. Yeah.
Speaker 3 (23:46):
But it’s, it’s more like a formal interview that you’ve kind of been prepped for already, like, you know a little bit about us. Yeah. We know a little bit about you now. Let’s kind of dot the i’s and the, and the t cross the t’s like you typically would on a, on a first interview. Gotcha. So it’s just, it’s just a little, it’s formal, but it’s, it’s like we kinda already know each other. Yeah. It’s kind of that last one. And my, usually my decision’s already made by then, and it’s kind of like, this is just like one last little gut check, you know what I mean? Yeah. It’s, it’s typically pretty weighted already. Like, I know what I want to do. Yeah. So I don’t know if that answered your question.
Speaker 2 (24:21):
No, it does perfectly. And, and that’s kind of what my feeling was, but I’m just trying to confirm with you and making it clear to, you know, whoever’s gonna use this as a pattern. Yeah. Because it really is a great process and highly recommend if you get the chance to do this in your hiring process do this process. It’s, it’s, I think it’s, once you do it this way, it’s hard to go back. Like you said, it almost seems super risky and unadvisable to just have someone show up, give you a resume, and you read the resume and talk for, you know, what five minutes and then decide whether or not to hire ’em. That just seems super risky, especially in today’s environment Yeah. With business. And it costs so much to onboard somebody, and you’re really invested in that person, and you’re forming a relationship that could last a long time. Right. So it warrants a little more time, a little more effort, I think.
Speaker 3 (25:13):
Yeah. Well, hiring’s kind of, it’s tough. It’s a tough process. You know, you, you’re never sure it’s a lot of time. You’re getting the right person. You, it’s just, it’s really just a tough process. And yeah, I think the, the group interview, it adds a little bit of excitement to it and, and honestly, you know, to, in my mind, it just, it, it gives you, it gives you a good, like, you just know without, without a shadow of a doubt that you’re kind of getting the right person. Yeah. And I know there’s exceptions to every rule, but Yeah. You know, in a, in a one or two interview where you just basically doing the traditional way, you just never, I don’t feel like you get the, the, the true feeling and understanding that you get with, with the group interview and without process.
Speaker 2 (25:54):
Yeah. Anyone can fake it for a few minutes, you know? Yeah.
Speaker 3 (25:57):
<Laugh>. So I think that I think that’s the main thing. It adds a little bit of excitement to the hiring process. It gives you quite a bit more understanding of who you’re hiring and, and Yeah. You know who you’re going to end up with.
Speaker 2 (26:08):
It’s a super engaged process. Yeah. Which is, I really like that, that aspect of it.
Speaker 3 (26:12):
And so, like we mentioned earlier, it does take a little bit longer. It’s a little bit longer process. Yeah. But if you get it right, then you don’t have to worry about it, you know? Yeah. It’s not something that you’re repeating over and over.
Speaker 2 (26:23):
Yeah. So, any last thoughts for anyone that might be listening out there, or
Speaker 3 (26:27):
No. I mean, I encourage you guys if you looking to hire, try the process. It’s, it’s really, really quite interesting. And yeah, I think you’d find that you like it a whole lot.
Speaker 2 (26:37):
I think so too.
Speaker 3 (26:38):
I say, I say, go do it.
Speaker 2 (26:43):
11, thanks for coming back and hanging out with us. We really appreciate all the views. Continue. please subscribe and like this video, if you get an opportunity to look at it. The, the statistic, the running statistic on YouTube is that roughly 70% of people that actually look at a, a video are unsubscribed. So help us out. We’re trying to build a community around construction in the greater Baton Rouge area. And we want to be able to include as many different you know, related businesses in the industry. There’s a lot of ’em that you may not even think about that are related to the construction industry. Real estate lending, I mean, just so many aspects. Architecture, engineering, all the different trades. I mean, there’s just a lot of you know, downstream connections to the construction industry. It’s really a pivotal industry.
Speaker 2 (27:40):
So we really want to build a community around this, and we can do that with your help. So, you know, share the podcast with somebody else. John and I are not professional, you know, <laugh> podcasters or performers, but we’re trying to bring some valuable information to you all that you can actually use that’s actionable and may not come in the smoothest form, but it’s definitely something that you can take a few notes and apply and get a result. So appreciate you checking us out. Please come back next week to the Cake Cup and check out our next episode. Thanks for watching Aios Aios Amigos. S <laugh>.