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I'm so excited, you're here for the free training, I cannot wait for you to dive into all the goodness that we have prepped out for you. But before we do, I want to make sure that you know, this is not some average training video, we manage over half a million and hiring ads for tons of business owners all over the world.

These are things that really helped transform their hiring process, and it's gonna do the same for you. And this free training, we're diving into how to get quality workers without dealing with the endless niches and five things you could do to fix it. Before we go any further, I do want to make sure you're in the right spot. So this training is for any business that's currently trying paid hiring ads, who's trying to grow their team is sick and tired of having so many unqualified applicants is tired of wasting time and money, and is ready to start taking on more jobs.

So today, you're going to be learning all of the data-driven strategies that were built from us managing over half a million in manage hiring ads for our clients, every single year, we're going to show you how to completely eliminate 95% of no-shows during the hiring process. By avoiding these five things and what to do to fix them. You're also going to be learning the highest converting interview workflow to help get 77 workers within nine months for one of our clients, and how to naturally increase the desire for somebody to want to work with your company.

If you stick with me to the end, I'm going to share how you can get some exciting bonuses absolutely free! If we haven't met Hey I'm Krystal Bella, I'm a mother of three, a former military police officer and a hiring expert. You may have seen me speak at some events such as the maid summit cleaning cocktails podcast, or their live event that they had out in Chicago, where I had the honor of flying out there and speaking to over 100 different business owners that flew in from all over the world to hear us speak.

It was such a proud moment to be right there at the top as a recognized expert right alongside of Debbie Sardo. Because it wasn't always like that I grew up in the cleaning industry. In every single time we moved, we started another cleaning company, we moved over 50 times before I was 17. And it was the only thing that made us 1000s of dollars fast without having to work a nine to five. But I saw so many patterns as a kid that I grew up seeing that I wanted to break.

And this is why I'm so passionate about helping other business owners to stop struggling to hire and start hiring without the same pain and struggle and hassle that I experienced and saw growing up. So let's talk about mistakes. Specifically the top five mistakes you don't even know you're doing that are causing 90% of your nose and why it's keeping you stuck. Mistake number one, not confirming the interviews. Let's think about it for a second. How many times have you been no shown where you've had to stop everything you were doing?

Maybe you've turned down an estimate turned down a project turned down a meeting turned down a family event just because you knew we had a specific appointment or a specific interview coming up where you've had to get ready each and every single time putting on makeup opening up zoom getting your paperwork ready, opening up tabs, or having to rent an office or driving to that specific location. Maybe showing up a few minutes early and staying after a few minutes later.

This adds up to so much time wasted every single time it's about an hour of pattern interrupt every time you stop, what you're doing takes about 30 minutes every single time you're having to repeat getting ready opening up browsers loading your computer's computer. Renting an office takes about $60 or driving to a specific location that's about 20 minutes there, 20 minutes back, and about 40 bucks and gas, or if you're waiting 10 minutes early, and staying 10 minutes after this adds up to about $100 is wasted. And about one to 2.5 hours wasted every single no show.

So imagine if you had 20 interviews that no show that's about 20 to 50 hours wasted every single week. That's going to cause you to feel so overworked so stiffed, where you can't even think clearly saying things like I don't have enough time. I can't find anybody. Nobody wants to work feeling stressed out working hugely inefficiently. Imagine once you start getting interviews that are showing up and how you're not having to deal with all these any shows getting back 20 to 50 hours of your time whether that's you or your staff, man, imagine how relaxed that can feel where you're drinking tea or coffee totally in your zone, saying things like all my interview showed up.

I really liked that candidate filling some momentum and you're hiring, working smart having that mental calmness where you're filling less time that was wasted throughout the day, and more time to work on money generating activities. Adeline home cleaning says I have to put my two cents and if you're looking for the least complicated process for hiring, I'd recommend crystal Bella Service. I've been live with her system now for about two weeks and I have 10 times the amount of applicants from literally any job posting I've made. They are automatically filtered between qualified and non qualified and scheduled for an interview as well as the documentation post interview to starting a cleaning.

I literally just call my contract Don't when the calendar tells me and make sure it's somebody who fits working with us. And that's it. It's amazing how efficient it is, your hiring process doesn't have to be complicated. Let's dive into mistake number two failure to create a connection with the applicant. If you never create a connection with the application, you're going to have a poor interview conversion rate, which is the number of interviews that you need to have in order to convert one worker into a new hire. And that number is going to increase making you or your team member spend countless hours interviewing and getting poor results.

Let's think about it for a second. Have you ever had somebody drill you, I like to relate this to dating because I feel like everyone's experienced that. But whether you've had an interview yourself where you felt drilled or a conversation where you felt like somebody drilled you for a date that you've been on where you felt like somebody was drilling you? Or it's typically one-sided questions, they don't really care about asking anything other than what they care about, and it starts to feel like you're being drilled. And you know, that feeling that you felt right, like wondering if like, oh, man, I can never deal it deal with this, I'm going to be dealing with this on a regular basis. Well, the applicant is going to be feeling that same way. If you are asking so many one-sided questions, it starts to feel like you are drilling them.

Let's say you've had a conversation or a date with somebody that you did not ever connect with, right? This makes it feel really awkward and uncomfortable. We all know that we've experienced that. Let's think about some time when we had a conversation or again, a date when they were so distracted, right? Have you ever had an interview and somebody was going through a drive-thru trying to order something? Hopefully, a lot of you guys can resonate with this, or maybe have seen that YouTube video. And the applicant was just like, oh, no, I'm not ordering. And they're like, Can I have some fries? And it was just the most hilarious thing. But let's take it back.

Imagine, you know, somebody who was feeling distracted. And maybe that date when they're just like looking at their cell phone or looking at the TV, it feels rude. it feels like they don't even care and you're like, I just need a time out of my day for this. Well, the applicant is gonna feel the same way. Or especially if you have somebody who it doesn't really seem to care. This is similar to like drilling where you're asking like one-sided questions. But this is more of giving one to two-word answers and responses to their questions like it gives off the impression that you don't care about what they're saying. And when they feel this way, they're gonna continue to look for another job.

Because if they already know to themselves that they didn't get this or like, they didn't connect with you, right, and they're Yes, they will find a better one. If they are feeling any of these ways during your interview process, it's gonna have a huge impact. So let's look at some stats real quick to where we have the yellow, where it's no connection, and then pink with an established connection. So let's see, we have this scenario, right here, where we have 35 interviews that were booked. And you can see a huge difference in the show-up rate for people who have no connection versus an established connection, it plays a huge or huge role in the number of new hires that you're going to have.

So it's so important to start developing that connection. Once you start to develop that connection, you're going to see a huge increase in the desire of people who want to work with your company, the applicants are going to start to feel like they've made a friend and it's a little less intimidating. And you're going to start to break through a barrier that you can use for additional screening. Hobby home helpers went from zero to 17 workers within four months, they were a brand new company, when they came to us, they didn't even have a business license, nothing. It was just an idea. And it's so awesome to see their story.

They're at over $100,000 A month right now going so strong. Let's dive into mistake number three, hiring out of desperation. It can be so damn hard when you need people and you're working like six different positions, and you're all over the place. But when you say yes to every single person who showed up at the interview, you were doing more harm to your company, this is going to be showing them that you're desperate.

And it's going to cause half these people to lose interest. It's going to create a huge increase of people who are going to not show you on their first job. And you're going to be dealing with an endless amount of unqualified people who are turning over two times faster. So once you start to slow it down, and you're not saying yes to every single interview that's coming in, and you start to be selective on who you hire.

Let's say you hire one out of every three are one out of every five interviews or one out of every 10 interviews. You're going to start to get people who actually show up on day one, you're going to stop causing your team to think that they're never going to get help and you're going to start to save on turnover expenses such as background screenings, training, software fees, and canceled clients, and you're going to be able to start taking on more clients.

Mistake number four is to Find the job at the end of the interview. So this means if you've ever had an interview with anyone, whether it's their first or second interview, at the end of the interview, you've offered them the job on the spot. So this is a huge No No! No time during the interview at all, it's the first or second should they know that they've gotten the job. This will mimic some of the same mistakes before causing them to see how desperate you are. Let's think about it. 99% of the interviews that you've had, nobody's ever said no to you, when you've offered the job, they're typically just gonna no show you on the first day, and then every single time this is happening, you keep telling your team or planning on them, and it makes your team feel like they're never gonna get help.

So once you offer the job, hours after the interview is over, you'll start to increase the applicants desire, increase your company's perceived professionalism, seem less desperate, increase commitment, and save on more expenses. Every time you've handed out those uniforms, or those screenings, it all adds up. Manzella mode says, PS crystals dropped my indeed pricing to less than half of what I was paying previously, with 10 times the quality of candidates coming through since then she's hired 43 workers within nine months, let's dive into Mistake number five, scheduling another step for them.

So, this means if you need to do anything after the interview to stop scheduling it for them. This could be such as a working interview a second interview and orientation. When you're scheduling out for them, you're causing your own no shows. If you haven't caught like some of the similarities. every applicant needs a non confrontational way out of every single step in the hiring process. Once you stop making this mistake, and stop scheduling it for them, you're gonna start to see a huge increase of people who show up to that next step. So at this point, you might be wondering, okay, well, Krystal, I know what I need to stop doing. But what do I need to do instead, I want to introduce our seven step candidate filtration framework. So this is our secret to a well oiled machine generates quality new hires without screening, overpaying for ads, or sacrificing quality.

I'm gonna want to share the same framework that myself and my clients that you just saw, have used to filter on automate their hiring process in bulk to get more workers on demand. So our seven step candidate filtration starts with position attraction, this could be the job post the right platform, having that right messaging, being able to attract people in message alignment, this could be the application page, the emails and all the messaging in between SMS messages, having all the FAQ addressed throughout their whole process, application filters, whether it's deal breakers and qualification factors, and having them schedule and confirm each and every step in the hiring process. And having them actually pass each interviewer as well as getting a job offer, whether they accept it or decline it. And then signing Docs.

So these are all the different filters and the drop offs that you will have people it's just strategically having an automated to where it's less work for you and your team, and you're eliminating those no shows. So hopefully have your pen and paper handy because we're diving into the five things that you need to start doing. Step one, start confirming the interviews. This can be as easy as sending an SMS 24 hours out in advance for them to confirm or decline the interview. Here's a sample of one we have right here where they reply Yes, and it will keep their interview. And then No, and it will automatically cancel.

So this is part of a workflow, but you can manually send out a text message very similar to this. Ours is automated. So if they respond, Yes, it's triggering a whole bunch of automation in the background, and responding to them automatically, and then no automatically cancels, sends them to a survey, and all this other stuff automatically, every single time. We did switch to a trigger link style, as we've noticed that there was a little bit of error with the AI trying to read responses and messages. It's gonna happen. But this is the most recommended and recent way that we've been doing. And it's been working wonders for our clients. So a trigger link is very simple. It's, it's just a link to where they click it and it triggers an action, they don't have to fill out anything, they don't have to put in their name, they don't have to put in their email, it just automatically triggers as soon as they do it. So like when they click on it, they're gonna get like a little popup.

And it's just like thanks for confirming your interview. And it's going to trigger an automatic response to them and it's going to be letting their interviewer know and all the other good stuff. Versus if they click to cancel, that's going to send them to a hiring improvement survey to get some feedback, automatically cancel their interview, mark them as lost into the pipeline automatically notify the interviewer and also do all the other automation stuff that kind of comes with that. So step two is to start crew Creating a connection with the applicant, we always say that your goal should be to get the applicant to laugh. This loosens them up makes them feel like they're starting to connect, and it lets them feel more comfortable so you can get what you really need out of them anyways, this also starts though with the right interview flow.

This is the recommended interview flow from highest converting to lowest converting, they all convert, and they'll all give you a connection with the applicant before. But when I say highest to lowest converting, it just means how many interviews you need to have, versus how many will essentially be how many interviews you need to have in order to convert one new hire, it just takes longer. If you're doing that Zoom approach.

The top one is the highest ranking one, it's simple. A lot of people think it's too simple. It doesn't work. But it works amazing. It's not overly complicating the process. But there are some companies that are like, Oh man, I need to see this person. And that's where you have some of the other ones that can come into play. But this would be our most recommended flow that would help you have a phone screening with the applicant. And then either a few hours later, the automation would send a job offer or you can manually send a text message to have them accept or decline the offer.

And we'll get to an example on that just a second, or have that phone interview. And then they don't know that you want to go to an in-person you're waiting. And then a few hours after you send them an SMS that invites them with a link to that in-person interview. And they have to schedule it themselves. Similar to the working interview style, again, you have that phone screening, they don't know whether you want them or don't want them, you wait a few hours after and then invite them with an SMS to a working interview. And they get to accept or decline that and then they go to that next step. Same with a zoom as well. So let's dive into step number three to stop hiring out of desperation need to remember in order to speed up, you have to slow down first, hiring some part candidates will cause you to be so overworked, short-staffed, and we'll get you five steps backward every single time, you need to feel 80% positive about the candidate. Before you go on to the next step.

Remember, it's okay to hire one out of every 10 people, you just have to be strategic about who you're selecting. So here's an example of one month with one of our clients where we've had over 1099 people apply in this specific client has such strict filters. And it only lets a few select through. So this one, we had 167 who were qualified 158 interviews that were scheduled, and we had 23 job offers. So I want you to look at that right there, out of the 158 interviews, they did not offer the job to every single person. And they were very selective. And that's okay, you need to remember that. And they hired 19 people in one month. Step four, wait three hours, then offer the job. So we recommend waiting at least three hours before offering the job to a candidate who just completed an interview. So after three hours, you can go ahead and send them an SMS to accept or decline the job offer.

And if they exact, then you can go ahead and send them links to the onboarding documents or schedule a time for them to come in to sign. Here's a sample right here of a job offer SMS where they just have to respond yes or no for our clients, all they have to do is click a button after the interview. And that's going to go ahead and wait three hours and then trigger this awesome automation, it's gonna send him a voicemail, drop an SMS message and email. And if they don't respond, we're going to automatically send it on their voicemail drop and do all the good stuff in between, and automatically advance in the pipeline.

Let's dive into step five, and invite them to any other step. So remember, if you're doing additional screening steps to invite them with a calendar link via SMS, or to let them accept or decline the invitation by responding yes.