• Episode 9: Hiring - Ads, Budgets, and Targeting

  • Apr 7 2025
  • Duración: 14 m
  • Podcast

Episode 9: Hiring - Ads, Budgets, and Targeting

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  • In this episode, host Sid Graef focuses on valuable hiring insights from expert consultant Chris Dexter, a veteran at recruiting in various trades (HVAC, plumbing, electrical, and more). Chris explains how to set a hiring budget, effectively use job posting platforms (like Indeed and BetterTeam), and automate the screening process with tools such as Calendly. He also highlights creative strategies like multi-location job postings, open-house group interviews, and tapping into trade schools. The key takeaway? Building a strong hiring system—complete with a dedicated budget, scheduled phone interviews, and a clear focus on culture—will help you attract and retain the A-players you need to grow past the million-dollar mark and beyond. Show Notes Guest: Chris Dexter (private consultant with extensive hiring experience) Mentioned Resources & Tools: Indeed: https://www.indeed.com/ BetterTeam: https://www.betterteam.com/ Calendly: https://calendly.com/ Local trade schools and academies Other Key Resources (always included): The Huge Insider newsletter signup https://thehugeconvention.com/insider The Huge Insider podcast downloadable action guide http://www.thehugeinsider.com The Foundations platform trial offer https://thehugeconvention.com/1foundationstrial The Huge Mastermind info page https://www.thehugemastermind.com/interest Facebook https://www.facebook.com/groups/hugefoundations Transcript Sid Graef (Host): Welcome back to the Huge Insider Podcast. Hey, my friend, it’s Sier, the huge insider, and this is the show for home service professionals who are striving to break the million-dollar revenue mark. That’s you—you are in the right place, and even if you’ve already gotten over a million-dollar revenue, well, you are gonna get even more out of the show. So why do I say this is the show? This is not your typical podcast. It’s not an interview show. It’s not an expert-driven show. Instead, what we’ve done is we have gathered wisdom and insights directly from seven- and eight-figure business owners—people that are actually running companies that are doing everywhere from 2 million a year to 40 million a year. And we bring you their best insights, all focused on a single topic each month. These are real owners—there’s no armchair philosophers or fake gurus. These are the ones quietly building empires behind the scenes. They’re not on social media looking for attention; they’re in business, and they’re making things happen. So we’re wrapping up the month of March, and it’s all about our main subject, which is hiring. Today you’re gonna hear from Chris Dexter. Chris has been the CEO, he has been the owner, he has been the partner, and now he’s a private consultant. He has been responsible for hiring hundreds, if not thousands, of technicians in electrical, HVAC, plumbing—the trades, the home services. So he knows his stuff, and I asked him, “What are your best practices for attracting and then hiring A players? How do you get them to come to you? How do you sort out the A players from everybody else?” And this is what he had to say. We’re about to get started. I just want to let you know everything we talk about, or that Chris talks about, is in the show notes as well as our action guide based on this week’s episode. So with that, let’s get into it. Chris Dexter (Guest): First of all, thank you, Sid, for asking for my input regarding hiring techniques. I’ll keep it brief. When customers first retain my services for human resources counseling, hiring—you name it—I always ask ’em the same question, and I get a number of different responses, but one is overwhelming. I ask them, “So, what’s your budget for hiring?” Employers often tell me, “The most important thing we do, or the most important thing we can do right now, is hiring.” And when I ask how much their budget is for it, they typically don’t have one set aside. I’m not certain if they don’t know how to create a budget for it or if they’ve measured it in the past. I’m not certain, but I think it’s fairly easy to put together, and there are some ways to control the budget as well. Indeed can be really expensive, especially if you go with their advice. You post an ad on Indeed, and it says, “Hey, in your marketplace, you should spend $65 a day.” That’s just terrific—letting the vendor tell you how much they should charge you. I think it does work, but you certainly don’t have to take that advice. But first things first—definitely have a budget. Make this part of your scorecard if you’re keeping a scorecard in some sort of business management setting, so that you know how much you’re spending. But let’s just dive right in. Indeed is the biggest and best platform out there. You can access it for free or spend 20, 30, 60 dollars a day, and you will get results. There’s automation: responding to candidates, keeping good records, viewing resumes, et...
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