12 Week Plan LIVE Event: Workshop 1- Creating The Spectacle: Employees Want To SEE Something Special

It’s an interesting time to hire right now, right? It’s changed in so many ways because the people we are trying to hire have changed! So let’s throw out a few fun facts about Gen Z, the group of people entering the workforce. Were born between the late ’90s and about 2008 They are shrewd consumers that value their identity and how that is shown to the world. Whether that is through their purchases, social media, or their lifestyle choices (IE, where they work), they are carefully curated in how they present themselves Pragmatic and financially minded This is a generation that has watched their families be affected by the recessions of 08/09 and watched them take those hits. Truly driven by financial pragmatism and security. They are shaped by the financial stresses their families and communities faced during those recessions         3. Value Spectacle over substance   They want a show. They want to be entertained and feel the excitement This past year, the university of Louisville got more 4 and 5-star recruits on campus than ever before because of this… They asked their high-income donors to bring sports cars, drive them onto the field and let recruits come take pictures in them and sit in them. They flew in on private jets and let the recruits climb all over them taking pictures. And it worked. They got talent on campus and were able to pitch to them on their football program. But here was the problem, they had the spectacle, but not a ton of substance. It was a flash in a pan with no championship culture to back it up. The University of Georgia spent 3.6 Million dollars on recruiting in 2021. And that’s not even including the Name, Image, and Likeness money that was promised. That’s just on attracting, recruiting, entertaining, and marketing to high school student-athletes and convincing them to come to play football at Georgia.  Let’s break that down a bit further, the average recruiting class is around 25 ppl, so you do the math…that comes out to spending $144,000 per student-athlete that signs to play at UGA. That is OUTRAGEOUS. It is an insane spectacle…but for them and schools like Alabama, there’s also substance behind it. You walk the halls of their recruiting centers and there are massive pictures of their athletes that have gone on to play in the pros, there are trophy cases full of conference championships and national championships. There are detailed meetings with recruits of how they would be used on offense or defense and the plan for them when they come. Here’s what they don’t say. Just sign on and we got it. Just trust us, here’s what we think we’ll have you doing.  And yet isn’t that what we do? Most of our hiring and prospecting looks like this. We put out a half-hearted ad on Facebook or indeed, that’s vague at best. And we cross our fingers and hope! Maybe we have an interview process, but not a recruiting process. There’s very little spectacle and if that’s what Gen Z is looking for, we are simply missing the boat. And if we’re missing the boat, then we’re missing the talent that could be added to our teams. Here’s where I’ve seen that recently. With Ward Edwards engineering. They dared to ask, “What is something we could add to a new engineering grad, that no one else is doing?” We sat down and talked it through, even went to some of their staff and asked them what some of their frustrations were upon graduation and they came up with this. There’s no plan for an engineer that’s hired. It’s just come on board and do engineering and we’ll eventually get you where you need to be. And here’s where Allen and Greg and their team took this. They built out a plan to go from Designer, kind of the entry-level position to Professional engineer in 4 years. To actually getting your certification and being ready to be a project manager in 4 years. Now to some of you that sound like eternity, but to an engineer that is unheard of. To look a grad in the eyes and show them the plan and how you’re going to get there, puts substance behind the spectacle. For us, it was knowing that we want to hire 8 new coaches in the next 3 years. So we have to have a training plan in place. SO it was recording almost 50 videos of how to coach and our mindset and practical tips on working through our roadmap and coaching clients and prospecting and selling. All of it! And then beyond that scheduling out a mentor coach to work with them and putting times on the calendar to get them going and offer support. It’s not all fluff! There’s substance and intentionality every step of the way. So here’s what I want you to hear. People no longer show up just to receive a paycheck. The game has changed. How can we start thinking about recruiting like a D1 College football team as they chase after new talent? So here’s what we’re going to do.  We’re going to workshop some stuff with your team. If you’re one of the younger ones on the team, here’s where we will lean on your wisdom…YES your wisdom.  Dr. Tim Elmore calls it “reverse-mentoring”.  We are going to let you build out a recruiting system in two parts, ideation, and process. The first 10 min will be throwing ideas out there. How do you attract the right people? How can you add some spectacle to how you recruit people? And then process, what does that look like year round? Because here’s the thing, it’s not an IF you are going to hire it’s a WHEN are you going to hire. And the economic impact for waiting on the need is staggering. Thousands in lost revenue and wasted time being behind the 8 ball. You know the ABCs of selling? Always be closing? Right? Well, what if we changed that to ABI, Always be interviewing. Recruiting is a year-round job that someone needs to have in your business. So, let’s figure out what that needs to look like for you! You have 10 min to throw out ideas and then we will build out the process for the second 10 min. Workshop Action: Custom-build the elements of a SPECTACULAR recruiting system.  Two sections: Ideate (set timer), then document process (set timer) WORKSHOP:“ONE Thing” Around The Room: What was your one big idea whether you implement or not