00:00:11edition of ask Evan in today’s video I’m
00:00:13going to answer questions from what a
00:00:15reader Shauna who wrote it i’m going to
00:00:17read your email we do a lot of
00:00:18recruiting for work at home positions
00:00:20during our peak seasons from if i were
00:00:22to july our work at home agents act as
00:00:25if they were within our on-site call
00:00:26centers taking calls in queue to book
00:00:29camping reservations we had a real big
00:00:31problem with retention last season any
00:00:34tips we can use some the recruiting
00:00:36standpoint to help prevent this from
00:00:37occurring next year we lost many of our
00:00:40agents within the first month of
00:00:41employment Thank You Shauna so Shauna
00:00:44it’s very common here a couple of ideas
00:00:47that might help you get over that hump
00:00:48and make sure that you have the right
00:00:50people coming on board step number one
00:00:52is make sure you have the right person
00:00:54at the start right so what I would do is
00:00:57start profiling the top people you’ve
00:00:59had in the past who have worked out
00:01:01really well look at the personality
00:01:03types of it their situation and see what
00:01:07common threads there are so when you’re
00:01:08looking for new people it’s easier to
00:01:10pick out the ones that are going to be
00:01:12the winners you might even consider
00:01:13having some of those people who’ve done
00:01:15really well for you in the past help you
00:01:17hire some of the new people because
00:01:19you’re basically looking for people like
00:01:20them right your top performers you want
00:01:22to get them involved you want to hire
00:01:24more top performers and if they’re
00:01:26involved in the process they might be
00:01:27able to help you find other people who
00:01:29are similar you might also even ask them
00:01:32if they have any people they can
00:01:34recommend right up the hard working and
00:01:35doing a good job they might know other
00:01:37people who are working and could also do
00:01:39a pinch a good job for you as well and
00:01:40refer some of their friends so that may
00:01:42be another strategy to get people in the
00:01:44door in terms of getting people to stay
00:01:48and getting them engaged and wanted them
00:01:50to continue on with your company I
00:01:51really look at your training and see if
00:01:55people are set up to win so how much
00:01:57training do you do at the beginning how
00:01:58much do you show that you really care
00:02:00about
00:02:00and how much do you show that what
00:02:02they’re doing really ties into the
00:02:04bigger picture and they’re helping a lot
00:02:05of people people will often leave
00:02:08because they don’t feel like they’re
00:02:10adding a lot of value are they’re not
00:02:12really having fun with their position so
00:02:14if you could train that and show them
00:02:16how they can start winning and getting
00:02:17those early hits quickly the more likely
00:02:20to want to stay the last thing you might
00:02:22want to consider is create a mentorship
00:02:24program and i know this is only a part
00:02:26time position but hopefully could be
00:02:28something that people can come back to
00:02:30year after year if you are consistently
00:02:32you know hooking up and you need to have
00:02:35these positions filled if you can
00:02:37connect the new workers with people who
00:02:39have already been doing it for a couple
00:02:40years a little bit more seasoned that
00:02:41they have any questions you can connect
00:02:43them so they’re not always in with you
00:02:45who might be the owner of the business
00:02:46and there might be a little more
00:02:48formality or people a little bit more
00:02:50worried about doing or saying the wrong
00:02:51thing but if you can connect them with
00:02:53what if your other work at home wages
00:02:55has done a good job before to be able to
00:02:57answer any more personal questions that
00:02:59might help them that could be a good
00:03:01step to making them want to stay on
00:03:02board and it’s also a good development
00:03:05opportunity for your more senior agents
00:03:07who’ve been doing it for a while and
00:03:08makes them feel like they’re growing the
00:03:10business too I’m not just doing the same
00:03:12thing over and over and over again so
00:03:13you’re providing more opportunity for
00:03:15learning development than they had
00:03:16before so time isn’t even more closely
00:03:18to the business that want to help out
00:03:20with even more so I hope that helps if
00:03:22you guys liked the video please give it
00:03:24a thumbs up below and I’d also love to
00:03:26hear thoughts and feedback if you want
00:03:27to leave a comment below the video and
00:03:28stay tuned to the next episode
00:03:40you
00:03:42you
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