Recruitment Reimagined with Jake Peters

Transcript

WEBVTT

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You guys totally got a phone.

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Welcome to Courageous Leadership with Travis Yeats, where leaders find the insights, advice and encouragement they need to lead courageously.

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Welcome back to the show.

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I'm so honored you've decided to spend a few minutes with us here today and this is actually a special episode.

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We, of course, release our episodes every week, usually Monday or Tuesday of every week.

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We have a brand new website now where all those episodes are on YatesLeadership.

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com, and I know you can grab it on Spotify or Apple and if you're doing that, great, keep doing that.

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That's the way you'd like to listen to it.

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Hit that review button, give us some comments, because now this website pulls all that in.

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It's kind of a one stop shop for all of them, if you wanted to research some of them.

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So thank you for doing that.

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And this is a special episode today because it's urgent and we're not going to put this in the hopper for down the road in the year.

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We need to get this information to you and I'm so honored that we have Jake Peters with us here today.

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He first began working in the recruiting space in 2018 in the challenging area of recruiting in the trucking industry.

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Peters novel approach to bridging technology, online marketing and traditional recruiting methods created a high level of success and he has brought those skills to safeguard recruiting to help the law enforcement profession.

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Jake has a master's degree in business creation from the University of Utah.

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He is spending a few minutes with us here today.

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Jake Peters, how are you doing?

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I'm doing great.

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Travis, thank you for that kind introduction.

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Well, I think people that have been listening to me for a few years now knows that I love your company.

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I've seen all the people out there trying to do recruiting and you guys are doing stuff so different and so special.

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But it's been a slow go because it's you and I know Doug and you guys have a handful of other folks that help you out, but it's been slow.

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But I think law enforcement has kind of been slow to come to you because everybody that's been working with you guys I know loves you guys.

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You guys share that with me all the time.

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But before we get to all that and people need to listen to this because you're going to get some gyms today just kind of tell us how you got here.

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I mean, how in the world is Jake Peters?

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You're a young kid, you're handsome, if you don't mind me saying, and you're, you know you're.

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You're out of college a few years ago, you just got your graduate degree and you don't have any law enforcement experience.

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But you're the technology guy, kind of the kind of the the cog behind the scenes of this safeguard recruiting man.

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How did you get there?

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Yeah, so you mentioned my co-founder, Doug Larson.

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He and I were working together in the truck driver recruiting space.

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We just met through another colleague but there we were seeing the average turnover for these trucking companies is 100 percent.

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Company has 100 drivers.

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Over the course of the year they're going to have to replace all 100 of those drivers, essentially.

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And so we really were honing our skills together, competing with a sister company where we were helping carriers hire and, like you mentioned, bringing in technology into recruiting for them.

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And while we were doing that, doug spoke a lot Connections from his law enforcement career and he was sharing what we were doing for trucking this in casual conversation.

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He and I got dragged into this.

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I mean, they were there, people in law enforcement like, oh, like we haven't seen anything like this, like we need help with recruiting and you guys have this unique background in trucking which no one that we've seen in law enforcement recruiting has the same experience we have.

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You guys got to come in, you got to bring these solutions to us, so started in truck driver recruiting and got to go drive in law enforcement recruiting because of Doug's law enforcement career and just been going at it now for almost two years.

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Well, that's fascinating because you know we'll get into marketing companies in a minute, because you make it very clear hey, you know how to market, You've got the people to market, but you recruit If you need people.

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That's what you do and that's sort of an issue going on right now.

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We'll get to that.

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But is that what the trucking industry was doing?

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Like, if you're saying a hundred percent turnover, you're talking about getting thrown in the fire, right, you guys?

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Right, you're probably learning more in such a short amount of time because of that.

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What were they doing so wrong before you guys came in, where you were able to give them so many solutions?

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Right.

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So when you're talking about the trucking market, it's important to note that the country's short 60,000 drivers and the number is increasing every year.

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The biggest thing that we see is these trucking companies.

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They don't have the technological skills to get drivers interested in their positions now, and so they rely on these database companies to send them essentially interested drivers in their area.

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But the database companies they're sending these same names to every trucking company that's hiring in that same area.

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So it's just a war of phones, just people trying to call and contact.

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Yeah, so it's like a massive email list right, so they're selling the email list to all the different companies and then, once you have the name, it's how do you deal with that name?

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And that's probably what you've seen in law enforcement as well.

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So carry on about the trucking industry.

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We want to convert this over to the problems in law enforcement right after that.

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Yeah.

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So really the big thing that Doug and I worked on with the trucking industry is let's get the drivers interested in the specific client.

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Let's not mass sell the list, and then let's work with the trucking company to, like you said, once you have that name, you know the driver's interested in you.

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How are you actually going to hire that person?

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What are your processes there?

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You know how many times you're calling.

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Are you texting them, emailing?

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What's your contact rate?

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Essentially working with the truck driver recruiters for these carriers and turning them into salespeople.

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And if they have higher quality leads and a higher quality sales process, they can hire more and more efficient, rate more effectively, and so we're trying to bring that same sort of mindset to the law enforcement community.

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Well, it's such an amazing learning curve that you guys were able to do, because I would imagine the truck driving industry is like hey, we don't care about a website, we don't need some video or commercial, we need people.

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And is that kind of the impression you?

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got from them.

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That's exactly what it is.

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It's almost I know we're gonna touch on it but the opposite law enforcement.

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So the trucking industry, a lot of our clients, don't even have a Facebook page.

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They have no Instagram presence.

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They don't even know what TikTok is.

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Let me get this straight Jake you, even though they don't have a web presence, you were sending them people.

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Yep, helping them hire.

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It's all about names and you can use, we'll talk about it.

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But recruiting is a little bit different than marketing, and so we just meet these carriers where they're at and get the names of what they have.

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We don't work, focus on creating the flashiest video or a new website for them, because they don't care about that, it's not essential to their business and we can help them hire without that type of marketing materials.

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Yeah, if you're just listening to us, we're speaking to Jake Peters.

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He's given us a master's class in recruiting and man law enforcement needs it.

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You need to stay tuned to this because it's hot already.

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Jake, so you're doing, you're plenty busy over in the trucking industry and Doug showed me some of your clients.

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You were real busy, you were doing very well and of course, you say you were drug over to law enforcement, probably because you don't have time for that.

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You're really busy now.

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But I tell you what I gotta thank you because I've seen some of the success you had and I know you've shaken your head at some of the things you've seen in law enforcement and I think people that are in law enforcement and this knows we're always behind the curve.

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We were the last in the business world to get emails and computers and here we are in recruiting.

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That's kind of the Y2K of the day.

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This is a crisis and we're behind the curve.

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The truck driving industry they're caught up.

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Organizational businesses are caught and here we are behind the curve.

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And you saw tons of issues with law enforcement.

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Thought they were recruiting but they really weren't Kind of explain that to us.

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Yeah.

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So one thing I will say that law enforcement has going for them is they do recognize the issue and there's a lot of people putting in effort.

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The biggest issue that we're seeing, however, is almost the opposite of the trucking industry.

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Trucking is all recruiting, no marketing.

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Law enforcement, from our experience, has been all marketing and almost no recruiting, and so we'll run into departments where they've spent over $100,000 just a couple of years ago on high end professional videos, a new website, outreach the works right.

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They really devoted a lot of resources to this.

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Two years on the road, they say it's outdated and the outdated video is why they're not hiring the outdated websites, why they're not hiring and so they need to put another 100,000 into their marketing.

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And we try to come in and reach these people and say, no, it's not a marketing problem, we have a recruiting problem.

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Yeah, I know you've had a hard time selling that to a lot of these agencies because you know I wrote an article.

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You guys told me this story a few months ago.

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I wrote an article called I believe it was Shiny Objects.

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I'll put a link down in the show notes today and it was about how we like cool things.

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Right, we want a cool video, we want a cool website and I get it.

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Man, there's no reason why we shouldn't have that.

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But we can't mix and match.

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We can't think by doing that you're solving a recruiting issue and I know in my agency that's what I saw.

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We bragged about web hits.

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Other agencies they brag about web hits and you guys go web hits don't matter.

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You proved it in the trucking industry.

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I mean, what matters is are you getting people?

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And it's really amazing to me that after all the money spent, all the money spent in the last few years on on what's essentially marketing, that thing's recruiting and the recruiting stuff is still a problem and they're going back to the marketing.

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And so you guys have been just trying to educate people.

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I know, as you came out with this, you know you broke, you branched off from your trucking side to go to law enforcement.

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You've been on a big education campaign.

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Is that working for you?

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Have you seen any success with that?

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Yes, we have.

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We've seen and we worked with everything from corrections to law enforcement in the south, to Midwest, the northeast, and we've just been taking the materials they have and generating names at different price points.

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You know different budgets, similar to trucking.

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You know, doug and I, this philosophy that we're going to meet the departments where they're at and we work with what they got, the budget.

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You know the spending processes they have in place and we're providing results for people.

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You know the scenario you name it, the hiring scenario, and we're getting them.

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We work with one corrections department.

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They usually had one training day per month this is in Illinois, one training day per month and they were struggling to get people to show it for that and just after a month of working with Safeguard, it had run two fully loaded training days Each month.

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They work with us.

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Well, Doug was showing me some of your numbers and you know, let me.

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I want to give people behind the scenes of what's really going on out here, and I think Jake's going to be nice about it.

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I've talked with you guys a lot because I care about this and and here's what's going on the law enforcement agencies are being scanned by the marketing agencies.

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Most of the marketing agencies I know you guys have you know, you guys know most of these players.

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Jake, I know you've put on, you've put in bids against most of these players, so you know what most of them are.

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Most of them are marketing companies.

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They market for businesses.

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That's where the money is.

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So they they go in for a business.

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They'll, you know business is going to give them $50,000 or $100,000.

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They'll do the website stuff, they'll do the video stuff.

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They'll, they'll, they'll see things on the line for them.

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You know, and that's what they do is how they make money and there's a huge market for that.

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You know I see these places charging agencies 30, 40, $50,000 for a website.

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Well, jake, you and I both know I won't give the retail level, but I know what the operational cost is.

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I'll just give you an example.

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If you have a web guy on salary making a decent salary for probably a part-time web guy, $30, $40,000 a year.

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He's already.

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You know that's costing you less than $2,000, $6,000 of his time, right.

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And so when they're charging these agencies 10, 20, $30,000, they're.

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That's a huge market.

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Same with video.

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If you have a videographer on staff, they're getting paid, you know, either hourly or for the year, and you're charging 35, 40,000 for a couple of videos.

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Meanwhile, this, this cap, made $1,200 bucks doing a video for you.

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Hey, it's a great business model.

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I'm not saying they shouldn't be doing it.

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What I'm saying is, if you're in law enforcement and you want the cool video, you want the cool website, you want people, that's fine.

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I wouldn't pay that kind of money.

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You can get that done elsewhere.

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But because you guys do that you love to do that, jake because you make a ton of money.

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But what's your but you're?

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You're actually being honest about it.

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You're saying of course we can do the website work.

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Anybody can, for the most part.

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Of course we can do the, the general, all this different stuff, but your processes drives recruiting, not the, not the appearance, right.

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And so you guys go in behind the scenes, even after people have spent tons of money on marketing, and you fixed the processes and you actually start giving them names.

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And Doug showed me you guys have case studies on your website, safeguardrecruitingcom, where you've taken you've taken the name of the department off, but you've, because you give these folks a dashboard, right, jake, where they can see all the people coming to them, from what parts of the country they're coming in their edge.

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All this.

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It's amazing.

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When I've seen it, well, they, these are on the website, folks, and I look at some of those and I call Doug when I saw him and I go this can't be accurate.

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You guys are dragging in people at now.

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I know you don't want to talk about price here, jake, but I mean, some of these case studies are amazing.

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I could spend $7 and get a recruit what?

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Yeah?

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And you guys are literally sending, depending on the package they buy.

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You're literally sending them hundreds of names, sometimes in a week right, even less four days.

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You get 200 names.

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Oh, I know what department you're talking about.

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You guys told me that before we got on the phone Big department, large department, top 10 city.

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Okay, I'm not going to give too much away.

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And you sent them.

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How many names in four days?

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I believe the number was 209.

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Oh my gosh.

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So at the end of the month they're going to get like thousands or so Dude.

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And let me tell you something that's how it's done.

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Now, once they get the names, jake, law enforcement's going to have a different mindset because you can give them the names and we'll talk a bit of a minute how you're doing it.

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You probably won't give it all away, but it's amazing, because what you're doing I mean folks, if you're having troubles recruiting, I'm telling you right now stop, you're not having troubles, you're making the wrong decisions.

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Don't get arrogant and think you can do this.

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We're not experts in recruiting.

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We never have been.

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We just never had to recruit, okay, until now.

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So now that we have to do it, let's get this right.

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Folks, this is not a activist problem or lawyer problem or defund the police problem.

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This is a leadership problem.

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You just need to make the right decision.

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And maybe you're thinking well, I can't spend that kind of money.

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Well, first off, you will, because if it's not a website video, you will.

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But, jake, when I'm telling people, with seven bucks a person, just do the math on how much money you need to get you 50, 60, 70, 100 candidates, I mean it's amazing to me how easy you guys have made this look and how you don't have 5,000 clients right now.

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What I mean?

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What do you think is going on there?

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That's a great question, Travis and I have been trying hard to figure that out.

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I think there's a big thing is education.

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We do see a lot that people.

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The assumption is, if we spend more in the flashy stuff like you're mentioning the website, the videos recruits are going to find us and they get these big grants from the state and the budget.

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Like it makes sense.

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You want to show them something cool and so we've been.

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I think our biggest hurdle has been educating people that you can spend a hundred thousand another video, but Really we need to focus on getting names in the door and you know recruiters calling these names and Officers.

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You know following up and building almost I use the term sales process, but a recruiting process.

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You know you can't just treat somebody who sends you the information.

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You know call them ten days later, call them a month later.

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That's not going to be success.

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It doesn't matter how cool your video is.

00:16:50.312 --> 00:17:04.076
So I think the biggest hurdle we face is an education and Education process trying to share with people the difference between recruiting and marketing and get them to see Kind of our vision of how we can get results with what you already have.

00:17:05.866 --> 00:17:10.603
If you're just listening to us, we're talking to Jake Peters, who is just an expert in law enforcement, recruiting.

00:17:10.603 --> 00:17:12.249
And Jake, I have another theory.

00:17:12.249 --> 00:17:15.173
Yes, I think education is an issue.

00:17:15.173 --> 00:17:17.424
I think there's a couple other theories that are possible.

00:17:17.424 --> 00:17:20.343
I think, just like everything, it's law enforcement slow to come on.

00:17:20.343 --> 00:17:22.553
You know, they start talking about body cameras or like what?

00:17:22.553 --> 00:17:25.724
No, no, no tasers, no, it said, takes a while.

00:17:25.724 --> 00:17:28.597
We're kind of in the middle of that with alternative shifts right now.

00:17:28.597 --> 00:17:35.375
Right, 12 hours shifts, 10 hours shifts I won't say work at home, because we don't want to get that opportunity, but but we're a little bit slow.

00:17:35.375 --> 00:17:36.480
We get there, but we're slow.

00:17:36.480 --> 00:17:41.444
And so you guys thought, okay, let's, let's educate, let's speed that along, and I think you probably have made progress.

00:17:41.444 --> 00:17:48.236
But my other theory is this I think many, not many, some police departments are just lazy.

00:17:48.236 --> 00:17:49.780
You know, and you're you're right.

00:17:49.821 --> 00:17:58.199
The chief of police gets a $200,000 grant on recruiting and he just, you know, slings it to the recruiter, who doesn't know anything about recruiting and marketing.

00:17:58.199 --> 00:18:03.980
He's just the pretty face of the department, maybe, maybe making a few Facebook posts and the guy goes.

00:18:03.980 --> 00:18:05.325
I've always wanted a fancy website.

00:18:05.325 --> 00:18:06.601
We always wanted a fancy video.

00:18:06.601 --> 00:18:10.305
Now we have the money to do it right and they and they only have the knowledge of that.

00:18:10.305 --> 00:18:14.484
So that's, that's the other one, instead of just diving into research, because you guys have put a bunch of training out.

00:18:14.484 --> 00:18:16.675
You got much training videos, you got a bunch of training articles.

00:18:16.675 --> 00:18:18.565
You guys do on-ground seminars.

00:18:18.565 --> 00:18:22.675
So I mean there's nobody out there doing what you guys are doing on education.

00:18:22.675 --> 00:18:26.867
So I applaud you, for that's how I've learned most of what I know and I've seen it work.

00:18:26.867 --> 00:18:35.029
You know you can tell me something all day long, but then when you see it work, I get those from my seminars all the time, or I get calls later man, I can't believe this actually happened and you said it would happen.

00:18:35.029 --> 00:18:36.814
So that's good validation.

00:18:36.814 --> 00:18:38.538
You guys have had the validation.

00:18:38.538 --> 00:18:48.439
But Thirdly, I think Not only are some leaders just lazy, don't understand.

00:18:49.670 --> 00:18:51.959
I think the education part is also important.

00:18:51.959 --> 00:18:59.858
But I think there's almost this we throw our hands in the air and say, well, we tried, because you're right, they've a lot of people put effort in.

00:18:59.858 --> 00:19:00.301
Well, we try, we try.

00:19:00.301 --> 00:19:00.785
It didn't work.

00:19:00.785 --> 00:19:05.183
So now we'll just reduce services, now We'll just reduce entry standards.

00:19:05.203 --> 00:19:11.143
And listen, I think people also just don't believe it, jake, when I say, hey, seven bucks, and you've done better than that.

00:19:11.143 --> 00:19:13.152
Actually, seven bucks, tim, and you get people.

00:19:13.152 --> 00:19:14.597
So you spend a thousand bucks.

00:19:14.597 --> 00:19:18.833
You're liable to get four or five hundred people, I don't know, it all depends, right?

00:19:18.833 --> 00:19:27.531
I think literally people don't believe it because I know, I know departments that were recruiting Four or five hundred people a year Three years ago.

00:19:27.531 --> 00:19:29.199
They're down with 175.

00:19:29.199 --> 00:19:30.021
Like they don't believe it.

00:19:30.021 --> 00:19:34.296
They just think there's just no way, there's something broken all together.

00:19:34.316 --> 00:19:36.585
And what you're saying, jake and I want people to understand this, this is legitimate.

00:19:36.585 --> 00:20:00.842
If somebody calls you today, jake, and says I'm just gonna throw us out there, I'm uh, I could make a sub because I know it's not true the Los Angeles Police Department calls you today and says, hey, we're gonna be down 2000 people in two years, and that's that's actually in a lot of big cities that they're projecting, projecting these huge numbers leaving, and some of them are already down, like Baltimore and stuff's already down, plus a thousand.

00:20:00.842 --> 00:20:09.164
What you're telling, what you're telling me, is, if they call you and go, jake, we need two thousand bodies in the next 12 months, and what you're telling me is that's not a problem.

00:20:09.164 --> 00:20:10.954
That's what you're telling me, isn't it?

00:20:10.954 --> 00:20:15.478
Yeah, pretty much yeah.

00:20:15.478 --> 00:20:17.545
And listen, let me tell you why it's legitimate folks, I have seen it with my own two eyes.

00:20:17.545 --> 00:20:19.532
It's amazing to me.

00:20:19.532 --> 00:20:21.404
The answer is right in front of our face.

00:20:21.404 --> 00:20:27.805
And you know, I mean, and Jake's not running around the country with multi-million-dollar marketing budget to let people know who he is.

00:20:27.805 --> 00:20:31.884
But, man, I'm telling you right now this is the answer and I can't believe.

00:20:31.884 --> 00:20:35.103
I'm looking at and Jake, I know, I know what you're gonna say here.

00:20:35.143 --> 00:20:39.565
People, we're gonna get into processes a little bit, but we're not giving it all away.

00:20:39.565 --> 00:20:41.755
You, they can give you a call and talk to you.

00:20:41.755 --> 00:20:43.484
I mean, I know you have helped people for nothing.

00:20:43.484 --> 00:20:45.329
You've answered emails, so you guys are very available.

00:20:45.329 --> 00:20:46.472
You've done webinars.

00:20:46.472 --> 00:20:56.193
You've got a whole training series out there that I know I helped you with because I was so fired up about it, and so just go to the website If you have questions.

00:20:56.193 --> 00:20:57.619
They're not asking for money, folks.

00:20:57.619 --> 00:20:58.122
I have been.

00:20:58.142 --> 00:20:59.688
I have been telling Doug this For for years.

00:20:59.688 --> 00:21:00.811
You guys are.

00:21:00.811 --> 00:21:05.832
You're killing yourself because you guys actually work on month to month contracts Like you.

00:21:05.832 --> 00:21:08.345
Don't even ask him to sign up for a long contract, do you?

00:21:08.345 --> 00:21:12.372
No, we don't, yeah, yeah, folks, we're a bunch of idiots.

00:21:12.372 --> 00:21:19.528
If we don't call safeguard up right now, if you are down, six people, and you don't know what you're doing, just call them, because you're gonna give them an answer, aren't you, jake?

00:21:19.528 --> 00:21:22.561
You're gonna say, well, this is what it's gonna cost to get you these people.

00:21:22.561 --> 00:21:29.111
Now, if somebody needs, let's go back to our 2000 people, let's go back to our 2000 people.

00:21:29.111 --> 00:21:31.538
That's extreme, our 2000 people.

00:21:31.538 --> 00:21:33.326
You don't.

00:21:33.326 --> 00:21:36.119
You don't have to just, you don't need to give them just 2000 people.

00:21:36.119 --> 00:21:37.164
You've got to give them more than that.

00:21:37.164 --> 00:21:37.827
Why is that?

00:21:38.964 --> 00:21:40.811
Yeah, so it all comes down to closure rate.

00:21:40.811 --> 00:21:49.727
So say, your recruiters are hiring about five percent of the Leads that come into your department or the candidates that come in what?

00:21:49.727 --> 00:21:53.016
I'm not sure what that math is, but you're gonna need 20 times that, 2000.

00:21:53.016 --> 00:22:02.230
So you need Is that 40,000 names, that a 5% closure rate over two years To fill that 2000 spot.

00:22:03.046 --> 00:22:04.710
So you have two goals.

00:22:04.710 --> 00:22:11.657
When you tell me that so you got to deal with the number of staff, they're down and you got to deal with the closure rate, makes sense, right, right?

00:22:11.657 --> 00:22:18.759
So first question If Philadelphia police calls you and says our closure rates 5% were down 2000.

00:22:18.759 --> 00:22:29.252
Or Los Angeles or whatever big city you want to make up, if they call them, tell you that and they say and you tell them you need 40,000 people and they go.

00:22:29.252 --> 00:22:30.015
Is that possible?

00:22:30.015 --> 00:22:31.278
What's what answer you're gonna give them?

00:22:32.986 --> 00:22:34.090
Over two years, that's easy.

00:22:34.946 --> 00:22:35.832
It's crazy man.

00:22:35.832 --> 00:22:37.642
And let me tell you I know for a fact.

00:22:37.642 --> 00:22:39.248
That's true and that's what I think.

00:22:39.248 --> 00:22:45.028
I think actually, a lot of people don't hire you because they don't believe you, because we're so used to being scammed, right, folks?

00:22:45.028 --> 00:22:52.327
I'm telling you you go to safeguard recruiting calm, I'm only fired up and you can tell I am because I'm so happy.

00:22:52.327 --> 00:22:56.458
The answer is here because I got you know, I've I've got so many friends in the profession.

00:22:56.458 --> 00:22:59.270
I've seen what's happening in the profession based on lack of staffing.

00:22:59.270 --> 00:23:02.238
My still live in this country, in the city and community.

00:23:02.238 --> 00:23:02.866
I got kids.

00:23:02.866 --> 00:23:04.976
I want law enforcement to be fully staffed.

00:23:04.976 --> 00:23:08.853
And and here it is, right in front of you, and you say it's easy.

00:23:08.853 --> 00:23:15.037
Well, it's easy for you, but you sling 40,000 people to department xyz.

00:23:15.037 --> 00:23:18.497
That ain't gonna be easy for them, and that's what you talk about.

00:23:18.497 --> 00:23:21.693
Closure, right, because it wouldn't be cool if you didn't have to send them 40,000.

00:23:21.693 --> 00:23:24.022
You could send them 20,000, right?

00:23:24.022 --> 00:23:25.990
Or 15, because that's that's better for them.

00:23:25.990 --> 00:23:27.316
It costs less.

00:23:27.375 --> 00:23:28.199
It's more efficient.

00:23:28.199 --> 00:23:33.295
They don't have to work as many candidates, so that that entails increasing the closure rate.

00:23:33.295 --> 00:23:39.859
What's the national average on closure rates and where do you think you can get that to if they implement your processes?

00:23:39.859 --> 00:23:41.005
I?

00:23:42.145 --> 00:23:45.936
Believe, the national average is four to eight percent, if I'm correct.

00:23:45.936 --> 00:24:05.667
Now that's industry-wide right, so it's probably somewhere in the middle for law enforcement as well right and and we think we can get that up I mean easily 10 to 12 percent, with just you know accurate or not accurate, but adequate Follow-up and contact rate, just simply increasing that yeah so.

00:24:05.892 --> 00:24:08.214
So I tend to agree with you.

00:24:08.214 --> 00:24:15.109
In fact I I know some closure rates from some folks I've been talking to about this and you're right, I think it's four or five, six percent typically.

00:24:15.109 --> 00:24:15.790
It's kind of weird.

00:24:15.790 --> 00:24:18.657
They're all about the same about what department you talk to.

00:24:18.657 --> 00:24:21.204
So that's on the process in more than likely right.

00:24:21.204 --> 00:24:25.865
And so if you were to give it just just one tip to an agency, what?

00:24:25.865 --> 00:24:27.711
What makes the difference on that closure rate?

00:24:27.711 --> 00:24:29.655
Because there's there's a bunch of different sections.

00:24:29.664 --> 00:24:30.807
This is why marketing doesn't work.

00:24:30.807 --> 00:24:32.672
First off, marketing is not recruiting.

00:24:32.672 --> 00:24:33.374
It never was.

00:24:33.374 --> 00:24:39.790
It's about recognition and and what people think about you right Now, that's fine, if law enforcement wants to do that, we should have a component of marketing.

00:24:39.790 --> 00:24:48.244
But when we're, when we're sucking wind on recruiting, it seems crazy to me we're not making that a priority, and maybe we think we are because it's shiny and we like it, stuff.

00:24:48.244 --> 00:24:51.090
But but here's the answer, right, it's amazing to me.

00:24:51.090 --> 00:24:57.252
And when people think, if people are setting their thinking, it's gonna cost millions of millions of dollars, jake's not gonna tell you, but I'm gonna tell you right now.

00:24:57.252 --> 00:24:59.175
You won't even believe what it would cost you.

00:24:59.175 --> 00:25:02.650
In fact, for most departments, jake, you don't even have to go through a bit process.

00:25:02.650 --> 00:25:04.335
You're so cheap, which is amazing, right.

00:25:05.826 --> 00:25:10.632
We worked with departments through, yeah, various purchasing methods.

00:25:10.632 --> 00:25:11.615
So no bid.

00:25:11.615 --> 00:25:17.342
You know, if the chief has a limited amount of budget to work with the trial run, we'll meet you where you're at.

00:25:18.287 --> 00:25:19.897
Yeah, no one, no one's offering that.

00:25:19.897 --> 00:25:20.924
So that's, that's awesome.

00:25:20.924 --> 00:25:25.894
So, as far as processes go, what's the one thing?

00:25:25.894 --> 00:25:27.519
What makes the difference on closure rate?

00:25:27.519 --> 00:25:35.077
Because if we can increase the closure rate, it's fewer people you have to, you know, work you don't have to do, fewer background checks, fewer everything.

00:25:35.077 --> 00:25:43.182
That's going to save you money all across the board, not only with the company you're using, but also the manpower it takes or staffing it takes to work those candidates up.

00:25:43.182 --> 00:25:45.919
So what's the one thing that makes a difference on closure rate?

00:25:45.919 --> 00:25:46.440
Just give them one.

00:25:46.440 --> 00:25:54.012
I know you guys, you guys increment, you plug together a whole bunch of processes that make this thing skyrocket, but just give them one.

00:25:54.012 --> 00:25:55.837
If they want some more days, they're going to have to contact you.

00:25:56.599 --> 00:25:56.760
Yeah.

00:25:56.760 --> 00:26:04.798
So the number one thing that we've seen drive success with closure rate is your speed to contact the candidate, or your contact rate.

00:26:04.798 --> 00:26:17.773
If the department calls a candidate within the first five minutes of them sending over their information, that's 21 times more effective than if that recruiter waits 30 minutes to call to a candidate.

00:26:17.773 --> 00:26:20.136
And so you can expand that out.

00:26:20.136 --> 00:26:22.215
Imagine if you're waiting a week to call people.

00:26:22.215 --> 00:26:36.277
You know we've talked to departments who were waiting three weeks to call candidates as they came in, to really prioritize calling these people as soon as you can, as soon as they send that information over, and you're going to see your closure rate skyrocket.

00:26:37.059 --> 00:26:40.094
Yeah, that is old school thinking People wanted to work for us.

00:26:40.094 --> 00:26:43.960
So bad, we just didn't get around to calling them anytime soon.

00:26:43.960 --> 00:26:45.074
You know, it could be months.

00:26:45.074 --> 00:26:50.394
I mean I know when I applied 30 years ago like I had to call them, I'm like, hey, what's the status?

00:26:50.394 --> 00:26:52.035
We'll look and call you back.

00:26:52.035 --> 00:26:55.740
I mean, dude, you had to drag because they didn't have to have that contact rate.

00:26:56.109 --> 00:27:01.118
Jake, how they do and I know people are listening going well, how is that even possible?

00:27:01.118 --> 00:27:03.357
A five minute callback or a quick callback?

00:27:03.357 --> 00:27:08.515
Well, everybody else is doing it in the sales world and you guys automate that right, so they don't need to worry about that.

00:27:08.515 --> 00:27:09.539
You guys have a process.

00:27:09.539 --> 00:27:13.079
I don't want you to get those details, but you have a process to where a lot of that is automated.

00:27:13.079 --> 00:27:19.993
It's all on the technology side and, man, I got to tell you, jake I hope people listen to this, share this talk about this.

00:27:19.993 --> 00:27:28.780
This is probably one of the most important interviews we've had, because this, this solves a major problem for community safety, law and order.

00:27:28.780 --> 00:27:32.810
It's a leadership issue they can solve today by giving you a call, jake.

00:27:32.810 --> 00:27:33.734
Where can they reach you at?

00:27:34.849 --> 00:27:42.000
Yeah, like you said, safeguardrecordingcom, you can reach me at my email directly, jake at safeguardrecordingcom.

00:27:42.569 --> 00:27:45.150
Yeah, I'm looking on there right now you guys have a pretty cool deal.

00:27:45.150 --> 00:27:51.309
You've got a couple of case studies and then you've got this sort of a test demo where they can see some of this automated process.

00:27:51.309 --> 00:27:53.397
I know you're not revealing it all there, but that's pretty cool.

00:27:53.397 --> 00:27:56.057
So, jake, I appreciate what you've done.

00:27:56.057 --> 00:27:56.881
You very much done.

00:27:56.881 --> 00:27:59.439
I know you have a business, but this is a service to this profession.

00:27:59.439 --> 00:28:04.722
I certainly hope more people call you and you guys get very, very busy, because it is the answer.

00:28:04.722 --> 00:28:06.736
I mean, you're so bowed when I go.

00:28:06.736 --> 00:28:08.361
Can you send them 40,000 people?

00:28:08.361 --> 00:28:12.214
Yep, not a problem, because you've done that Pretty amazing stuff.

00:28:12.214 --> 00:28:13.795
Thank you so much for being here.

00:28:14.569 --> 00:28:19.496
Yeah, if I could add one last thing, travis, I would just say you know it sounds crazy.

00:28:19.496 --> 00:28:22.655
We're coming in, we're not running bids, we'll talk to people for free.

00:28:22.655 --> 00:28:31.901
But we really were founded on a passion for law enforcement and seeing a need in recruiting and knowing how important recruiting is to keep the community safe.

00:28:31.901 --> 00:28:40.470
And, more importantly, the officers say if you don't want people overworked, so if you go to the website you can sign up for a free hour-long consultation.

00:28:40.470 --> 00:28:44.540
We'll work with any department to get their processes approved free of charge.

00:28:44.540 --> 00:28:49.474
This is, you know, co-founder, doug, sir, I have loved one soup, sir.

00:28:49.474 --> 00:28:50.976
This is important to us.

00:28:50.976 --> 00:28:52.174
We want to help anyway we can.

00:28:52.891 --> 00:28:53.895
Amazing stuff, man.

00:28:53.895 --> 00:28:59.539
Thank you so much, Jake, and if you've been listening, thank you and just remember lead on and stay courageous.

00:29:01.750 --> 00:29:04.680
Thank you for listening to Courageous Leadership with Travis Yates.

00:29:04.680 --> 00:29:07.955
We invite you to join other courageous leaders at TravisYates.

00:29:07.955 --> 00:29:09.258
org.