November 25, 2024 • 27 mins
Can hiring a home inspector really be as random as flipping a coin? Join us as we tackle the perplexing challenges and strategies of recruiting the right talent in the home inspection industry. Whether you're weighing the benefits of hiring newcomers versus seasoned professionals, we bring personal anecdotes and proven methods to light. Our conversation uncovers the inherent challenges posed by licensing requirements and the delicate balance of aligning these hires with your company's standards. Discover why our most successful hires often stem from customer service backgrounds and how this insight can transform your own hiring process.
We also delve into the ongoing debate of training versus hiring pre-licensed individuals. Through sharing our experiences, we reveal why inspectors trained in-house with a focus on strong service mentality and moral character tend to outperform their peers. We also candidly discuss the threat of other companies poaching these well-trained inspectors and how a structured training program can mitigate these risks. Amidst professional musings, we touch on our personal aspirations, like building forts and launching a new podcast with friendly competitions, underscoring the importance of a cohesive, adaptable team in achieving these goals.
What traits make an exceptional home inspector? We share our insights on the significance of work ethic, moral values, and a willingness to learn. Sports experience can often indicate resilience and teamwork, translating well into the workplace environment. Our preference for "blank slate" candidates open to training and mentorship is discussed, alongside the advantages of bilingual team members. With a humorous nod to our past hiring adventures, we highlight the importance of thoroughly assessing candidates—including their social media presence—to ensure they truly align with company culture. Stay connected with us for more insights as we navigate the complex world of hiring in the real estate and home inspection industries.
To learn more about Habitation Investigation, the Two-time Winner of the Best Home Inspection Company in the Midwest Plus the Winner of Consumer Choice Award for Columbus Ohio visit Home Inspection Columbus Ohio - Habitation Investigation (homeinspectionsinohio.com)
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For home buyers: What to expect from a home inspection. YT video for home buyers
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If you would like to be a guest on the podcast contact us and let us know. You can visit Home (jimtroth.com) and go to the podcast page or message Habitation Investigation.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Welcome to the Standing Out in Ohio podcast,
where we discuss topics,upcoming events, news and
predictions with real estateprofessionals and entrepreneurs.
Listen and learn what makestheir companies and themselves
stand out and gain advantagesover the competition and gain
market share.
Subscribe for the latest newsand discussion on what it takes
(00:23):
to stand out from the crowd.
Now here's your host, jim.
Speaker 2 (00:30):
Hey everybody, Welcome to the Standing Out and
Out podcast.
This is Jim, and with me isLaura, the office goddess.
Speaker 3 (00:37):
Hello everybody.
Speaker 2 (00:39):
All right.
So hiring people, that isprobably one of the toughest
things to do for any business.
Yeah, in business is findingthe right person and somehow
being a match with each otherthat works out.
(01:00):
So that's what we're going totalk about today, and is it
better to hire somebody who'sbrand new in the field,
depending upon the field orsomeone with experience.
Or somebody with experience.
But first let's listen to this.
Speaker 4 (01:14):
Habitation investigation is the way to go
for a home inspection in Ohio.
Trusted licensed homeinspectors for your needs.
From radon to mold towarranties For a great home
inspection, you really can't gowrong.
(01:35):
Visit homeinspectionsinohiocom.
Speaker 2 (01:40):
All right, laura.
So hiring you have to hirepeople a year to grow a business
.
Speaker 3 (01:46):
Yes.
Because you can't do it onyourself.
Speaker 2 (01:50):
I guess there's probably a very select type of
businesses where you probablycould do it all yourself, but
I'm talking like that would bean online business where you're
really just drop shippingproducts.
And you can do that, but you'reoutsourcing to other people,
other companies that work foryou.
So you're not really byyourself doing that, but you can
do that yourself.
But you're outsourcing to otherpeople, other companies who
work for you.
So you're not really byyourself doing that, but you can
outsource, but they're notemployees.
(02:10):
So if you're going to hire, soyou need to divide up, divide
and conquer the tasks so youcontinue to grow Right.
Real estate agents they're allindependent contractors.
Speaker 3 (02:28):
So each person has their own independent business.
Speaker 2 (02:30):
They can work in a teams.
Right, they do that.
I'm not certain how thepaperwork is for that, but it
doesn't really matter.
They work in teams and eventhere they're dividing, like
here's a buyer's agent, here's alisting agent, somebody here's
coordinating buyer's agent,here's a listing agent, somebody
here's coordinating everything.
So they still need to dividethings up to grow the business
(02:52):
Home inspection.
There's only so manyinspections a person can do a
year.
Speaker 3 (02:56):
Yep or that you should do a year.
Speaker 2 (02:59):
Yeah, even physically it's tough.
I did 600 home inspectionsspecial one year by myself.
That was a terrible.
It was a very busy year.
Speaker 3 (03:11):
That's too many.
We didn't see you much thatyear.
Speaker 2 (03:14):
Why are you waxing fondly of bats, whatever, but
like 350?
That's not average.
I think that's kind of a goodnumber.
Yeah, some people want more,some people want less than that.
Everybody wants to work justonce a week and make tons of
(03:35):
money, but that's not realistic,that's not realistic Every time
.
A business has a certain orposition, has a certain amount
it can make Right.
Business has a certain orposition, has a certain amount
it can make right.
Like a person, the fry guy at afast food restaurant he's not
gonna make eighty thousanddollars a year doing fries.
Your value of your, the friesare only this much right you
(03:55):
can't pay you more than thevalue of that right, or how much
percentage of that.
Speaker 3 (04:01):
So like if you get paid five bucks per pack of
fries, you're only going to givethem, you know, a couple bucks
because you still have to payfor the product, for the
shipping, for the you know, yeah, now you're getting the expense
of a business yeah, so do youhire somebody?
Speaker 2 (04:22):
there's a hard part.
I've talked to people who dothis professionally before and
they said, even picking amanager out with all the metrics
and everything you look at andpersonality tests, it's still
like a 50-50 shot.
It's a crap shot.
Speaker 3 (04:38):
So it's like Anybody can fake it.
Speaker 2 (04:42):
Yes, yes, you and I in the background.
As psychologists, we knowanybody can fake being normal,
rational and intelligent.
Intelligent may be a littleharder to do sometimes,
depending on what you ask them,but anybody can act normal long
enough to get through aninterview.
Speaker 3 (04:59):
And maybe even through probationary period,
unless they have a meltdownbefore that.
Speaker 2 (05:03):
Correct, correct.
You always should have aprobationary period when you
hire somebody.
But you and I we used to thiswas before licensing would go to
coffee shop, restaurant,wherever we were anyway, and we
see an employee there doingexcellent work, consistently,
not just one time in a good mood, but they're consistently in a
(05:24):
good mood, providing goodservice.
They have that servicementality.
They might be a good inspector,right.
So we'd ask them and we'd hirepeople.
Find people that way.
Now, with licensing, a littlebit more difficult, because now
they actually have to go throughtraining to the state.
We always train ourselves.
Speaker 3 (05:43):
Right, but they still need to have the specific
training yes, and we've hiredpeople who are already licensed
inspectors.
Speaker 2 (05:53):
Remember the guy from uh dayton?
Yep could not.
Nope, that did not work out.
He could not.
He could not write a report toour standards he didn't want to
learn either.
Speaker 3 (06:02):
He thought I'm I'm licensed this is my supposition.
I you know I'm licensed.
Who are you to tell me what Ineed to do?
I should just be able to go inand do what I want.
That person would not followour our routine.
They wouldn't follow ourreporting standards they
wouldn't follow what to reporton.
(06:24):
You know, at a certain point,they're not meeting our
standards.
You're not meeting my standards.
Speaker 2 (06:31):
And then we tried hiring somebody else who was an
experienced home inspector.
That didn't work out.
Not showing up on time, allkinds of reasons for not getting
reports.
These are practice reports.
Not getting them done and thendays later go hey, I didn't get
shown how to do this.
I'm like why aren't you askingthe exact same day you're
(06:51):
supposed to have it done?
Speaker 3 (06:53):
And I'm there with you.
Speaker 2 (06:54):
Yeah, I don't care If you've been experienced for a
long time.
I'm wondering if that's anegative to hire somebody
because now they're stuck intheir old ways and they're not
going to do it right.
I remember interviewing a homeinspector who'd been an
experienced home inspector.
He was not willing to do thingsour way.
Speaker 3 (07:15):
But he at least said that.
Speaker 2 (07:17):
He did.
I think he was shocked when Isaid, well, yeah, I'm not going
to hire you.
Then I think he was a littlelike, oh yeah, we're done.
Speaker 3 (07:25):
then Right, because it's the habitation method.
Speaker 2 (07:31):
Because we're one of the few inspectors I know that
will test an air conditionerwhen it's cold outside.
There's some limits to it, buthe's like he couldn't get his
head around that.
He's like, no, I can't do that.
I'm like, well then we're notdone.
Speaker 3 (07:47):
I faintly recall him.
He's been several ago.
Speaker 2 (07:51):
Oh yeah, yeah.
Well, he never joined us.
I wasn't going to Like no,we're not having one standard
for these inspectors.
Speaker 3 (07:59):
And then you get your own standard, you go by.
Speaker 2 (08:02):
No, no, we're not doing that.
We have a very good reputationis because the system and the
thoroughness that we have, whichcomes off the system, and
somebody shows up late or can'tdo the sequence in the system
completely.
I'm like no, listen you.
Speaker 3 (08:23):
You haven't met our requirements.
Speaker 2 (08:25):
So I'm almost thinking that it's better to go
with somebody who's brand new,never really done inspections
before, but they have thetraining, right, the schooling,
because before we trainourselves and we still have
training though they go throughall the state requirements.
Now we still train people to doit our way because, well, the
(08:47):
schools don't don't give you thesystem, the sequence, they
don't tell you like, how do youhandle this situation, what you
do, they don't don't give youany practical world experience
they also tell you, you can make400 000 a year.
Oh, that's crazy yeah.
Speaker 3 (09:02):
No, it needs to be realistic because it's not as
high as schools believe and Iexpect the other day to show me
that we're talking about theschools.
Speaker 1 (09:15):
Right.
Speaker 2 (09:16):
Because the home inspection schools.
Now there's licensing.
Okay, let's push, push, push,let's push.
Let's sell all these schooltrainings, which I understand,
that's get all.
Let's sell these, all theseschool the trainings, which I
understand, that's fine, there'snothing wrong with them doing
that.
But on the one website there'slike hey, we have our, some of
our inspectors making fourhundred thousand dollars a year
(09:37):
and I'm like I mean, that'spractically like we're like no,
that's, that's not reallypractical.
Speaker 3 (09:44):
Not for one person.
Speaker 2 (09:46):
No, not for one person.
Now we did the math on that andlet's say we talk about maximum
the spectra can do a year.
We said about 350.
350 is not a sweet spot, right,let's just go.
So let's go 400.
(10:06):
400,000.
$350,000 is not a sweet spot,right, let's just go.
So let's go $400,000.
$400,000.
Okay, okay, and let's dividethat by, let's say, the average
home inspection, let's call it$500.
Okay, that's the basic homeinspection and maybe one
ancillary Right.
Most inspectors do not startadding on termite right now.
They don't termite radon.
Speaker 3 (10:22):
Not until they've been doing it for a while.
Speaker 2 (10:24):
Well, let's say we'll add a little bit, so we'll say
500.
That means they're doing 800inspections a year.
That's not feasible for oneperson that's not feasible to do
a decent job of that at all.
Another thing, though, justbecause you brought in $400,000
(10:48):
in top line revenue does notmean that's what you're walking
away with.
There's no way.
Speaker 3 (10:53):
You've got E&O, you have office rentals, you have
equipment, you have licensing,you have certifications, you
have classes, you have termitelicense, you have radon classes
and radon licenses and all ofthat stuff.
You are not walking away evenremotely with that yeah, what
(11:15):
did I say?
Speaker 2 (11:15):
that was 600, what was?
Speaker 3 (11:17):
that?
No, it was 800 inspections 800inspections.
Speaker 2 (11:21):
okay, yeah, let me bring that I.
I'll get 400,000 divided by 500.
Yep, 800.
So 800 is divided that by 50.
Let's say 50 weeks.
Okay, you're doing 16 a week.
That's a lot.
That's not impossible to do,but man, you're you're cranking.
This is a seasonal business.
(11:42):
It's not going to happen likethat.
Speaker 3 (11:44):
No, and not.
Not only that, but at a certainpoint you're going to be ragged
.
Doing two a day is physicallychallenging, especially when
it's hot and it's the summer,and yeah that the other day I
had that the other day.
Speaker 2 (12:01):
Well, we had some commercial building inspections
and, uh, laura, who is certifiedto do commercial building
inspection, came along with meand I'm now a contributing
member here.
So you you checked out somethings while I climbed up the
roof and did other things um andspent quality time with the
buyer, who was also a realestate agent.
(12:23):
I spent quality time with them.
It was really helpful with them.
Speaker 3 (12:27):
They were sweet I liked them.
Speaker 2 (12:28):
They were very nice, but the schools are going to
oversell this.
You can make this much, butwhile they, their job is to
bring in people.
Can you bring in $400,000?
Speaker 3 (12:39):
a year, oversell this .
You can make this much, butwhile they yeah, their job is to
bring in people.
Speaker 2 (12:41):
Can you bring in $400,000 a year?
Yeah, but it's going to be youand like four other guys yeah,
three other guys Depends howbusy you want to be.
But as you grow and have theseemployees, there's a management
side to that.
Even if it's just by yourself,there's a management side to
(13:04):
what you have to manage yourself.
Speaker 3 (13:06):
The money, the expenses.
Speaker 2 (13:08):
Yes, paperwork.
Which makes me wonder is itbetter to hire somebody who has
experience, who may be stuck intheir ways, or hire somebody who
has experience who may be stuckin their ways, or hire somebody
who's new, has the background,information, some training?
I want the blank slate and thenyou can kind of mold them in
the way you need them.
Speaker 3 (13:29):
I want the blank slate it is leaning that way.
Speaker 2 (13:34):
The most of the people that we train from the
ground up.
Speaker 3 (13:38):
Do much better.
Speaker 2 (13:39):
Have done a much better job.
Yes, how many people have wetrained that have been already
licensed inspectors?
I think we're doing.
A third of them are able tomake it.
Speaker 3 (13:54):
Um Bobby Joe came to us licensed.
Speaker 2 (13:57):
But never inspected.
Speaker 3 (13:58):
but she had never inspected don't talk about
people who have inspected likeif they were on their own and
inspecting before they came tous.
None of them have made it.
Yeah, like literally none ofthem have made it.
The only ones that have lastedare ones that we've taken in and
(14:21):
trained ourselves from theground up.
Speaker 2 (14:24):
But here's the thing it sucks.
Other inspection companies aretrying to take our people.
Speaker 3 (14:28):
Oh yeah, well, and then, not only do they take them
, but like they don't evenbother training them, because
they know we trained them well.
Speaker 2 (14:36):
Well, you should not do that, you should not do
inspections.
I'm like, okay, we trained them.
Speaker 3 (14:38):
Well, you should not do that, Not do inspections.
I'm like okay.
Speaker 2 (14:42):
Yeah, well.
Speaker 3 (14:43):
Says a lot for us, but oh yeah, we have a great
training program.
Speaker 2 (14:47):
So if you're an inspector or you want to become
an inspector and you take inyour classes, maybe you're
licensed, maybe you have workedfor somebody or for yourself for
a little bit, but it's just notworking well.
Speaker 3 (15:00):
Not more than a year.
Speaker 2 (15:01):
Or it's not more than what you wanted to do Because
we've had some people go hey,I'm running a business.
I really don't like running thebusiness aspect of it.
Speaker 4 (15:10):
Oh, it's a lot.
Speaker 3 (15:10):
We can talk.
Speaker 2 (15:11):
We can talk, because I like doing inspections, but I
don't want to do a bunch of them, right.
I'd much rather do some otherthings and help the other
inspectors.
Stay busy, get going.
I want to play in the woods.
I want to play in the woods, Iwant to be a frontiersman in the
(15:33):
forts I do I want to playfrontiersman?
make three houses, forts andthen I can rent them out to
people.
I want to play frontiers man?
Make three houses, forts andthen I can rent them out to
people who want to rent them out.
Yeah, but you know mine aregoing to be better than yours.
We're going to have a conteston that one.
Speaker 3 (15:46):
We'll have a contest to post pictures.
Speaker 2 (15:50):
We should.
Speaker 3 (15:51):
Oh yeah, wait, wait, wait.
We'll have a contest, we'llpost pictures and then the
listeners can vote as to whichone they like better and they
don't know whose is whose, theyjust get posted.
This is Fort A.
This is Fort B.
Which do you like better?
Speaker 2 (16:07):
This sounds like you and I need to start a whole new
podcast, jim vs Laura, or just aJim and Laura show.
Speaker 3 (16:16):
Oh my God, the Jim and Laura show.
Oh my God, that's just usdriving places.
Speaker 2 (16:21):
Well, yeah, but it could be the Jim and Laura show,
and then we yeah who did abetter job?
Speaker 3 (16:28):
Well, of course me.
Speaker 2 (16:29):
Well, whatever, but anyway I'm leaning toward it is
better to hire somebody who hasthe main thing.
They have to have a goodservice mentality.
They have to be a good, honest,moral.
Main thing they have to have agood service mentality.
They have to be a good, honest,moral person.
You have to have that and thenyou can train them yeah, you,
you can't you and I can't trainthose traits.
(16:50):
Those traits have to be thereyou and I background psychology,
uh, mental health, a lot of allthating.
Lots of psychotic people weworked with I mean legit
psychotic and needed medicationbecause I can't.
I can tell you you cannotchange somebody's personality.
Speaker 3 (17:10):
Nope, especially after 13.
Speaker 2 (17:13):
13 years old.
Yeah, we used to be five.
It's after five.
They're kind of stuck in theirways a little bit, but then I
think that's changed a littlebit.
But no, yeah, I think it wasFreud, freud Erickson, five
years old.
Speaker 3 (17:26):
Freud had his own issues.
Speaker 2 (17:28):
Yeah, yes, he did, but I'm leaning toward it's
better to take somebody who isbarely new, not fully ingrained
in their doing their stuff,which could be the wrong way.
But if somebody comes to us andthey go, hey, I've been doing
it this way, if it's a betterway, Let me know I'm changing.
Yeah, yeah, I have no problemwith changing how things are
(17:52):
done if it's for the better andthere's a reason for it.
Speaker 1 (17:59):
You just don't change it because I've always.
Speaker 2 (18:00):
I've always done it this way.
Speaker 3 (18:01):
Now there has to be a reason behind it which is like
our sequence right there's areason for the sequence to be
done like that and we'veactually had people that have
tried to complain about stuff,but because of where that
occurred in the sequence, thereal estate agents that worked
with us knew that that wasn't afeasible option and said that oh
(18:24):
, yeah, yep.
So, like our sequence hasprotected us and saved us,
because everybody knows we havea sequence and they all know
what it is at this point, yeah,there's no way the refrigerator
door is going to be left openwhen we leave, because the
kitchen is done first.
Well, when you go into thehouse, it's the first one that's
(18:44):
done.
Speaker 2 (18:45):
There's no way we're not going to see that
refrigerator open the other 20times.
We walk by it and not close it.
It's not realistic.
Plus we do exit videos.
Plus we do exit videos Verifyhow we left the place.
But anyway, Blank slate.
Speaker 3 (19:00):
I'm leaning towards blank slate.
Speaker 2 (19:01):
Blank slate.
Speaker 3 (19:02):
Yep Blank slate or slightly dusty.
Speaker 2 (19:07):
Slightly dusty.
Well, they just need a littlepolishing.
Speaker 3 (19:10):
They just need a little you know polishing but
they have to be good to the corethey have to have the
personality and the ethics andthe morality are done.
Speaker 2 (19:19):
If you polish a turd, it's still a turd.
Speaker 3 (19:23):
Can you actually polish him?
Speaker 2 (19:24):
I don't know, I'm not going to try, but if you've got
a good person you can polishthem up and go.
Yeah, here you go, ready to go.
What was that?
One movie I'm sure you likethis movie.
What was it?
The rain in Spain fall mainlyin the plane.
What movie was that?
Speaker 3 (19:44):
um, yeah, my fair lady so embarrassed.
Speaker 2 (19:49):
I knew that, but anyway, I don't know the whole
story.
Was she like she was a goodperson, right she?
I don't know that yeah story.
Was she a good person, right?
Speaker 3 (19:58):
I don't know she was a flower peddler.
Speaker 2 (20:02):
Okay, and they made her into a princess, but how I
don't get the whole story.
Speaker 3 (20:07):
So Rex Harrison, the professor, got into some debate
with some dude some night overdrinks and he said that he could
teach anybody how to talk andact like a princess.
And the other guy bet him thathe couldn't.
Okay.
So he takes eliza um audreyhepburn and they pull her into
(20:33):
his house and he works with herand he teaches her.
And watch the rest of the story.
Speaker 2 (20:41):
Okay, so did it end with a happy story in the end?
Speaker 3 (20:48):
I think it did.
It had some stops and starts toit.
Speaker 2 (20:53):
Did she have to go back to pedaling or did she move
up?
Speaker 3 (20:57):
That was part of the problem, because when it was
done, what was going to happento her?
And I think his mother ended upstepping in and helping her, if
I'm recalling correctly, andthen he came to his senses and
realized he was in love with her.
Oh, okay, it's been like my momand sister would watch that,
and I'm tinny's boy, I'm notwatching that it's been a long
(21:20):
time since I've seen it, so I Imean, maybe we'll watch that
here some night.
Speaker 2 (21:25):
Thank you for well eddie murphy in the 80s, was it
trading places, trading places.
Is that the same storyline?
Because the two wealthy guyshad a wager.
Speaker 3 (21:37):
No, they both looked like each other.
It was Eddie Murphy playingboth parts, I think.
And the rich dude was tired ofbeing a rich dude and being
followed, and the poor dude wastired of being a poor dude, so
they just switched.
Speaker 2 (21:52):
I think, that's what that was, but anyway, that was a
segue.
Speaker 3 (21:58):
That was a segue.
Speaker 2 (21:58):
But if the person is good, has the moral, the work
ethic.
Speaker 3 (22:06):
You can work with them.
They're workable, they'reworkable.
Speaker 2 (22:10):
They're teachable and that's the key being teachable.
Now this having somebody, ifyou're, you're a higher, if you
had two people very equal.
One played sports, did dsatsports, other person did not
play sports.
Speaker 3 (22:25):
I'm going for the person I played sports, they're
going to be more physically fitand able to keep up and do the
job that and when you playsports, you as a team team.
Speaker 2 (22:36):
It could be a team player.
But also my main thing isyou're usually getting
criticized and failing andtrying to get.
Speaker 3 (22:44):
And practicing to get better.
Speaker 2 (22:47):
Yes, yeah, because you have to fail and then go.
Well, I can, I can do betterthan that and not be all upset
about it.
All right, I mean, let me tryand hit that ball again, let me
go for that arm bar again andyou right screw up, you get
choked out.
You're like okay, that was acrap.
I got what I do wrong here.
Speaker 3 (23:05):
You gotta be willing to try again, but it's a
learning process yeah, and youhave to be willing to learn and
if you can't accept that youdon't do it right the first time
, or if you get frustrated or ifyou get pissed at someone for
correcting you find anotherpoint why I always liked going
to somebody's job and watchingthem work.
Speaker 2 (23:26):
Right, marilyn, marilyn wanted that one
bartender, one being a homeinspector, and we met him at the
bar and he was just kind of adouchebag and then.
But he found out who we, who wewere, and of a sudden he was
the nicest person Like.
No, he's dumb.
Speaker 3 (23:39):
Or like how many times have we had somebody come
in and they were a jerk to Amyor I, not knowing who either one
of us were.
Like, just automatically, justpen.
Speaker 2 (23:50):
Yeah, yeah, if somebody's rude or dismissive to
you and Amy, I'm not hiringthem, they're done.
Or say somebody has a complaintand it's an idiot complaint.
I mean, if it's something legitI'll listen, but it's just an
idiot pain in the ass complaint.
So it wasn't even expected forthem and they're dismissive to
you guys.
I'm a lot less likely to helpthem out.
Speaker 3 (24:12):
Right, just because that was their go-to.
Instead of trying to work orask questions or, you know, be
approachable and a decent humanbeing, you just go right to
treating somebody like crap no,that's not how it works.
Speaker 2 (24:28):
You gotta ask to ask us nicely if you have any
feedback or something like thator you need help with.
Don't be rude and dismissive topeople and then think that's
going to help you out.
That is not so.
Anyway, I'm leaning towardhiring people who blank slate
fairly blank slate.
Well, right now it's hard totrain some.
(24:49):
Spend all that time trainingsomebody Then to find out
they're they're not working out.
Speaker 3 (24:54):
I I kind of want somebody who has the training
background like a blank slate,like they've not worked for
somebody else for themselves notreally they need to be.
You know, go through theinternachi classes, go through
that.
We can work with you, get mostof your stuff done heck, even
get licensed if you want to, andthen we'll take over when
(25:14):
you're done yeah.
Speaker 2 (25:15):
So if you are somebody who wants to become an
inspector, let us know.
If you know somebody wants tobecome an inspector, let us know
.
Send them our way.
We can remember one thing Iwant to do a home inspector
finishing school.
Yep, we can, we can finish themup.
We can finish them up.
We're done.
Well, we can help people gettheir parallel inspections in.
Speaker 3 (25:35):
I have this as a mentor with InterNACHI.
You are still as a mentor.
I would also love someone thatspeaks Spanish.
Speaker 2 (25:43):
Yeah, that'd be nice.
We have one girl, but she endedup not ever contacting us back.
I don't know what happened toher.
She was in that one job and sheneeded to stay there so she
could get her student loanstaken care of.
Speaker 3 (25:59):
It was part of, was that?
But?
Speaker 2 (26:00):
then she just fell off the face of earth.
So all right.
Yeah, I have no clue whathappened.
I've forgotten all about heractually.
Oh no, I remember.
So all right, I think I'm aboutlate on this one, so think
about that if you need to hiresomebody, how are you gonna?
Speaker 3 (26:08):
what works best for you figure that out.
Yeah, you, you need to knowwhat works best.
You have to to haveexpectations.
Speaker 2 (26:15):
I do recommend stalking their Facebook page.
They have one Look at that.
Speaker 3 (26:19):
If they're working and it's some type of a public
service type thing, like theywork at a restaurant or
something, go check them out.
Speaker 2 (26:27):
Well, just imagine and we've never done this
checked out on somebody who'sapplied and looked at their
Facebook page and they're beingvery rude and dismissive of
their current employer.
If they're doing that, I wouldnever.
I'm like no, they can't keeptheir personal life out of their
personal life, out of theirbusiness.
(26:47):
They can't avoid mixing thosethings up.
But there's you and I.
Speaker 3 (26:53):
It's all mixed baby, yeah, but it's together Right,
we've integrated you and I.
Speaker 2 (26:55):
It's all mixed baby, yeah, but it's together, right?
We've integrated you and I andwork Well.
Each one beats the other.
Yeah, I think that's about iton this one.
Have a great day everybody.
Bye, all right, bye-bye.
Speaker 1 (27:11):
You've been listening to the Standing Out in Ohio
podcast.
Be sure to subscribe on Spotifyor Google Podcasts to get new,
fresh episodes.
For more, please follow us onInstagram, twitter and Facebook,
or visit the website of thebest Ohio home inspection
company athomeinspectionsinohiocom or
jimtroffcom.
(27:32):
That's J-I-M-T-R-O-T-H andclick on podcast.
Until next time, learn and godo stuff.
Welcome to the Standing Out in Ohio podcast,
where we discuss topics,upcoming events, news and
predictions with real estateprofessionals and entrepreneurs.
Listen and learn what makestheir companies and themselves
stand out and gain advantagesover the competition and gain
market share.
Subscribe for the latest newsand discussion on what it takes
(00:23):
to stand out from the crowd.
Now here's your host, jim.
Speaker 2 (00:30):
Hey everybody, Welcome to the Standing Out and
Out podcast.
This is Jim, and with me isLaura, the office goddess.
Speaker 3 (00:37):
Hello everybody.
Speaker 2 (00:39):
All right.
So hiring people, that isprobably one of the toughest
things to do for any business.
Yeah, in business is findingthe right person and somehow
being a match with each otherthat works out.
(01:00):
So that's what we're going totalk about today, and is it
better to hire somebody who'sbrand new in the field,
depending upon the field orsomeone with experience.
Or somebody with experience.
But first let's listen to this.
Speaker 4 (01:14):
Habitation investigation is the way to go
for a home inspection in Ohio.
Trusted licensed homeinspectors for your needs.
From radon to mold towarranties For a great home
inspection, you really can't gowrong.
(01:35):
Visit homeinspectionsinohiocom.
Speaker 2 (01:40):
All right, laura.
So hiring you have to hirepeople a year to grow a business
.
Speaker 3 (01:46):
Yes.
Because you can't do it onyourself.
Speaker 2 (01:50):
I guess there's probably a very select type of
businesses where you probablycould do it all yourself, but
I'm talking like that would bean online business where you're
really just drop shippingproducts.
And you can do that, but you'reoutsourcing to other people,
other companies that work foryou.
So you're not really byyourself doing that, but you can
do that yourself.
But you're outsourcing to otherpeople, other companies who
work for you.
So you're not really byyourself doing that, but you can
outsource, but they're notemployees.
(02:10):
So if you're going to hire, soyou need to divide up, divide
and conquer the tasks so youcontinue to grow Right.
Real estate agents they're allindependent contractors.
Speaker 3 (02:28):
So each person has their own independent business.
Speaker 2 (02:30):
They can work in a teams.
Right, they do that.
I'm not certain how thepaperwork is for that, but it
doesn't really matter.
They work in teams and eventhere they're dividing, like
here's a buyer's agent, here's alisting agent, somebody here's
coordinating buyer's agent,here's a listing agent, somebody
here's coordinating everything.
So they still need to dividethings up to grow the business
(02:52):
Home inspection.
There's only so manyinspections a person can do a
year.
Speaker 3 (02:56):
Yep or that you should do a year.
Speaker 2 (02:59):
Yeah, even physically it's tough.
I did 600 home inspectionsspecial one year by myself.
That was a terrible.
It was a very busy year.
Speaker 3 (03:11):
That's too many.
We didn't see you much thatyear.
Speaker 2 (03:14):
Why are you waxing fondly of bats, whatever, but
like 350?
That's not average.
I think that's kind of a goodnumber.
Yeah, some people want more,some people want less than that.
Everybody wants to work justonce a week and make tons of
(03:35):
money, but that's not realistic,that's not realistic Every time
.
A business has a certain orposition, has a certain amount
it can make Right.
Business has a certain orposition, has a certain amount
it can make right.
Like a person, the fry guy at afast food restaurant he's not
gonna make eighty thousanddollars a year doing fries.
Your value of your, the friesare only this much right you
(03:55):
can't pay you more than thevalue of that right, or how much
percentage of that.
Speaker 3 (04:01):
So like if you get paid five bucks per pack of
fries, you're only going to givethem, you know, a couple bucks
because you still have to payfor the product, for the
shipping, for the you know, yeah, now you're getting the expense
of a business yeah, so do youhire somebody?
Speaker 2 (04:22):
there's a hard part.
I've talked to people who dothis professionally before and
they said, even picking amanager out with all the metrics
and everything you look at andpersonality tests, it's still
like a 50-50 shot.
It's a crap shot.
Speaker 3 (04:38):
So it's like Anybody can fake it.
Speaker 2 (04:42):
Yes, yes, you and I in the background.
As psychologists, we knowanybody can fake being normal,
rational and intelligent.
Intelligent may be a littleharder to do sometimes,
depending on what you ask them,but anybody can act normal long
enough to get through aninterview.
Speaker 3 (04:59):
And maybe even through probationary period,
unless they have a meltdownbefore that.
Speaker 2 (05:03):
Correct, correct.
You always should have aprobationary period when you
hire somebody.
But you and I we used to thiswas before licensing would go to
coffee shop, restaurant,wherever we were anyway, and we
see an employee there doingexcellent work, consistently,
not just one time in a good mood, but they're consistently in a
(05:24):
good mood, providing goodservice.
They have that servicementality.
They might be a good inspector,right.
So we'd ask them and we'd hirepeople.
Find people that way.
Now, with licensing, a littlebit more difficult, because now
they actually have to go throughtraining to the state.
We always train ourselves.
Speaker 3 (05:43):
Right, but they still need to have the specific
training yes, and we've hiredpeople who are already licensed
inspectors.
Speaker 2 (05:53):
Remember the guy from uh dayton?
Yep could not.
Nope, that did not work out.
He could not.
He could not write a report toour standards he didn't want to
learn either.
Speaker 3 (06:02):
He thought I'm I'm licensed this is my supposition.
I you know I'm licensed.
Who are you to tell me what Ineed to do?
I should just be able to go inand do what I want.
That person would not followour our routine.
They wouldn't follow ourreporting standards they
wouldn't follow what to reporton.
(06:24):
You know, at a certain point,they're not meeting our
standards.
You're not meeting my standards.
Speaker 2 (06:31):
And then we tried hiring somebody else who was an
experienced home inspector.
That didn't work out.
Not showing up on time, allkinds of reasons for not getting
reports.
These are practice reports.
Not getting them done and thendays later go hey, I didn't get
shown how to do this.
I'm like why aren't you askingthe exact same day you're
(06:51):
supposed to have it done?
Speaker 3 (06:53):
And I'm there with you.
Speaker 2 (06:54):
Yeah, I don't care If you've been experienced for a
long time.
I'm wondering if that's anegative to hire somebody
because now they're stuck intheir old ways and they're not
going to do it right.
I remember interviewing a homeinspector who'd been an
experienced home inspector.
He was not willing to do thingsour way.
Speaker 3 (07:15):
But he at least said that.
Speaker 2 (07:17):
He did.
I think he was shocked when Isaid, well, yeah, I'm not going
to hire you.
Then I think he was a littlelike, oh yeah, we're done.
Speaker 3 (07:25):
then Right, because it's the habitation method.
Speaker 2 (07:31):
Because we're one of the few inspectors I know that
will test an air conditionerwhen it's cold outside.
There's some limits to it, buthe's like he couldn't get his
head around that.
He's like, no, I can't do that.
I'm like, well then we're notdone.
Speaker 3 (07:47):
I faintly recall him.
He's been several ago.
Speaker 2 (07:51):
Oh yeah, yeah.
Well, he never joined us.
I wasn't going to Like no,we're not having one standard
for these inspectors.
Speaker 3 (07:59):
And then you get your own standard, you go by.
Speaker 2 (08:02):
No, no, we're not doing that.
We have a very good reputationis because the system and the
thoroughness that we have, whichcomes off the system, and
somebody shows up late or can'tdo the sequence in the system
completely.
I'm like no, listen you.
Speaker 3 (08:23):
You haven't met our requirements.
Speaker 2 (08:25):
So I'm almost thinking that it's better to go
with somebody who's brand new,never really done inspections
before, but they have thetraining, right, the schooling,
because before we trainourselves and we still have
training though they go throughall the state requirements.
Now we still train people to doit our way because, well, the
(08:47):
schools don't don't give you thesystem, the sequence, they
don't tell you like, how do youhandle this situation, what you
do, they don't don't give youany practical world experience
they also tell you, you can make400 000 a year.
Oh, that's crazy yeah.
Speaker 3 (09:02):
No, it needs to be realistic because it's not as
high as schools believe and Iexpect the other day to show me
that we're talking about theschools.
Speaker 1 (09:15):
Right.
Speaker 2 (09:16):
Because the home inspection schools.
Now there's licensing.
Okay, let's push, push, push,let's push.
Let's sell all these schooltrainings, which I understand,
that's get all.
Let's sell these, all theseschool the trainings, which I
understand, that's fine, there'snothing wrong with them doing
that.
But on the one website there'slike hey, we have our, some of
our inspectors making fourhundred thousand dollars a year
(09:37):
and I'm like I mean, that'spractically like we're like no,
that's, that's not reallypractical.
Speaker 3 (09:44):
Not for one person.
Speaker 2 (09:46):
No, not for one person.
Now we did the math on that andlet's say we talk about maximum
the spectra can do a year.
We said about 350.
350 is not a sweet spot, right,let's just go.
So let's go 400.
(10:06):
400,000.
$350,000 is not a sweet spot,right, let's just go.
So let's go $400,000.
$400,000.
Okay, okay, and let's dividethat by, let's say, the average
home inspection, let's call it$500.
Okay, that's the basic homeinspection and maybe one
ancillary Right.
Most inspectors do not startadding on termite right now.
They don't termite radon.
Speaker 3 (10:22):
Not until they've been doing it for a while.
Speaker 2 (10:24):
Well, let's say we'll add a little bit, so we'll say
500.
That means they're doing 800inspections a year.
That's not feasible for oneperson that's not feasible to do
a decent job of that at all.
Another thing, though, justbecause you brought in $400,000
(10:48):
in top line revenue does notmean that's what you're walking
away with.
There's no way.
Speaker 3 (10:53):
You've got E&O, you have office rentals, you have
equipment, you have licensing,you have certifications, you
have classes, you have termitelicense, you have radon classes
and radon licenses and all ofthat stuff.
You are not walking away evenremotely with that yeah, what
(11:15):
did I say?
Speaker 2 (11:15):
that was 600, what was?
Speaker 3 (11:17):
that?
No, it was 800 inspections 800inspections.
Speaker 2 (11:21):
okay, yeah, let me bring that I.
I'll get 400,000 divided by 500.
Yep, 800.
So 800 is divided that by 50.
Let's say 50 weeks.
Okay, you're doing 16 a week.
That's a lot.
That's not impossible to do,but man, you're you're cranking.
This is a seasonal business.
(11:42):
It's not going to happen likethat.
Speaker 3 (11:44):
No, and not.
Not only that, but at a certainpoint you're going to be ragged
.
Doing two a day is physicallychallenging, especially when
it's hot and it's the summer,and yeah that the other day I
had that the other day.
Speaker 2 (12:01):
Well, we had some commercial building inspections
and, uh, laura, who is certifiedto do commercial building
inspection, came along with meand I'm now a contributing
member here.
So you you checked out somethings while I climbed up the
roof and did other things um andspent quality time with the
buyer, who was also a realestate agent.
(12:23):
I spent quality time with them.
It was really helpful with them.
Speaker 3 (12:27):
They were sweet I liked them.
Speaker 2 (12:28):
They were very nice, but the schools are going to
oversell this.
You can make this much, butwhile they, their job is to
bring in people.
Can you bring in $400,000?
Speaker 3 (12:39):
a year, oversell this .
You can make this much, butwhile they yeah, their job is to
bring in people.
Speaker 2 (12:41):
Can you bring in $400,000 a year?
Yeah, but it's going to be youand like four other guys yeah,
three other guys Depends howbusy you want to be.
But as you grow and have theseemployees, there's a management
side to that.
Even if it's just by yourself,there's a management side to
(13:04):
what you have to manage yourself.
Speaker 3 (13:06):
The money, the expenses.
Speaker 2 (13:08):
Yes, paperwork.
Which makes me wonder is itbetter to hire somebody who has
experience, who may be stuck intheir ways, or hire somebody who
has experience who may be stuckin their ways, or hire somebody
who's new, has the background,information, some training?
I want the blank slate and thenyou can kind of mold them in
the way you need them.
Speaker 3 (13:29):
I want the blank slate it is leaning that way.
Speaker 2 (13:34):
The most of the people that we train from the
ground up.
Speaker 3 (13:38):
Do much better.
Speaker 2 (13:39):
Have done a much better job.
Yes, how many people have wetrained that have been already
licensed inspectors?
I think we're doing.
A third of them are able tomake it.
Speaker 3 (13:54):
Um Bobby Joe came to us licensed.
Speaker 2 (13:57):
But never inspected.
Speaker 3 (13:58):
but she had never inspected don't talk about
people who have inspected likeif they were on their own and
inspecting before they came tous.
None of them have made it.
Yeah, like literally none ofthem have made it.
The only ones that have lastedare ones that we've taken in and
(14:21):
trained ourselves from theground up.
Speaker 2 (14:24):
But here's the thing it sucks.
Other inspection companies aretrying to take our people.
Speaker 3 (14:28):
Oh yeah, well, and then, not only do they take them
, but like they don't evenbother training them, because
they know we trained them well.
Speaker 2 (14:36):
Well, you should not do that, you should not do
inspections.
I'm like, okay, we trained them.
Speaker 3 (14:38):
Well, you should not do that, Not do inspections.
I'm like okay.
Speaker 2 (14:42):
Yeah, well.
Speaker 3 (14:43):
Says a lot for us, but oh yeah, we have a great
training program.
Speaker 2 (14:47):
So if you're an inspector or you want to become
an inspector and you take inyour classes, maybe you're
licensed, maybe you have workedfor somebody or for yourself for
a little bit, but it's just notworking well.
Speaker 3 (15:00):
Not more than a year.
Speaker 2 (15:01):
Or it's not more than what you wanted to do Because
we've had some people go hey,I'm running a business.
I really don't like running thebusiness aspect of it.
Speaker 4 (15:10):
Oh, it's a lot.
Speaker 3 (15:10):
We can talk.
Speaker 2 (15:11):
We can talk, because I like doing inspections, but I
don't want to do a bunch of them, right.
I'd much rather do some otherthings and help the other
inspectors.
Stay busy, get going.
I want to play in the woods.
I want to play in the woods, Iwant to be a frontiersman in the
(15:33):
forts I do I want to playfrontiersman?
make three houses, forts andthen I can rent them out to
people.
I want to play frontiers man?
Make three houses, forts andthen I can rent them out to
people who want to rent them out.
Yeah, but you know mine aregoing to be better than yours.
We're going to have a conteston that one.
Speaker 3 (15:46):
We'll have a contest to post pictures.
Speaker 2 (15:50):
We should.
Speaker 3 (15:51):
Oh yeah, wait, wait, wait.
We'll have a contest, we'llpost pictures and then the
listeners can vote as to whichone they like better and they
don't know whose is whose, theyjust get posted.
This is Fort A.
This is Fort B.
Which do you like better?
Speaker 2 (16:07):
This sounds like you and I need to start a whole new
podcast, jim vs Laura, or just aJim and Laura show.
Speaker 3 (16:16):
Oh my God, the Jim and Laura show.
Oh my God, that's just usdriving places.
Speaker 2 (16:21):
Well, yeah, but it could be the Jim and Laura show,
and then we yeah who did abetter job?
Speaker 3 (16:28):
Well, of course me.
Speaker 2 (16:29):
Well, whatever, but anyway I'm leaning toward it is
better to hire somebody who hasthe main thing.
They have to have a goodservice mentality.
They have to be a good, honest,moral.
Main thing they have to have agood service mentality.
They have to be a good, honest,moral person.
You have to have that and thenyou can train them yeah, you,
you can't you and I can't trainthose traits.
(16:50):
Those traits have to be thereyou and I background psychology,
uh, mental health, a lot of allthating.
Lots of psychotic people weworked with I mean legit
psychotic and needed medicationbecause I can't.
I can tell you you cannotchange somebody's personality.
Speaker 3 (17:10):
Nope, especially after 13.
Speaker 2 (17:13):
13 years old.
Yeah, we used to be five.
It's after five.
They're kind of stuck in theirways a little bit, but then I
think that's changed a littlebit.
But no, yeah, I think it wasFreud, freud Erickson, five
years old.
Speaker 3 (17:26):
Freud had his own issues.
Speaker 2 (17:28):
Yeah, yes, he did, but I'm leaning toward it's
better to take somebody who isbarely new, not fully ingrained
in their doing their stuff,which could be the wrong way.
But if somebody comes to us andthey go, hey, I've been doing
it this way, if it's a betterway, Let me know I'm changing.
Yeah, yeah, I have no problemwith changing how things are
(17:52):
done if it's for the better andthere's a reason for it.
Speaker 1 (17:59):
You just don't change it because I've always.
Speaker 2 (18:00):
I've always done it this way.
Speaker 3 (18:01):
Now there has to be a reason behind it which is like
our sequence right there's areason for the sequence to be
done like that and we'veactually had people that have
tried to complain about stuff,but because of where that
occurred in the sequence, thereal estate agents that worked
with us knew that that wasn't afeasible option and said that oh
(18:24):
, yeah, yep.
So, like our sequence hasprotected us and saved us,
because everybody knows we havea sequence and they all know
what it is at this point, yeah,there's no way the refrigerator
door is going to be left openwhen we leave, because the
kitchen is done first.
Well, when you go into thehouse, it's the first one that's
(18:44):
done.
Speaker 2 (18:45):
There's no way we're not going to see that
refrigerator open the other 20times.
We walk by it and not close it.
It's not realistic.
Plus we do exit videos.
Plus we do exit videos Verifyhow we left the place.
But anyway, Blank slate.
Speaker 3 (19:00):
I'm leaning towards blank slate.
Speaker 2 (19:01):
Blank slate.
Speaker 3 (19:02):
Yep Blank slate or slightly dusty.
Speaker 2 (19:07):
Slightly dusty.
Well, they just need a littlepolishing.
Speaker 3 (19:10):
They just need a little you know polishing but
they have to be good to the corethey have to have the
personality and the ethics andthe morality are done.
Speaker 2 (19:19):
If you polish a turd, it's still a turd.
Speaker 3 (19:23):
Can you actually polish him?
Speaker 2 (19:24):
I don't know, I'm not going to try, but if you've got
a good person you can polishthem up and go.
Yeah, here you go, ready to go.
What was that?
One movie I'm sure you likethis movie.
What was it?
The rain in Spain fall mainlyin the plane.
What movie was that?
Speaker 3 (19:44):
um, yeah, my fair lady so embarrassed.
Speaker 2 (19:49):
I knew that, but anyway, I don't know the whole
story.
Was she like she was a goodperson, right she?
I don't know that yeah story.
Was she a good person, right?
Speaker 3 (19:58):
I don't know she was a flower peddler.
Speaker 2 (20:02):
Okay, and they made her into a princess, but how I
don't get the whole story.
Speaker 3 (20:07):
So Rex Harrison, the professor, got into some debate
with some dude some night overdrinks and he said that he could
teach anybody how to talk andact like a princess.
And the other guy bet him thathe couldn't.
Okay.
So he takes eliza um audreyhepburn and they pull her into
(20:33):
his house and he works with herand he teaches her.
And watch the rest of the story.
Speaker 2 (20:41):
Okay, so did it end with a happy story in the end?
Speaker 3 (20:48):
I think it did.
It had some stops and starts toit.
Speaker 2 (20:53):
Did she have to go back to pedaling or did she move
up?
Speaker 3 (20:57):
That was part of the problem, because when it was
done, what was going to happento her?
And I think his mother ended upstepping in and helping her, if
I'm recalling correctly, andthen he came to his senses and
realized he was in love with her.
Oh, okay, it's been like my momand sister would watch that,
and I'm tinny's boy, I'm notwatching that it's been a long
(21:20):
time since I've seen it, so I Imean, maybe we'll watch that
here some night.
Speaker 2 (21:25):
Thank you for well eddie murphy in the 80s, was it
trading places, trading places.
Is that the same storyline?
Because the two wealthy guyshad a wager.
Speaker 3 (21:37):
No, they both looked like each other.
It was Eddie Murphy playingboth parts, I think.
And the rich dude was tired ofbeing a rich dude and being
followed, and the poor dude wastired of being a poor dude, so
they just switched.
Speaker 2 (21:52):
I think, that's what that was, but anyway, that was a
segue.
Speaker 3 (21:58):
That was a segue.
Speaker 2 (21:58):
But if the person is good, has the moral, the work
ethic.
Speaker 3 (22:06):
You can work with them.
They're workable, they'reworkable.
Speaker 2 (22:10):
They're teachable and that's the key being teachable.
Now this having somebody, ifyou're, you're a higher, if you
had two people very equal.
One played sports, did dsatsports, other person did not
play sports.
Speaker 3 (22:25):
I'm going for the person I played sports, they're
going to be more physically fitand able to keep up and do the
job that and when you playsports, you as a team team.
Speaker 2 (22:36):
It could be a team player.
But also my main thing isyou're usually getting
criticized and failing andtrying to get.
Speaker 3 (22:44):
And practicing to get better.
Speaker 2 (22:47):
Yes, yeah, because you have to fail and then go.
Well, I can, I can do betterthan that and not be all upset
about it.
All right, I mean, let me tryand hit that ball again, let me
go for that arm bar again andyou right screw up, you get
choked out.
You're like okay, that was acrap.
I got what I do wrong here.
Speaker 3 (23:05):
You gotta be willing to try again, but it's a
learning process yeah, and youhave to be willing to learn and
if you can't accept that youdon't do it right the first time
, or if you get frustrated or ifyou get pissed at someone for
correcting you find anotherpoint why I always liked going
to somebody's job and watchingthem work.
Speaker 2 (23:26):
Right, marilyn, marilyn wanted that one
bartender, one being a homeinspector, and we met him at the
bar and he was just kind of adouchebag and then.
But he found out who we, who wewere, and of a sudden he was
the nicest person Like.
No, he's dumb.
Speaker 3 (23:39):
Or like how many times have we had somebody come
in and they were a jerk to Amyor I, not knowing who either one
of us were.
Like, just automatically, justpen.
Speaker 2 (23:50):
Yeah, yeah, if somebody's rude or dismissive to
you and Amy, I'm not hiringthem, they're done.
Or say somebody has a complaintand it's an idiot complaint.
I mean, if it's something legitI'll listen, but it's just an
idiot pain in the ass complaint.
So it wasn't even expected forthem and they're dismissive to
you guys.
I'm a lot less likely to helpthem out.
Speaker 3 (24:12):
Right, just because that was their go-to.
Instead of trying to work orask questions or, you know, be
approachable and a decent humanbeing, you just go right to
treating somebody like crap no,that's not how it works.
Speaker 2 (24:28):
You gotta ask to ask us nicely if you have any
feedback or something like thator you need help with.
Don't be rude and dismissive topeople and then think that's
going to help you out.
That is not so.
Anyway, I'm leaning towardhiring people who blank slate
fairly blank slate.
Well, right now it's hard totrain some.
(24:49):
Spend all that time trainingsomebody Then to find out
they're they're not working out.
Speaker 3 (24:54):
I I kind of want somebody who has the training
background like a blank slate,like they've not worked for
somebody else for themselves notreally they need to be.
You know, go through theinternachi classes, go through
that.
We can work with you, get mostof your stuff done heck, even
get licensed if you want to, andthen we'll take over when
(25:14):
you're done yeah.
Speaker 2 (25:15):
So if you are somebody who wants to become an
inspector, let us know.
If you know somebody wants tobecome an inspector, let us know
.
Send them our way.
We can remember one thing Iwant to do a home inspector
finishing school.
Yep, we can, we can finish themup.
We can finish them up.
We're done.
Well, we can help people gettheir parallel inspections in.
Speaker 3 (25:35):
I have this as a mentor with InterNACHI.
You are still as a mentor.
I would also love someone thatspeaks Spanish.
Speaker 2 (25:43):
Yeah, that'd be nice.
We have one girl, but she endedup not ever contacting us back.
I don't know what happened toher.
She was in that one job and sheneeded to stay there so she
could get her student loanstaken care of.
Speaker 3 (25:59):
It was part of, was that?
But?
Speaker 2 (26:00):
then she just fell off the face of earth.
So all right.
Yeah, I have no clue whathappened.
I've forgotten all about heractually.
Oh no, I remember.
So all right, I think I'm aboutlate on this one, so think
about that if you need to hiresomebody, how are you gonna?
Speaker 3 (26:08):
what works best for you figure that out.
Yeah, you, you need to knowwhat works best.
You have to to haveexpectations.
Speaker 2 (26:15):
I do recommend stalking their Facebook page.
They have one Look at that.
Speaker 3 (26:19):
If they're working and it's some type of a public
service type thing, like theywork at a restaurant or
something, go check them out.
Speaker 2 (26:27):
Well, just imagine and we've never done this
checked out on somebody who'sapplied and looked at their
Facebook page and they're beingvery rude and dismissive of
their current employer.
If they're doing that, I wouldnever.
I'm like no, they can't keeptheir personal life out of their
personal life, out of theirbusiness.
(26:47):
They can't avoid mixing thosethings up.
But there's you and I.
Speaker 3 (26:53):
It's all mixed baby, yeah, but it's together Right,
we've integrated you and I.
Speaker 2 (26:55):
It's all mixed baby, yeah, but it's together, right?
We've integrated you and I andwork Well.
Each one beats the other.
Yeah, I think that's about iton this one.
Have a great day everybody.
Bye, all right, bye-bye.
Speaker 1 (27:11):
You've been listening to the Standing Out in Ohio
podcast.
Be sure to subscribe on Spotifyor Google Podcasts to get new,
fresh episodes.
For more, please follow us onInstagram, twitter and Facebook,
or visit the website of thebest Ohio home inspection
company athomeinspectionsinohiocom or
jimtroffcom.
(27:32):
That's J-I-M-T-R-O-T-H andclick on podcast.
Until next time, learn and godo stuff.
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