Here is a transcription of Tony Bass’ conversation with landscape business owner Bruce Cummings.

Tony Bass:  I wanna ask you-I know you’ve been working on this this Automatic Hiring Machine for a while. I know that you’ve already recorded a session. I know that you had to go through this process of creating your story but for those of you who don’t know I think Bruce has the distinguished resume of the oldest lawn landscape nursery business on our call today. Tell us about your business a little bit, Bruce, and then specifically, if you can, you know help help us with this idea what did you do to create your story.

Bruce Cummings:  OK, our business was started in 1952 by my parents so we’re in our 65th year. Basically, to create a story I just told the story of how our business was started, what we offer as far as pay and the benefits that we have here. I think the recording ended up being a little over 6 minutes when I was done with it.

Tony Bass:  About 6 minutes you say? OK. How about that process, that writing a script-did you find that fun and enjoyable? Was it intimidating? Was it easy? Give me a little feedback.

Bruce Cummings:  It was challenging. It took a lot more time than I thought it would.  Some of the work we had already done as far as our company story of putting it together as an ad to hire people was definitely challenging.

Tony Bass:  Did you have this little formula that I just laid out-the 3 questions, you know, question number one-what would you like about working here. Question #2-what are some reasons why you wouldn’t want to work here? And then #3-what would you do next if you’d like to move forward. Did we have that laid out clear for you when you started implementing this story?

Bruce Cummings:  I don’t think it was laid out as clear as you have it now. Now it seems much simpler to follow.

Tony Bass:  Right.  And so it goes with every new tool is being developed You learn as you go and you figure out as a teacher how to articulate the messaging more clearly. So, this is exactly what I did when we wrote the original script with Doug Robbins’ company is we started off  just doing a walk around. In his case, to employees in his company and taking notes as they answered the question “Why do you like working here? What’s the best part of working here?” And we just wrote down exactly what employees said and that makes it easy ’cause then you got other people’s words not yours. It’s not bragging. It’s facts. You just heard what Luke had to say. Tell me about your experience recording your story.

Bruce Cummings:  Well, you know how I felt about my story after I heard it. I recorded 3 or 4 times. I can’t say that I was happy with it when I  was done but it was satisfactory. I’ve actually taken it down since then. I’m in the process of doing it over because we are looking for some more employees right now.

Tony Bass:  Typical right, we have we have turnover in our companies. We move through the busy season. Some people don’t make it and we gotta replace them. So, are you going to do something different with your messaging or are you just going to try to get the quality of the recording sound or what are you after in redoing your recording.

Bruce Cummings:  I’m just trying to get the quality and the sound a little better than what it was.

Tony Bass:  Alright. So, I’ve  got actually- I don’t have time to move through that today but, by the way, in step #5-which we don’t have to go through today-I go over strategies for improving the quality of your recording, Bruce, so, as we delivered this hand out to you today-alright-since since you’re one of our paid up members and we love you-you’re going to be able to go through step #5 which covers 6 key steps-a formula for getting the best sound recording possible. OK? Look forward seeing that.

Bruce Cummings:  OK.

Tony Bass:  Alright. Well, how’s it done-how’s it work for you? I mean if people called in and I know you used it in spring, you know, what were the results?

Bruce Cummings:  We had over 750 applicants for 3 positions that we advertised. I received 150 calls. I actually had 12 people out of the 750 original applicants who could follow directions and do what they were supposed to do. Out of the 12, we hired 7 and we still have five working here now.

Tony Bass:  So, what you just heard, ladies and gentlemen-which by the way, those numbers are-I’m amazed you got those off the top of your head-so, obviously you’ve been measuring and tracking the results of your activity which is wonderful! I was unaware of those numbers and let me just do the math on this because I want to see 7 divided by 12-so that’s 58 percent-58% of the people that went through your process you determine to be eligible for hire.

Bruce Cummings:  Yes, after they actually followed the process of majority I will more qualified to be hired.

Tony Bass:  Bingo! And so hopefully everybody that’s listening in right now will understand that your responsibility as a 1.9%er are in the population-that is you’re an asset on the balance sheet of America, my friends. You can be a little bit picky about who you hire because where you’re hiring from is the other 97.1%. You don’t need to settle. You can be a little picky.  You got any thoughts or any other thing you want to add this Bruce? I need to move along and share another of the 11 steps.

Bruce Cummings:  Just that it works! You just have to put a little time and effort into it and I have the faith that it’s going to work.

Tony Bass:  Bingo! Well said!