Jerry & Sheryl Isenhour, CVC Success Group coaches

CVC Succcess Group coaches Jerry & Sheryl Isenhour

Join Jerry and Sheryl for today’s episode of The Chimney & Fireplace Success Network as they talk about how to resent the bait of why someone should come to work for you. One of the processes is offering recruitment bonuses. Jerry and Sheryl will talk about how to set recruitment bonuses up and how they work for the employer and the employee.

The Chimney and Fireplace Success Network is a weekly podcast brought to you by the CVC Success Group and hosted by industry expert, Jerry Isenhour. Each week you will find new presentations to assist business owners and managers in turning their business dreams into their business realities.

Video Transcript

Jerry Isenhour.: Good afternoon, and welcome to having lunch with Jerry and Sheryl today. Brandi’s on vacation this week; she is out enjoying the San Diego beach today, is our understanding, and visiting the San Diego Zoo. And I sent her a note, hey, make sure they do not keep Jeremy when you guys go visit the zoo, okay.

And so, we hope she is doing great; we certainly miss her today. But if anybody deserves some vacation time, it was Brandi Biswell. So, I want to appreciate you joining us today because today, we are going to delve into one of the leading challenges in the country today, and it is hitting blue-collar especially hard.

So, Sheryl, what would you say about our subject matter today and the benefit of those that are going to be listening to us.


Sheryl Isenhour: Well, the thing about it is this is going to be very important to the people in the recruitment process. So, with listening and applying some of these values that we are going to give you, I think that you can move your hiring process and then your retaining process much better.


Jerry I.: That’s it. And what you want to know is we are bringing you the opinions we are offering because, with our expertise of collaborating with companies across the United States, we are seeing what works and what doesn’t work.

Some people may look at us. Hey, this is an old guy talking about stuff that does not run a business anymore. But let me tell you something, every single day of the week, I am involved in business challenges with our client base.

Today’s episode may be a bag full of gold nuggets for you.

So, stick around with us, we are going to be right back with you, and we will get started with today’s subject matter that just may be a bag full of gold nuggets for you if you face the challenge of hiring in 2021.


Jerry I.: So welcome back with us. Like I said, if we look out there, what is one of the leading challenges in business today? And it hits blue-collar; it is hitting all kinds of companies. Restaurants are going through this; the hospitality industry is going through this.

People are quitting their jobs at a record rate today.

Not only that, but statistics are also showing that people are quitting at a record rate today. Now we can look at this and say, hey, it is because of the unemployment compensation. We can blame the social environment; we can sit back and make this statement that we hear so often, nobody wants to work anymore. But none of those are going to give you the solution to your problem.

And we are going to talk today about one subject matter is recruitment bonuses. We are going to talk about how to make a recruitment bonus be the best investment you can make to move your company forward.

Now, Sheryl, you deal every single day in the world of hiring in your work with many of the companies that we work with, where you are doing the search and the interview and then recommending people for employment. What is your viewpoint of the employment challenge of 2021?


Sheryl: Well, number one, we all know the challenges of the fact of the government money paying them in. But that is not always it. The people are not selling themselves. So, the challenge is for an employee to find somewhere they really want to go.

And money, as always, that is part of the process. So, the thing about that is if you have the culture, and you are paying a good wage, it brings the people in. And I am finding more and more people now that are not employed that are searching for new jobs; they’re looking for a better company number one. They are looking as always for a better compensation.

We are finding the elite employees that are out there.

And so, with us offering that, then we are finding the elite of the elite employees that are out there. So, you are not just getting someone that has been unemployed since the pandemics started. So, things are changing quite rapidly.


Jerry I.: And you know, a while back, I started seeing something popping up in recruitment ads. And it was called a recruitment bonus. Now, like many people Sheryl when I first saw this, it is like, oh my god. We got to give a bonus to a person to entice them to come to work for us.

And even one of our clients stepped out tremendously, and he made the following statement in a recruitment ad. Up to $5,000 recruitment bonus. Now listen carefully to what I said, up to, because this is critical. But the whole thing was this recruitment bonus was conceived and put together in an extremely attractive presentation on social media, and it grabbed people’s attention.

How in the world are you structuring this up to five-thousand-dollar recruitment bonus?

And even in our coaching group and the people that we work with, the question was raised. How are you structuring this up to five-thousand-dollar recruitment bonus? And as we talked more and more, we found out there was a system to this train of thoughts.

Because what you got to do number one, and this is a comparison that I ought to make in any kind of marketing. But most especially in the world of recruitment is, you got to throw a bait out that catches everyone’s attention, you got to throw bait.

We have done a lot of thought processes.

So, Sheryl, we have done a lot of thought processes, and we have worked with a lot of clients here in our office at CVC that have spent a day with us, working on the construction of that bait. So, before we go into the details, let’s talk about bait.

Let’s talk about the things that entice someone to come to work for you in 2021. Because you got to remember it’s not 1980, it’s not 1960; it is 2021. And if you are going to be successful in your chosen field, you got to understand the field of battle that you are walking into.

So, Sheryl, I am going to turn it over to you for a minute, and I want you to talk about bait a little bit today, okay. Let’s talk about this term bait.

It is a field of battle.

Sheryl: And it is a field of battle. The thing about it is bait just as if you were fishing; I would not fish with the same bait that you would. Also, I am not fishing in the same pond that you do. So, you must put your bait into the correct location, where you want to find the fish that you want to find.

And that allocating as Jerry does to hiring, we must put out what is important to the people in your area. A lot of debate that we are finding, and this goes for any company, is the culture in your company. Is it something that someone wants to spend a big majority of their life in? Remember, they are with you at least a third of their life.

Do you care about me?

So, is it the culture they want? Another thing is, do you care about me? The people of today want to know that they are cared about; they want to know that they have a voice. They want to know that if they have a problem, you have an open door that you can come talk to them.

They like training, and that was what I think amazed a lot of people when we put in there of all the training they could get, you are not thrown out like a fish into water, no pun. But you are trained for that basic skill.

Everything is different now than what it was many years ago. It is how people feel, what they see, what you provide. And that is what we are using as the bait, each company has different bait, but they are all very similar.


Jerry I.: And you know Sheryl, I think what you just said about what works in your market area is a prime consideration. As I look at the list of people that make comments, I see Kathy Ray; she is in Amarillo, Texas. I see Patricia Watson.

I see Lee Roth, Lee’s in Houston, Texas. I see Jared Quackenbush; he lives in Orlando and does video and photography and marketing for clients that we work with jointly. And what we are seeing is you must know your market area, you have to know who you’re competing against, for these prospects.

And what you must do is put together a bait that is more attractive than anyone else’s bait. Do you agree with that, Sheryl?

You need to make your bait attractive!

Sheryl: It must be better there; everybody is starting to do it, okay. It is one of those things, duplicate. And so, we are seeing a lot of people doing it, but are they really providing what they are saying? You need to make your bait attractive.

I would do my bait in videos. I would do my bait in writing; I would put it out there all the time. But yes, I mean it is across the market now; we are seeing more and more of it. But again, you must be more presentable than the guy before you.


Jerry I.: Correct. One of my things some years ago I was a bass fisherman, and I fished tournament bass fishing, okay. Yes, I was one of those guys that roared up and down the river at 60-70 miles an hour in a bass boat, as fast as it could go getting to the fishing holes. And one of the things about fishing is often; you get a bite.

You must learn about people ghosting you and be able to deal with it.

But when you go to set the hook, the fish isn’t there. Sheryl, is that kind of what happens in hiring? Where we try to set the hook, but the fish is gone or is not interested enough for us to set that, I am going to relate this to that issue of ghosting. So as an employment agent for people, have you had to learn to deal with ghosting?


Sheryl: Oh yes, you set many a day and time in front of a computer, waiting for them to come in. But again, being a multitasker, it makes it easier for me to do it that way because I can proceed on with the day.

Where if you are sitting in an office waiting on people, this is where you get really exasperated. Because they do not show up, you spend your whole day waiting on them. And the ghosting part is one of the worst, but like you said, if you can get them on there, then you can set the hook.

The problem is you cannot wait. Once you get an ad in or a resume, excuse me, you cannot sit and wait for a week to respond because they have moved on to different holes.


Jerry I.: Correct. And I am going to relate that back to fishing; it is like this is a start. We entice the fish with the bait that we are offering; it could be the vibration, it could be the color, it could be the depth, it could be the speed, it could be any of these things that that fish is going to bite.

But here is a key consideration again to compare fishing to what you are doing, okay. And that is, you must keep the line tight. And Sheryl, that is what you are talking about here, by a quick follow-up, and you must be reeling; I mean, you cannot let that fish go.

I know years ago you said that you and your daddy used to go deep-sea fishing; you all used to fish for king mackerel. And I say this, I know it is bringing a smile back to your face, as you envision these times of being out there with your father.

But you know, was that what you all did when you all were fishing for king mackerel? Was it a matter of keeping that line tight and reeling that fish in and using the rod and everything else?


Sheryl: Yes. If you did not hang on to him while you had him, he was gone. Once you let the line go, you let it out just enough to let him back off, so you can get a good tension, but you let it go too much, and you lose them. And there is nothing like fighting a king mackerel for 30 minutes for him to just disappear.


Jerry I.: Yes. And I want to say hello to Tom Spalding, an old friend of mine and one of the real experts in social media. This gentleman is on it like very few people I have ever seen and knows the power of social. So, Tom, I really appreciate you joining us today, that means a lot, and I am glad we are some of your favorite North Carolinians.

It can be an exhaustive process. 

But again, it is a process, and it can be an exhaustive process, and it can be one full of disappointment. Because Sheryl, we are also going to find people that may not make the grade when we have done all this. Will that be corrected at times we are going to find that this person fails in the new job that we have hired them for? Would you agree with that?


Sheryl: They do many times. I mean, you can talk to them, you can listen to them. But people, I do not want to say they are not always truthful, but they are not always truthful. And their ambitions and their goals and the things they want to do not align with your company.

And so that is where you do not keep them, or either we do not bring them incorrectly, and they do not see that we really are offering the bait that we put out there.


Jerry I.: Correct. So, the bait’s going to continue; like I said, we are going to talk about recruitment bonuses in this episode today. But this is the process that you must go through. And one of the things that we encourage people to do, and I am going to encourage you, is, what is your story?

What is the story that you must convince people that a career in your company, in your industry, is the perfect choice for them? Because when you look at it, we look at the industries that we work with, this blue-collar America, okay.

That means we get our hands dirty; we get our face dirty. We are working in hot weather; we are working in extremely cold weather; we may be working in snow. We have been getting on dangerous routes; we are going to do all these other things. So, you must paint and put together this story of why you are the perfect choice for a career move.

Because you are not looking for the chronic unemployed.

Because you are not looking for the chronic unemployed, what you are trying to look for is a person who is looking for a change of careers. Recently, a good fine friend of mine, Sheryl, is Taylor Hill. Taylor Hill runs is one of the principals that runs spark marketing. And Taylor contacted me the other day, and the reason for his contact was his son is looking for a change in careers, okay.

And he wants to go into some form of blue-collar. And as Taylor gave me the attributes, the skills of his son, hey, this could be a great choice for people, a great choice. And understand you cannot stick around Facebook users, but feel free to watch the replay because it will be up here, okay.

But the whole thing is this is the people; there is a lot of people that are looking for a change of careers. In fact, I am going to warn you right now of something, and that is the career span of many people that you are going to hire.

A gentleman, good friend of mine, in a conversation a couple of years ago, his name’s Bart Ogden. Super guy, Wichita, Kansas, known me for many years. And Bart shared with me his thought processes, which were what is the career life of the average person. The career path, and where he had concluded that it was between three and five years. And what this means is you are going to hire people, and they are not going to be with you until they are 65 years old.

It reminds me of the movie that was some years ago about a car manufacturer from Japan that had come to America and opened a plant. Because if we look at the Japanese work ethic, those people go to work for a company for life.

And many years ago, Sheryl, I think whenever we were much younger, that people did stay with the career, and for a pension. But as we look at today, is that still the custom of 2021?

They are leaving you because they want to try another path.

Sheryl: It is not anymore. The resumes and the people that I talked to, yes, about three. If you get five years, you have an employee that is exceptionally happy in your company, that does not want to go anywhere else.

But a lot of them are not leaving you because they dislike you; they are leaving you because they want to try another path. It is not so much what is wrong with you.

So yes, in the resumes, if I see four to five your expenses now, I used to you would not have hired anybody that changed jobs that much. But that is your long span now.


Jerry I.: Right. So be aware of that, that is why one of the principles that you better if you are going to be in business today, hiring is an own going process. You have always got to be looking for new people because you never know when someone who is a very intricate part of your business decides that it is time to do something different.

In fact, if I look at my friend Al Levy, who is a coach out of the plumbing and HVAC industry, his advice is always have backup. In other words, you got to back up for every single technician in your company. Now to do that depends on your profitability, your numbers, and your ability to have that.

But it is an amazing thing, Sheryl, that I found people that have hired people that they did not have a position for them, but miraculously, they found a position for this person in the company that helped grow the company. So, are you in agreement with everything I am saying so far?


Sheryl: I am. And many of my clients are hiring 12 months out of the year for every position, just so we make sure that we get the good people.

But putting someone in usually when you find someone that does not have a position, and you make that position, they will take a little from this one and a little from that one, and a little from that one, and then eventually, you have an employee that is profitable. Because he is helped by the others, and you can move another step in your business.

Let’s talk about the recruitment bonus process.

Jerry I.: Okay. So now, Sheryl, I am going to talk about the recruitment bonus process. Now, if you are listening to this, if you have not looked at it, you have the same thought process I did. It is like, my god, this is ridiculous for me to have to pay a bonus for somebody to come to work for me, okay.

And if you have that opinion, please stay with me, and listen to this process, listen to the process that I am getting ready to take you through. Because the recruitment bonus is not a check, we are going to write to them on day one. I want you to understand; it’s not a day one.

We are looking for people to meet a certain criterion after they come to work for us. So, this recruitment bonus must be put together as a program, to where you are going to release these funds to this person over a period based on their accomplishment and their ability to perform tasks.

Now to do this, you got to put a program together. You got to put a program together of what these tasks are. Sheryl, are you with me so far or have I lost everybody in my conversation at this point, you think?


Sheryl: I think you have lost everybody; it is just they had not, it is some menu. You must accomplish this for this, and this for this. In other words, this is two dollars, this is that, and you go through. And the thing is, let me inject here; you must be very stringent when these people come to stick to that.


Jerry I.: Correct. And that is the tracking and measuring of the process. So, what you must do to make this system work for you is every position that you have in your company that you are going to hire someone for, and this could be office, this could be field, this could be any number of divisions of your company.

But you must put together your proficiency list. Now, if you have listened to me this far, here is a free offer for you. You see my email address; I put together what I call the technician proficiency chart for a chimney sweep technician. If you would like a copy of that, all you must do is send an email to me at my email address that is on the screen right now.

And I will be more than happy to send this to you in an excel format. Now, you are going to have more positions than this. But what you must decide is what is the increments? What is going to be your time frames for a person to develop proficiency? And what you got to do is break down these various factors of proficiency and what’s there, okay.

What is it going to take them to be proficient in your business, to where they have become a profitable and productive member of your team? Sheryl, what are your thoughts on the process I am discussing right now?


Sheryl: it is super, but I want to tell everyone, you are not going to follow it exactly; you are going to have nuances in there that work with your business. But what he is offering, he is offering it is on the chimney service business.

But I see we have a lot of other listeners that are not in the chimney field. So, it is just a matter of tweaking it to fit yourself. And again, same as the bait, every company is different, do not follow exactly.

I am sure in your manufacturing business there’s a lot of tasks.

Jerry I.: I am sure in your manufacturing business there is a lot of tasks. And we will say you hire someone who is proficient in computers, but you want them to become an island designer using your cad programs and putting that all together.

So, there is going to be a proficiency chart of all the things you must accomplish to become proficient. And that is what a lot of us forget is; it is the steps to success.

I mean, I could still remember Sheryl when you did a Zig Ziglar seminar some years ago and showed the steps to success in life you remember that?


Sheryl: Remember it well.


Jerry I.: And it was all these little steps, but I am going to dig a little deeper into recruitment bonuses because part of what you must do is have a staff that is happy working for you. You got to have a staff that feels good about you and what you are doing.

So, as we go into this, again, there are some things I am going to encourage you to do. Because the best recruiting agents that you can hire, and I am talking about, are going to exceed what Sheryl could do for you, is going to be your own employees.

Turning your employees into a recruiting force for you. Where they are expelling to others how great it is to work for you. Why it is the right job for you and developing this cheerleading success out there. It is like Susan just posted at CBS chimneysweepers; we have had success using indeed and employee referrals. So, here is what I want you to do.

I want you to entice and talk to your workforce.

I want you to entice and talk to your workforce and ask them to please do the following because testimonials are everything here. Is consider going on a couple of websites, sites such as indeed and glass doors? Because both are websites where people go and search for new employment.

And just like a testimonial on your Facebook page or your Google page, is great for business; the same thing comes from your people. Now as we go further, why not consider a recruitment bonus for your workers, who bring new prospects to your door.

This bonus is not paid the day they come to work for you.

Now again, this bonus is not paid the day they come to work for you; it will be stretched out over six months, nine months to a year. Where in 90 days, your employee gets a recruitment bonus if this person is accomplishing the goals.

And in another three months, and in another three months, and in another three months. And you put together this package.

Have you ever looked at the cost of finding an employee?

Because to be honest with you, have you ever looked at the cost of finding an employee? Sheryl, what do you think the average cost to search for employees on indeed is with the cost of ads?


Sheryl: With the cost of ads, you are until you take the ones that you do not use and all the above is, I know that is what you are talking about. You can have 100-$150 dollars in a person before you ever get that hook hooked in one.


Jerry I.: Right. Now Kathy Ray has just mentioned one heck of a great question, Kathy, and I was going to get to this.

Will there be in pushback from employees already hired when you offer a higher on bonus to bring new employees in?

So, I appreciate that comment. But Kathy Ray’s thing is, do you think there will be in pushback from employees already hired when you offer a higher on bonus to bring new employees in? I think it will happen if you do not properly obtain buy-in.

Because what the company members must understand is if you do not have the capacity to handle the business coming into you, the business is going to suffer. Not only that, but you are also not going to be able to fulfill your mission because you do not have what I call the capacity.

So, Kathy, you know this is where we got to work with our existing team members, and we’ve got to get them bought into this. You know recently, one of our other clients, we mentioned this at their SWOT meeting. That one of the weaknesses was the lack of capacity. So, during this in the SWOT meeting, we dealt with this as an issue.

And we got everybody in the company bought into the process.

And we got everybody in the company bought into the process. And that is going to develop with your leadership style and your discussion and being open and listening. And Kathy, that is a great thing about you; you do listen to your people.

But again, what we are talking about is how to conquer this in your marketplace. So, Sheryl, the way that you conquer the hiring channel in New York, in Texas, in California, just slightly different. Because what we must do is you have to tailor the program that works for you. Do you agree with that?


Sheryl: I agree every state. You do not have to be from one end of the state to the other; even neighboring states are a little different. So, everything must be tailored. I mean, you can’t just go into a shoe shop and buy any shoe; you’ve got to get the one that fits.


Jerry I.: If you do not get one that fits Sheryl, your feet hurt, you get blisters, and all kinds of bad things happen, would you agree?


Sheryl: If you are a woman, say.


Jerry I.: Correct. Well, if you are a man too, same situation. But what you must do is you got to build a program that fits for you, and that is one of the things that we really have striven hard on. Because Sheryl, we can see what works around the country.

We see what can work with one market area, and we can then modify that plan slightly to where it works with another market area. But this is what you got to do; it is just like right now, this is whether one of the things that we are doing, I am not against marketing your business.

What percentage of your marketing budget is being spent for more sales when you cannot handle the demand of what’s coming in your door right now?

But if you are listening to me right now, what percentage of your marketing budget is being spent for more sales when you cannot handle the demand of what’s coming in your door right now? I am serious. This is like going to a restaurant and ordering an expensive meal, and you are stuck; you cannot eat anything because your belly is full.

So, what do you have to do is decide to do you want to conquer this thing? And part of your management goal must be how do we get on top of what I call the capacity issue, the ability to serve your customers in a short period of time. Just think about it, think about it for a minute.

If you have a big backlog, how would you feel? If you needed a plumber because your commode was not running properly. And you called the plumber, and the plumber said, but we will be out there; it will be three weeks from Monday. Sheryl, what would you do in that situation?


Sheryl: I will pick up the phone and call someone else.

Remember, sales are 70% to resolve a pain.

Jerry I.: Thank you. Because most of your customers, they want it now. Remember, sales are 70% to resolve a pain. How long are people going to go through pain till the resolution can get to them? They are looking for a resolution, and that is what we are trying to give you today. Go ahead, Sheryl.


Sheryl: I want to circle back to Kathy’s question if you would like to put it up there again.


Jerry I.: There you go.


Sheryl: This is part of what I see for that situation. This is what I am hearing because we are in the SWOT meetings and all a lot from the other employees. They are tired of getting John to work, and it takes John forever to be able to do anything, and they are having to carry you slug.

So, if you can express to your people, we can get these people here, and we can get them up to par much earlier. Then your job is going to be easier, yes. Will there be some rift back?

Always, because moneys there. But if they see that these people can come in and in a short period of time become a viable part of the company, I think that’ll cut a lot of it back.


Jerry I.: Right. And this also answers another question, Kathy, which is growth within the company. You see, a lot of people want an opportunity to advance. For this advancement in the company to happen, the company’s got to grow its capacity.

Think about it yourself. Right now, where do I advance to in your company? Am I going to be doing the same thing in 20 years? Keeping in mind, people look for different things.

Being able to offer an opportunity for advancement.

And being able to offer an opportunity for advancement, Sheryl, is that one of the factors that people look at when you talk to them about a new career in this day and time?


Sheryl: It is, because a lot of the people that are searching, one of the things that I have in my conversation with them, and I am asking them what they think. They say I am as far in this company as I am going to ever get, and I need a place to go.

So, a lot of times, the place to go would not be another company; it would be in the company they are in now, but they are there, and there is no position to move up to.

Our whole goal in doing our broadcast is to give people solid ideas.

Jerry I.: And Tom, I appreciate that, your comment. If you like what we are sharing out, please feel free to share this on social media. Our whole goal in doing our broadcast is to give people solid ideas in how to extinguish that pain.

And in today’s world, Sheryl, would you agree from talking to our client base that the lack of available work source is a gigantic pain, a gigantic headache for so many?


Sheryl: It is an extreme one, and I can say that from being an employer myself. It is heartburn at times. Not to have enough people to take care of your customers. You do not want to lose the customers, so you need this really overabundance of people to get that pain off.

We are continually hiring them in my shop. So, we can get ahead of the game. The thing that you will notice, the higher you up your game, the more customers you will get, believe it or not because you’re satisfying the customers you’ve got.

They are telling people this company does not take six weeks to get there; they are right there when I need them. And right there is the best client customer keeper that I know of.


Jerry I.: Right. Because now as you build this program of the recruitment bonus, think for a minute. I want you to think of an auto mechanic today. If we look at an auto mechanic 30-40 years ago, he went in; he checked timing, he changed out the points to plugs.

In today’s world, a mechanic must be a computer technician; that is how he diagnoses the problems. And you see, that is what you are going to find; you are going to have people. No matter who they are, that is going to need a basic training and ongoing training, which is a challenge to get people to do their training. So, you tie this recruitment bonus into the training that they accomplish.

In today’s world, the training they need is often simply at the click of a mouse.

Because in today’s world, the training they need is often simply at the click of a mouse and can be obtained online. It can be obtained online. Many of this instant as in recorded, but other ways are it is like in August, we have a live stream 16-hour basic training course from CVC success group that would be broadcast live streaming four hours each Monday for four weeks.

Why do we do it? Because we know that the mind can only absorb so much information. So, we can take them through the problem-solving skills, the reporting skills, the inspection skills. The design skills, those are all skills that it takes a while to be able to learn and build that expertise in. So, Sheryl, is there anything else you would add in with today’s broadcast?


Sheryl: Just one statement that we hear over and over, learning is earning.


Jerry I.: Correct, so my name is Jerry Isenhour, and you are?


Sheryl: I am Sheryl Isenhour.


Jerry I.: There you go. And we are just a few of the subject matter experts that work here at CVC success group. And our mission our goal is to help our clients turn their business dreams into their business realities.

We are basing our answers on many years in this industry.

Just maybe, we may have the answers for you. We are basing our answers on many years in this industry, but we are also basing the advice we give with over ten years of experience with working with companies across the United States that are facing the challenges of 2021 facing those challenges.

And that is why it takes someone to help you that is dedicated on a full-time basis, that that is what we do. So, if we can help you get past the frustrations of business, to give you ideas, to do a SWOT meeting, to do an annual retreat with us.

To do your deep planning, to produce the processes and the procedures that you can win, it is a matter of reaching out to us. Reach out; you see mine and Sheryl’s email addresses on the screen right now. Sheryl, what is it cost for somebody to have a conversation with you of how we can help them?


Sheryl: I am cheap, it is nothing.


Jerry I.: It is nothing. We will take the time out of our day, all you got to do is send us an email and say hey, we would love to talk to you, and we will be honored to set up a meeting with you with myself, with Sheryl, with Brandi, with any of our team of experts.

So, I want to thank you for joining us today; it is always an honor, it is a pleasure, and it is a privilege to share sound ideas of how to get those business dreams. So, we will see you next week on another episode of the chimney and fireplace success network; thanks for joining us.