What you know about recruiting and hiring new employees is wrong. It’s not your dad’s job market anymore. By 2025, 75% of workers in the home services industry will be millennials. If you keep recruiting new employees using old fashioned techniques, like job postings in the newspaper and a handful of one-on-one interviews, you will increasingly make bad hires and be stuck with poor-performing employees. Developing your work culture by design rather than by default starts right here in the hiring process. Instead of job postings and interviews, let me tell you about the better alternatives that I have used to recruit the best people and grow my business.

Instead of posting job ads when you have openings, actively recruit all the time.

Join the Team – Live your life as a winner!” That’s what the front of our recruiting business card said. On the back we listed some of the benefits of working at our company. I handed them out everywhere. If I met a particularly good server at a restaurant, I would tell her she was doing a good job and give her a card and say, “Hey, if you know anyone looking for the opportunity of a lifetime, even if that is you, could you get them to reach out to me?” Boom! Just like that, I was getting the word out that we were hiring talented people.

If you’re actively recruiting all the time, you won’t have any trouble filling a role when it opens up. But if you wait until you have an opening, then doing a job posting and collect resumes, you’re stuck hiring the best person who applied and that’s often not the best person for the job! Rethink hiring. Even if I don’t have an opening, I’m meeting potential recruits, giving them the card and creating a pool of candidates. Plus if I happen to run into a superstar plumber or electrician, I hire them right away instead of waiting for an opening because of the value they’ll bring to the business. When we have an opening, I have a candidate (or two or more) waiting.

I encourage referrals from employees. Most technicians know at least five other good techs. I even encourage interviewees to give me a name or two of others they know who could be interested in working for the best home services company.

The recruiting card included a link to a landing page. Once there, visitors can find out about any open positions and check out the benefits of working at our company. The landing page is designed to convert prospects into candidates by having them sign up for a hiring group interview.

Instead of one-on-one job interviews, hold a hiring group video meeting.

Why waste your time going through resumes and interviewing the top candidates one-on-one? I interview 25 to 50 people in an hour. I use Zoom to hold a hiring group video meeting. I tell them all about our company, where we’re going, and what we’re looking for and what we’re not looking for in an employee. Then, I ask them if they’re the right person. I look for the most engaged, the most interested, and the best fit for our organization—and I find them!

Summary

It’s not difficult to change from outdated hiring practices and actively recruit all the time. You’ll find much better prospects and when you hold a hiring group meeting you’ll be able to narrow it down to the best of the best. You’ll be improving your work culture with every hire.


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