I chat with Jesse Meehan who runs back of house admin for several small (construction) business as part of Headwaters Resources – check out our conversation about where to look for employees and how to attract the right ones.
How to know when to hire + how to get qualified people
2. Shoot the breeze
3. What are some tools that you use to get more qualified employees
Get a Free Instant SEO Audit
- Facebook promoted job posts
- Indeed – and promoted posts there
Know what you’re looking for. Know what you need. What strengths do the employees need to have, what tasks will they be doing, what are your immediate and long-term needs that this position will help. The more you know about your firm’s specific needs, the better you can evaluate prospective employees. Too many times an owner will go into a situation where they need a general “admin” hire, but not know the specific qualities they really need, and get the wrong person….
What’s the state of the job market?
#1 complaint/issue I hear from clients in the construction industry is the trouble of getting reliable, good labor. Not just on site, but in the office.
Hard to keep good employees. Need to compensate them fairly.
What are signs you need to hire?
Important tasks (invoicing, A/R and A/P) getting pushed to back of the line. Struggling to keep up. Staff getting overwhelmed, whether it’s a PM, Admin, Owner, etc.
Can’t keep up with the growth, delays in jobs, loss of rebates or other time bonuses, etc.
What are all the places you should list employment opportunities?
Hiring websites (Indeed, Monster, etc.)
Referrals. Need to be careful about mixing friendship with business, but colleagues, subs, etc. might have potential employees who can help your firm grow.
How can you find QUALIFIED people?
Vetting the employees is the number one suggestion. Get references whenever possible.
Trial periods. On-Site labor, especially. See if they show up on time, do good work, listen, learn, etc.
You get what you pay for.
Other Things we talk about
Cultural fit: Hard to come out in an interview. Certain indicators. No matter how qualified, convenient, etc. – if it’s not a cultural fit, it’s not going to work. A lot of small companies deal with this. Communication isn’t always fluid, need to have the confidence that the new hire will be able to decipher or decide.