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Here is the Hiring Help you have been waiting for!
Hiring can be one of the biggest obstacles when you are running a business on your own or growing your team. I have been there, and learned plenty along the way! On November 17, I am joining Jobber and Rich Camacho from BlueRecruit for a free live webinar. We will share practical tips to help you find, hire, and keep your next great team member. Bring your hiring questions and join the conversation. I would love to see you there! Register here!
If you could hand off ONE admin job tomorrow, which would it be?
Owners: if you could hand ONE admin job to someone tomorrow and trust it was done right, which would it be? Quotes, invoicing, chasing payments, scheduling, or something else? I'll compile everyone's answers into a one-page list and post it back here.
Hiring people who can put aside their own ideology
I own a home organizing business and because it's such an intimate service, I need employees who don't judge clients. I am struggling to find and hire employees who can work with anyone, regardless of their personal beliefs. I can't have an employee go into someone's home if they are going to be judgmental and/or nasty to someone with a different political opinion, for instance. I have added some screening questions to my interview process and found that people have a hard time containing their biases when asked about them, which is good for rejecting candidates (one woman was so ideological that she cried at the idea of working with a type of client). However, I'd like to stop wasting everyone's time if they can be screened out earlier and I am very concerned someone will slip through the cracks, which would damage my brand reputation. Does anyone have any suggestions for finding and screening for employees that I can trust to send to clients' homes?
Should a Growing Business Hire Office Staff or a Field Tech First?
Hey everyone, Comfort Kings HVAC here, We opened our company this year in March and are rapidly approaching 500k in revenue. Me and my partner are running like crazy trying to keep up with demand and are curious when would be a good time to hire AND would it be wise to hire office first or field tech? We currently answer all the incoming calls on our cell phones while we are in the field working and do our best to get everything scheduled or just handled same day because tomorrow more calls will come. We would be able to do more in a day if we had another employee in the field. We would also be much more organized and structured without having invoices fall through the cracks with somebody in the office fielding the calls, making the schedule, and making sure we don't miss any billing opportunities. Anybody with experience in this wanna chime in and help us decide which way to go?
Where to find part-time workers without paying for expensive job postings?
Has anybody used Indeed or another site to hire part-time workers for landscape/gardening work? It looks like Indeed wants $55/day minimum to list job postings. That's pretty expensive for us. What are other small businesses doing to find workers?Who is using the Team Productivity at a high level?
A friend of mine brought this one up to me the other day, and honestly, I had looked at it early on and haven't looked at it since. I have questions: Is the Job revenue split between employee's or do they all get the full amount? How does Jobber know to put the job revenue on who? What if we are only there for 1 day of a large revenue project, how does Jobber know how much to attribute? Has anyone dived into this thing hard core? Thanks.
How do you handle unreliable employees in a home service business?
Hello! I run a Home Remodeling & Handyman business, and we're excited to share that we've recently expanded to include a Cleaning Division. We've noticed that in our area, many folks are eager for jobs but sometimes lack the commitment to follow through. How do you navigate this challenge? We've already offered competitive pay, which is quite high for our area, yet issues like poor communication, missed appointments, and subpar work still pop up. I'm curious to hear how others have managed similar situations and what strategies you've found effective—whether it's offering career growth opportunities, enforcing strict communication policies, or even increasing wages further. Any advice or ideas would be greatly appreciated!Career Ladder: How Do You Handle Career Growth Conversations When There's No Clear Path Up?
Hi, I run a medium size (24 staff) cleaning company. When we hire we have the growth mindset people - which I love BTW - and one of their first question is what does a career ladder look like? I am only hiring for cleaners as even if I would double in size which would take many years I do not need more office staff. For maintenance, cleaning supplies I would rather hire part time for now. So how do I have this conversation with these amazing candidates about maybe yes but not now or ever?
