Ask-an-Expert: Want advice on Job Posts, Interviews, Training, or Retention...send them!
Your job posting is often the first impression a Job Seeker gets of your business, and most owners don't realize they're turning people away. Hey, I'm Rich Camacho, CEO and co-founder of BlueRecruit. BlueRecruit is a Jobber Partner and works with trade businesses across the US and Canada every day to help them find and hire exceptional talent. Next week, I'm bringing that expertise straight to the Home Service Community. From May 20-26, drop a link to your job posting or any questions concerning talent acquisition in the comments, and I'll give you personalized feedback on: The effectiveness or ineffectiveness of your job post(s) How and where to find talent What today's trade workers are looking for Don't have a job posting right now? Ask me anything about your hiring process, interview questions, or recruitment strategy! 👇Hiring Slow - Would You Hire Someone that Didn't Look in to Your Company?
I'm a part of breakthrough academy and they really recommend hiring slow, so being really picky about who you hire. With that, comes creating a lot of barriers that the candidate essentially needs to "fight through" to get to that next stage and ultimately be hired. I do some of these things now but I had one thing pop up on a few interviews and I was wondering if ya'll think I'm being too hard headed when it comes to this. Keep in mind these candidates applied where they had to submit pictures of their work - then they filled out a lengthy survey about job skills and abilities. The first interview, the first question is "Did you look in to our company at all?" - most the time I'm being told no. LOL For me that's crazy but it also makes me want to just hang up the phone. Why should I care about you if you don't care about the thing you're going to commit most of your day toward? My job postings are pretty long and descriptive but would you automatically disqualify someone why hasn't even been to your website?Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?How do you balance kindness and strict standards as a business owner?
My personal values are very important to me as a business owner. Being a person of faith I care deeply about people. For years I have struggled to find this balance between kindness and compassion and strict standards. For those of you that have hearts for people and want to be kind and compassionate...how do you help your team rise to the occasion without having to seem heartless and only care about the bottom line?We Hired for Skill & We Got Burnt.
When I first started hiring, I focused on work ethic and skills. We all look for the 3-5 year guy in the field. That’s how I saw every other electrician hire. Until we’ve trained side-by-side with leaders from the Ritz Carlton, studied what world-class hiring really looks like, and built our own system to bring it into the trades. But after years in the field, and now in my own electrical contracting company, I’ve learned that’s not enough. The trades have a people problem because we skip the part that matters: Character. Trust. Vision. And it’s how we filter now. What do you all think?Everyone Wants to HIRE the “3–5 Year Guy” — But Why?
Once again, contractors are falling into the same pattern. I keep seeing posts on Instagram that say: “Must have 3–5 years experience.”What do you guys think about this? Here’s my take: It’s because most people want someone they can toss straight into the field. No training. No culture building. Just go-go-go. But that’s how we end up with more bad hires than good ones. Here’s the truth: Hiring talent doesn’t fix broken systems. If you don’t know what problem you’re solving — even the “perfect” hire won’t help. So I made this visual graphic to help. This is how I think through hiring when I know I’m ready to grow. What are your thoughts?
