Own the Process

When I’m meeting with folks about recruiting, I often get questions like: “What’s the magic bullet that’s going to get me more good people? What’s the secret?”

Trust me: If I had some kind of secret trick that guaranteed the acquisition of the best and brightest technicians who were also actively looking for a new job, I would have cashed out and retired by now. I’d be on a beach somewhere!

There is no magic bullet. There is no secret. There’s only a great formalized recruiting process.

Coach Steffan Busch leads a conversation on recruiting and retention best practices in the PHCE trades industry with Nexstar Network members

What’s a great formalized recruiting process look like? Well, the details are up to you, but there are three overarching principles you should consider building your recruiting process around.

1. Make your company special to work for. This is known as “Employer Brand”. What is it about your company that makes it special? What’s your culture like? Why do people want to work at your company? Why should people want to work there? Take some time and think about those questions. Write your answers to them down.
2. Get your message to the people you want, not just the people that are there. Your “Recruitment Strategy” should get the word out that your company is looking for the best and brightest, cast as wide a net as possible. Posting to online job boards is still a good thing to do, but also consider other resources. Part of the problem with online job boards is that they are typically visited by people who are either out of work or actively looking. But what about potential candidates who are working and may not be looking? Out-of-work candidates and actively looking candidates may still be good candidates, but many of the best technicians are already gainfully employed. In other words, they aren’t visiting online job boards. So the question becomes: How do we find good candidates who aren’t actively looking for a new job? Doing that involves a consistent networking effort to generate contacts and build relationships off of those contacts.

   It’s also important to make sure you have a robust employee referral program that includes a nice bonus for team members at your company who refer qualified candidates.

3. Test out a two-way fit. When it comes to the “Interview Process” for candidates, your goal is to get as much information as possible, while simultaneously selling your company and career opportunities. Keep in mind that while you’re interviewing, you and the candidate are judging one another. You’re deciding if they’re the right fit for your organization, and they’re determining if you are a company they want to work for. You need to have a consistent, professional, and friendly interview process.

   I often get questions about how many interviews a candidate should go through, and my response is that the number doesn’t matter, as long as you’re getting the information you need to make an informed decision. Just make sure you’re not making the process too long and cumbersome for the candidate!

   Finally, think about different ways candidates can demonstrate they can do the job. Interviews are good, but the one negative to them is that candidates are simply telling you they can do the job. Consider some ways you can also have candidates show you what they can do.

Having a formalized, consistent recruiting process is absolutely vital to bringing in the best and brightest. Great recruiting involves branding your company as an employer of choice, consistently making connections with potential candidates, and then keeping in touch. Do this, and you’ll be developing a pipeline, even when you’re not technically “hiring.”

Recruiting done right is a legitimate business process, just like running service calls or processing payroll. Build that business process, own it, and your days of scrambling to fill a role will be numbered.

Ready to Lead with Impact? Join us for People EDGE!

Step into the next evolution of leadership development at People EDGE, held from March 10–11 at the Nexstar headquarters in Bloomington, MN. This immersive and dynamic two-day experience will equip you with actionable strategies to attract and retain top talent, foster a culture of accountability, and strengthen your leadership presence. Connect with Nexstar’s expert coaches and your peers to gain practical tools and renewed confidence to lead with clarity and impact.

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And If you’re an independent home services contractor interested in learning more about Nexstar’s mission to help the world’s best tradespeople become the world’s best businesspeople schedule your call today!