Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
If you’re struggling to find quality team members in your business, you’re not alone. The reality is, the external environment probably won’t change in the short term, yet instead of looking to blame and make excuses for hiring less than the best for your business, ask yourself…what can I be responsible for?
PROTRADE United Managing Director, Jason Loft with PROTRADE United Client, Spanner Plumbing
PROTRADE United Managing Director, Jason Loft with PROTRADE United Client, Spanner Plumbing
If you are like me, and most small business owners, we were never taught how to hire properly. And the truth is, a few common hiring mistakes (that I have made plenty of) could be costing you thousands in wasted time, wages, rework, and missed opportunities, all whilst driving away the top talent your business is desperately looking for.
Here are seven of the biggest hiring mistakes we see in the trade and construction industry, along with what you could do instead.
1. No Plan
Hiring without a plan is like starting a house with no plans. You may panic when someone leaves, rush to fill the gap, and end up settling for someone who has a heartbeat, a toolbelt and is available to start tomorrow! Having a hiring road map of who’s needed in the future, in what roles and in what order will support the growth you’re aiming for. Without a plan, you’ll most likely always be reactive instead of strategic.
2. No Process
Would you mix a batch of concrete without a recipe? Of course not. Yet most businesses wing it when it comes to hiring. And that is because it may have worked…once! Without a structured interview process, no screening questions, no reference checks and no step-by-step system, the result is well…predictable; inconsistent hires and fear-based decisions that backfire. A solid hiring process filters out poor fits early on and highlights the right people.
3. A Toxic Environment
Even if you do hire a ‘gun worker’, they won’t stay for long if your current workplace culture stinks. If you’ve got constant tension between team players, poor communication and processes, disorganisation, or a “just get it done” culture with no appreciation for the work or the customer, good people will leave. High performers won’t tolerate chaos or disrespect. Hiring starts with the culture you’re inviting them into. Business succeeds from the inside out!
4. Not Knowing What You’re Looking For (Skills vs. Attitude)
Most business owners look for and hire skills first. Years on the tools, qualifications and experience. Yet what provides you your biggest headaches with people? A lack of skill or poor attitude? Attitude tops ability every time. You can train technical skills; yet you can’t teach work ethic, reliability, or being a team player. A young apprentice with the right attitude will outperform a grumpy veteran who thinks he knows it all. Know the attitude non-negotiables, then hire for them first.
Written By
Jon Mailer
CEO & Founder – PROTRADE United
Author of ‘Not Just a Tradie’
5. No Position Description
Hiring without a clear position description is like sending someone to site with no scope of works. If you don’t know exactly what the role involves, how can the candidate? This creates confusion, unmet expectations, and conflict and tension when things go wrong. A solid Position Description outlines key tasks and responsibilities, desired outcomes, expected hours of work, reporting lines, and required behaviours.
6. Poor Advertising
“We’re hiring! Apply now” slapped on a Facebook post won’t cut it. If your job advertisement is lazy, boring, or vague, you’ll most likely attract the wrong people, or no one. Your ad needs to sell the benefits of working with your business, the team, the future opportunities, and why someone would want to work for you first. Then describe the position. Make it stand out. Be real, authentic and compelling.
7. No Reference Checks
Skipping reference checks is like buying a second-hand truck without looking at the service history. It’s one of the easiest ways to avoid hiring a disaster. Check in with previous employers and ask simple yet powerful questions. Two great questions to start you off are:
• Why do they no longer work for you?
• Would you enthusiastically hire them again if you had the opportunity?
If the candidate won’t provide contacts in their work history, then possibly that’s your answer right there.
In Summary
Hiring the right people is one of the most essential (or could be the costliest) parts of your business. Do it poorly, and you’ll waste time, energy, money, and your sanity. Do it right, and you’ll build a team that frees you up, grows your business, and represents your brand with pride. Don’t leave it to chance. Create a system. Raise your standards, back yourself, and in turn attract the people who want to build something great with you.
For more assistance on creating a solid hiring process, call the team at PROTRADE United on 1300 767 774.
5. No Position Description
Hiring without a clear position description is like sending someone to site with no scope of works. If you don’t know exactly what the role involves, how can the candidate? This creates confusion, unmet expectations, and conflict and tension when things go wrong. A solid Position Description outlines key tasks and responsibilities, desired outcomes, expected hours of work, reporting lines, and required behaviours.
6. Poor Advertising
“We’re hiring! Apply now” slapped on a Facebook post won’t cut it. If your job advertisement is lazy, boring, or vague, you’ll most likely attract the wrong people, or no one. Your ad needs to sell the benefits of working with your business, the team, the future opportunities, and why someone would want to work for you first. Then describe the position. Make it stand out. Be real, authentic and compelling.
7. No Reference Checks
Skipping reference checks is like buying a second-hand truck without looking at the service history. It’s one of the easiest ways to avoid hiring a disaster. Check in with previous employers and ask simple yet powerful questions. Two great questions to start you off are:
• Why do they no longer work for you?
• Would you enthusiastically hire them again if you had the opportunity?
If the candidate won’t provide contacts in their work history, then possibly that’s your answer right there.
In Summary
Hiring the right people is one of the most essential (or could be the costliest) parts of your business. Do it poorly, and you’ll waste time, energy, money, and your sanity. Do it right, and you’ll build a team that frees you up, grows your business, and represents your brand with pride. Don’t leave it to chance. Create a system. Raise your standards, back yourself, and in turn attract the people who want to build something great with you.
For more assistance on creating a solid hiring process, call the team at PROTRADE United on 1300 767 774.
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