The Recruiting Plan
“Dude! I have the ad that I post any time I have to recruit sales people. It’s short, to the point and always gets the best candidates.”
“Let’s take a look – we need to upgrade our sales staff.”
RECRUITING PITFALLS – SNIPPETS OF CONVERSATION BETWEEN SALES MANAGER & HR (TRUE STORY)
How do you recruit skilled trades people? It’s been said that failing to plan is planning to fail. As veterans of several organizations in the trades, we’ve been exposed to the “magic” post that’s a “silver bullet.” We’ve seen the companies that throw big money at the issue. We’ve also seen companies invest major dollars in “tools” that promise to make recruiting easier and more effective.
Here’s a secret that we all know deep down, but few are willing to admit: recruiting is not easy, it’s a grind, it’s having a plan and executing that plan consistently. Once in a while you’ll have a great hire drop in your lap. But for the most part, filling the pipeline takes proactive and consistent processes. And while tools (ATS’s, Operating Systems, etc) can help – they don’t make the human connection that’s foundational to finding and keeping people.
So how do you source good people? Online? Local networking? Developing a solid employment brand? Community involvement? Rapid response? ABR (if you know, you know!)? All are part of the answer.
And how do you figure out how to do each of these? We’ve got a few thoughts – and are happy to talk with you about them.
How many times have you received an application and the candidate seemed perfect. But they either fail to respond when you reach out – multiple times (you are attempting to reach out at least three times, correct?).
The Interview & Offer
“Hey – I got a candidate we need to run a background.”
“You offered him the job, right?”
“Oh yeah – he came in off that ad we posted last week. He’s gonna be awesome. I’m already thinking he’ll be a sales manager within 60 or 90 days.”
Are you interviewing effectively? Do you cover the areas you need to for a position? Do you ask questions in a way that doesn’t telegraph the answer? How often to you get a “surprise” after the hire?
It was a regular occurrence to get a call from a manager, “Hey, Applicant A didn’t pass his background – can we get an exception?” In cases where exceptions were possible – usually with a probationary status – 75% of the time a follow up call occurred within a month. “Hey, the tech we got the exception for – he’s a POS, I need to cut him loose!” Something was missed – or deliberately overlooked in the hiring process (or there was a lack of hiring process!)
When you bring a new hire onboard, what are you doing to enhance the potential of that new team member sticking? In the trades, it isn’t unusual for 70% of new hires to voluntarily leave before their first anniversary. Your experience may be better. But even if you’re losing 4 of every 10 new hires, do you know how much that’s costing you?
The Aftermath
“Hey that high potential that you hired. Got his background back…[wait for it!]”
“Yeah – when can he start? I’ve already talked to the satellite manager about allowing him to work out of that office two days a week.”
“Never – he’s wanted in six counties in Florida for financial exploitation of senior citizens.”
Have you made “that” hire at any point? You’ll definitely remember it – because “that” hire cost you BIG! You trusted your gut and hired the thief – the tech who cost you thousands either through stolen equipment or stolen business. You hired the sweet little old lady as a bookkeeper who ended up embezzling major money. Or you trusted the wrong department manager who started their own business using several of your techs who offered “cheaper” prices after presenting your company’s quote.
Every instance mentioned has occurred in trades we’ve worked with. And there have been other types of fallout – techs leaving due to the chaos these hires and situations create.
In conclusion, the recruiting landscape in the trades can be fraught with challenges, but understanding these pitfalls and adopting a strategic approach will be critical in finding and retaining top talent. Remember, a successful recruitment process is not just about filling positions; it’s about building a reliable team for the long term. Blue Collar Talent Scouts can help with identifying and installing an effective process in your business.
