Old joke: Casual member of a local gym realizes that their membership is coming up for renewal. Even though they’ve been lax in using the benefit, they intend to be more consistent in using the membership. So they go into the gym, talk to the trainer at the counter and starts the renewal process.
As the paperwork is being completed, the member jokes and says, “You all must have a nickname you use with people like me – who have a membership, but never show up?”
The Trainer, looked up, smiled and said, “Yeah – we call y’all profit.”
Most managers & organizational leaders recognize what profit is… how it’s generated… and strive to keep on the “right side” of the balance sheet by making profit regularly! That should be the goal of every business. But many lose sight of the expenses that “leak away” the hard-earned profits.
Identifying Costly Inefficiencies
How many trucks are sitting empty, day after day, in a company’s parking lot? That’s not just missed revenue that can’t be recovered. That’s the most glaringly obvious expense. There’s the lease or purchase payments. There’s tools & supplies sitting idle – and possibly becoming an attractive target for thieves. There’s calls that may have to be turned away due to manpower concerns.
Then there’s the issue raised in a recent blog – turnover! Every employee that leaves needs to be replaced. That’s an expense that hits your bottom line. Job postings, pre-employment screening costs, management focus taken away from operations to focus on recruiting. Every company loses people at some point – either because of practices, culture, management OR changing careers, location, retirement or even family demands. Either way, departing employees have to be replaced. And the efforts can detract from building profits.
Keys to Efficient Recruitment
1. Engage with Applicants Quickly
Currently looking for good technicians? Follow these keys:
Engage with applicants quickly. Gone are the days where a resume or application sits on the desk a few days before they get called. They won’t be available in a few days!
2. Make Connections Meaningful
Make that connection meaningful – if a recruiter or designated office employee is involved, make sure they know the trade.
3. Rethink Resume Expectations
Forget demanding complete resumes. BCTS’ mantra to clients:
The better the resume the more average – or worse – the technician.
Techs aren’t resume writers. The best techs rarely have a complete resume because they haven’t needed one in years – they can get a job within two days by talking to a manager & filling out an application.
4. Set Realistic Expectations
Tell the truth! “Yes on-call once a week is required!” “Yes, some Saturday work will be required.” “You’ll make six-figures this year!”
The quickest way to develop a turnover issue – set unrealistic expectations!
Nobody likes feeling misled or betrayed. Customers complain about bait & switch… so will employees – and THEY TALK!
5. Make Decisions Efficiently
Make a Decision. Some companies choose to go through multiple rounds of interviews, requiring ride-alongs, written assessments and reference checks. These are scheduled out after each section is successfully “passed.” Multiple interviews aren’t bad – schedule them back to back. At minimum, the second interviewer gains valuable practice at an essential skill.
If a second step is scheduled do it while the applicant is onsite. If a promising candidate leaves an interview scheduled to return at a later time for more activities, the likelihood they come to work there is cut in half!
Focusing on Retention from the Start
Retention Starts Day One
Focus on Retention from Day New Hires Start! In many organizations – over 50% of new hires don’t make it to their first anniversary. The “first impression” is important and there are multiple ways that first impression can sour the new hire’s impression of an organization.
Recruiting & Retention Go Hand in Hand
Recruiting & retention are two sides of the coin. Both are necessary for success. The companies that do both well win – and are profitable! The ones who struggle with either side of that coin end up struggling. BCTS have over 40 combined years in the trades focused on Recruiting & Retention! We offer training for managers & leadership teams to assist with both, as well as both retained & contingent recruiting services
