In last month’s article, I wrote about taking a longer view with hiring given the current challenges to find people with the right skills and the desire to work in, or make a career of, the restoration industry. Let’s shift the focus back to the present and the challenges of finding good people to staff your growing business.
We all know how hard it is to find good employees. We’ve all heard it: “People don’t want to work.”; “Don’t hire anyone younger than 30.”; “Everyone has an entitlement mentality.” Blah, blah, blah.
Whether we like it or not, change is constantly happening all around us. You have to decide whether or not the change works for you or if you just want to keep on doing what you’ve been doing. We can whine about how it used to be, but the reality is we can only control how or if we respond to the change in the future.
Too many business leaders have been misled by the “accounting mentality” and think paying their people too much (whatever that means) results in uncompetitively high costs. Seriously?
By taking the approach of evaluating the skills and traits of individuals that lend themselves to a successful career in restoration without industry specific experience, we can broaden our search for prospects
It doesn’t make any difference if your restoration or remediation business is large or small, not having the right people in every position in your company can mean a huge bottom-line cost in lost business, inefficiency, and missed opportunities.
There are hundreds, if not thousands, of lists talking about what an interviewee should do if they want to nail the interview and get that job. There are far fewer lists about what the company should do while interviewing. Because of that, here are some things to remember not to do if you plan on interviewing a prospective hire any time soon.
