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.
If you want rock star employees, pay attention to their skills, experience, and their mood, energy level, ability to be coachable, capacity for learning, and willingness to give and keep their word on challenging outcomes and results.
A job description does not need to be a detailed list of specific functions, but more a simple objective-based description with some qualifications that effectively communicate a role.
As an owner of a recruiting company for the disaster restoration industry, I get asked that question at least once a week. Unfortunately, the answer is yes, it is.
As a business grows, it’s critical business owners and managers continually look ahead and plan for what the organization will look like in the future.
