When it comes to your business, you want to make sure that you have dedicated, high-performing employees that know your company’s goals and strive to help the business grow.
Recruiting top talent for your service business can be a challenge. However, if you consider certain factors and create a solid recruitment plan, you can equip your business with efficient employees.
Running a service business is no easy feat, so having the right team in place sets your business up for success.
Need a plan on hiring top talent? Let’s get going!
In this article we will cover how to:
- Identify where your business stands in regards to hiring needs
- Draft job descriptions
- Ask the right interview questions
- Explore the importance of workplace culture
- Partner with trade schools to hire new technicians
- Use employee referrals as a hiring resource
Where Do I Start?
If you’re not sure where to start, don’t worry! Hiring may seem overwhelming, but we have some tips to share with you!
Before you start actively looking for potential employees, you have to understand what your business currently needs. Evaluate the dynamic of your workforce and your business as it stands today.
- Are there specific positions you’re looking to hire?
- What parts of your business need the most attention?
- Do you have enough employees to manage day to day operations so they’re not swamped?
- What positions would complement the current team and its activities?
- Is there enough extra work that would add up to a full- or part-time workload?
- Do you have the financial means to add a salary and benefits?
Asking these questions and anticipating business needs will allow you to prioritize and define the positions you need to hire for in the immediate future.
Going into the recruitment process with this all thought out can give you peace of mind on how new employees can positively impact your business.
Clear Job Descriptions
Once you determine the position you need to hire for, it’s time to start drafting job descriptions. When you’re drafting descriptions, be very clear about what you’re looking for. Be sure to:
- Describe your company and what makes your business unique.
- List out the job responsibilities so the candidate knows exactly what is expected of them.
- Include qualifications and/or requirements for the position, especially if you’re looking for a specific skill set.
- Include perks and benefits.
Don’t forget to also include contact information. If candidates have questions, they should have a point of contact to guide them.
Ask the Right Interview Questions
The interview process is your chance to really get to know the candidates and learn more about their background.
Dig deep into their experience and skills. Think about how their skills and expertise can apply to the job position you’re trying to fill. If there are certain things you want to learn about the candidate, be sure to ask the right questions.
Examples of questions you can ask include:
- How did you hear about this role/what do you know about our company?
- What skills do you think you can bring to the table?
- Do you have any certifications that would apply to this role?
- What are your salary expectations?
- Tell me about a situation when you had to deal with a difficult customer.
- Tell me about a time you had to use [commonly needed skill] on the job?
Make sure to mix up the type of questions you’re asking. Throw in some behavioral questions so you can get an idea of how the candidate would react in certain situations.
The goal of the interview process is to walk away knowing if you want to continue with the candidate or pursue other candidates to find a better fit.
Focus On Workplace Culture
Workplace culture is increasingly becoming more important. Retaining the top talent you worked so hard to hire is another challenge you should be ready to take head on.
People want to work at a place where they feel appreciated and there are opportunities for growth. When people are looking for jobs, they are more likely to go to companies that have a great culture already in place. If there are perks and/or benefits you offer, be sure to advertise them.
Once you hire new employees, have a training/onboarding plan in place. This will ensure that the transition is smooth and also allows you to set expectations from the beginning.
Work With Trade Schools
If you’re specifically looking to hire technicians, trade schools are a great place to start. Trade schools teach technicians the skills needed to enter the workforce and it’s a great opportunity to foster young talent as well.
The technicians that go through trade school should be well prepared to handle basic and even advanced, specialized responsibilities.
Employee Referrals
Your current employees could be a great resource for you when it comes to recruiting! Leverage your team’s network and see if there are any good prospects that they can recommend.
More than likely, they know people that work in the industry and what they can bring to the table.
See how FieldEdge can further your employee’s success! Book your FREE personalized demo today!
Conclusion
Recruiting top talent for your service business doesn’t have to be a challenge if you know how to approach it. As we’ve mentioned, be sure to have a plan of action and think through everything. Once you have a plan of action locked down, you can use it for present and future recruiting efforts.
In this blog you learned how to:
- Identify your business’ hiring needs
- Draft job descriptions
- Ask the right interview questions
- Explore the importance of workplace culture
- Partner with trade schools to hire new technicians
- Use employee referrals as a hiring resource
