Hiring and Recruiting “People are our greatest assets” We are in the PEOPLE business
Tools for a “Good Hire” • Placing The Right Ad. • Phone Screening. • Reference and Background. • Follow – Up • McQuaig Survey. • Carpenter/Salesman's Test. • The Presentation Book.
The Team Members • Starting Out: • Owner • Office Manager (prior to orientation) • 1st HRS ( 2 days min.prior to orientation) • Remodeling Consultant (TBD) • As You Grow: • More HRS’s • Production Supervisor (Your 1st HRS)
The Hiring Process • Assess the need – • Recruit - Place the ad/look ask for referrals • ANSWER the phone / log the calls • Screen the Applicants/Weed out • GAME TIME – Interview • Hire the BEST
Assessing Your Needs • How do I know when to hire? • When do I start hiring? • Do I need an Office Manager to start? • How many HRS do I need to start? • When do I start my HRS’s?
Answers • Placement of ads and hiring 4 weeks • Office manager 6 weeks before • Sales – review needs with Regional Director
Recruiting:Where to Find Team Members • Newspaper Ads • Networking with suppliers • Networking with subs • Networking with team members (bonus program) • Vehicle Signs / Job Signs • Internet – Monster for office • Your Web Site
Newspaper Ads • Place ads we give you! • Ads work ONLY if you make them work! • Put the logo in the ad (Rachel) • Answer the calls • Look for people outside your area!!
Other Methods • Suppliers – They will work some of the time • Your Team- Referral bonus plan in place • $500 per hire / given $250 after 90 days and $250 after 6 months PER referral that stays!
Other Methods • Trucks – Have a truck at the office when you interview! Use truck signs/ drive the truck until you hire! • Internet – good for Sales and OM • Use your website
The Interviewing Process The Phone Interview • Goal: Not to hire, only to qualify. • Key Questions • Are you currently employed? • Why are you seeking employment? • Do you have reliable transportation? • What tools do you have? • What attracted you to call? • What are you current wages and what are you seeking? • What is your time frame? • Use the phone application form. • Resumes or work history. • How to set up an interview. • At your office (block out 2 hours). • Specific time during business hours.
Weeding Them Out • DO NOT disqualify on location! • Start the selling process on the phone! • Answer or return all calls before the end of the day! Leave a cell number to reach you!
Interview Process (con’t) The Face to Face Interview • Prepare (forms, presentation book, pens). • Review phone application. • Thank them for being on time. • Ask stage 1 questions to get a feel. • Meet in a quiet place (phone off). • Ask for resume **not necessary for HRS’s**. • Talk 20%, listen 80%. • Ask them to fill out application and background check form (leave the room).
Face to Face (con’t) • Reflect and prepare additional questions. • Look at completed application. • Discuss job history. Key question!! • “Why did they or why do they want to leave their last job?” • Ask applicant stage 2 interviewing questions. • Presentation book (20 minutes). SELL SELL SELL • Watch body language. • Ask yourself 3 questions: • Can they do the job? • Will they do the job? • Will they fit?
Using the Presentation Book • Sells the whole company ! • Answers questions before they are asked • Sets you apart from the pack • You can download updates on red house.
How to Decide • McQuaig survey. • Always check them out. BR/Drug/ References. • Call former employers. • Review qualifications. • Their history of job changes ? • Second interview. • Bring in someone else to interview them. • Ask….Are they looking for a job or a career ?
Check ‘Em Out • McQuaig – Sales, PM, Office manager • Carpenters/ Salesman's test – • CIS/ drug/ background checks • Criminal • MVR • SS trace • References • Employment verification / education • Credit
Taking Them OFF the Market • Carpenters – looking today gone tomorrow • Sales – 2 or 3 interview process • Office manager – 2 – 3 interviews • Project manager – 2 interviews over a week
Hiring the Carpenter • Wording to take them off the market • Like to make you an offer • Pending a background check • Like to discuss a start date and brig you in to meet… • Do you like what you hear? • Lets discuss bringing you on board, what do you think? • Once everything clears we would like to make you part of the team
Summary Organization: • Have a process and follow it. • Know when you need to hire. Time: • Be willing to spend the time to find the right employees. Investment: • Hiring right pays for itself. • Good employees are not cheap. Commitment: • Treat hiring with as much value as anything else you do. • Stick to a process that works.