“Realize that employees and the customers both have to be engaged, at the same time, to move your business forward for sustainable success.”

-Robert G. Thompson, author of Hooked on Customers: The Five Habits of Legendary Customer-Centric Companies

There is no way around it- a concrete and hardscape job requires a lot of hard manual labor. Finding the right people for your crews is often the number one factor preventing successful companies from growing.

How do you find the right people that will work hard, do the job well, and stay with you?

The first step is to build a business that they can be proud to work for. By having an reputation for great work, workers will know they'll have steady jobs coming in. It all starts with customer service and delivering on your word. The best workers who take pride in a job well done care about the reputation of who they work for. You'll attract the best if you can show you're building a company only for the best.

Here are 5 ways to hire a crew that will help you succeed! 👊

1. Define the roles and responsibilities

Before you start recruiting, it's important to define the roles and responsibilities of each member of your crew. This will help you to determine the skills and experience you need in each position, and ensure that you are hiring the right people for the job. Make a list of the key responsibilities for each role, and determine the level of experience and expertise required for each one.

2. Develop a job description

Once you have defined the roles and responsibilities, it's time to develop a job description for each position. A job description should include the key responsibilities, the qualifications required, and any other relevant information such as hours of work and pay rate. Be clear about what you are looking for in each candidate, and make sure that the job description accurately reflects this. Be honest about the work and expectations, it's best for all involved to be upfront about what's expected.

3. Screen applicants properly

Once you start receiving applications, it's time to screen the candidates to determine who is the best fit for the job. You can do this by reviewing resumes, conducting phone interviews, and/or asking candidates to complete a skills test or assessment.

Look for candidates who have the right skills and experience for the job, as well as a strong work ethic and a positive attitude.

4. Give employees a trial run

Before you hire employees and put them on payroll, let them know you'd like to see how they work. Let them know this is a test period- and you'll be paying them an agreed hourly/daily rate. If you already have a trusted foreman- put them on their crew for a couple days (get a second opinion and see how they work away from the boss).

Often problems that may arise will occur early on, and this lets you to test out an employee before the hassle of hiring a full-time on the books employee. Check payroll rules, but most states allow cash payment under a certain amount, ($600 for example) before the need to collect payroll taxes or issue 1099 or W2.

5. Incentivize recruitment from your team

If you have a great employee(s) already- let them attract like-minded workers. Provide a referral bonus to your current employee. For example, $2,000 to employee and the new hire after 6 months on the job, to incentivize both staying and working hard.

Need help building your business for success?

Home Service Pup provides an all-in-one customer service solution that can help you stand out from competitors, big and small, by delivering the best service. Our time saving solution makes it quick and easily for customers to contact you, to follow-up on leads, and to provide service before, during and after the sale.

Learn how we can help