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In today\u2019s economy it is very difficult for small business owners and employers to hire the right candidates (especially those who already know how to use plumbing software) for job postings. In a recent survey conducted by the MRI Network the job market is very candidate-driven: \u201cCandidates are in higher demand. There are more positions open than qualified, interested and motivated candidates to fill them. Candidates have more job opportunities\u00a0 due to the creation of new positions\u00a0 and an overall healthy market.\u00a0 All of this is especially evident in the plumbing industry. The Bureau of Labor Statistics predicts 16% growth\u00a0 from 2016 to 2026. There will be many companies springing up and those companies will be looking for the candidates you have in your sights.<\/p>\n
So how do you ensure that your plumbing company is taking advantage of qualified leads in the workforce before your competitors do? Luckily we have compiled a list of\u00a0 12 plumber recruitment tips to help you with such a problem.<\/p>\n
Recruiting Tip# 1: Use the job description to show the impact that will be made by the plumbing candidate<\/b><\/p>\n
The job description is often a generic explanation of the type of candidate\u00a0 being hired, \u201cA hard-working, self-directed employee who can take on challenges as they arise.\u201d A snooze fest. Whether you\u2019re a job seeker or a recruiter, we\u2019ve all seen a description like this. What scope of work will they see instead? What kind of income is your business currently experiencing? What\u00a0 growth patterns have other candidates experienced in the company in the past? What potential leadership opportunities exist?<\/p>\n
Recruiting Tip# 2: Conduct the Interview like a professional<\/b><\/p>\n
When was the last time you interviewed someone and \u201cforgot\u201d to send them an email to follow up? We are all guilty of it. We usually don\u2019t\u00a0 think about the negative effects that poor maintenance and tracking can have on our business. Many times a rejected candidate will return\u00a0 to their network and make negative comments about your business which can hurt your bottom line, and your ability to recruit in the future.<\/p>\n
Recruiting Tip# 3: Work to interview the \u201creal\u201d person<\/b><\/p>\n
an often be a very stressful experience, especially for the interviewee. Informing job candidates about each step of the interview process: how long each interview will take, how many interviews are in the process, and showing them around\u00a0 headquarters are\u00a0 ways to reduce stress for you and them and will provide a better chance to see who they really are.<\/p>\n
Recruiting Tip# 4: Empower your current employees to promote your business<\/b><\/p>\n
When you have a base of people who do a great job and whom you trust, use them as recommendation engines. Oftentimes, your current employees\u00a0 have a network of potential employees who can help meet your hiring needs.<\/p>\n
Recruiting Tip# 5: Go back to the future<\/b><\/p>\n
Sometimes a previous candidate not being hired is just bad timing. Reaching\u00a0 out to potential candidates who haven\u2019t been successful in the past can be a great way to hire the right candidate for today. Maybe their skill base has improved since then and now they\u2019re ready to fill your void.<\/p>\n
Recruiting Tip# 6: Go back to the future Part 2<\/b><\/p>\n
At first glance, this seems like an unusual tip. However, if you had an employee who left on good terms for a better chance somewhere else, maybe things have changed. Maybe they don\u2019t get the same satisfaction from this new business, or maybe you\u2019re big enough to offer them a better payment plan.<\/p>\n
Recruiting Tip# 7: Use an variety of job sites<\/b><\/p>\n
Different candidates use different job sites to find what they are looking for. Using\u00a0 one or two job sites can keep that perfect candidate in the dark. Try Craigslist, Linkedin, Ziprecruiter, Monster, and Indeed as online resources. Also, use the fairs and community features to promote your vacancies.<\/p>\n
Recruiting Tip# 8: Grab the attention of passive candidates<\/b><\/p>\n
A passive candidate is someone who is not currently looking for a new job. They may want to change industries if given the opportunity, or they may not know that there are great opportunities out there. Using social media, referral marketing, creating content\u00a0 on your website and other means will help you attract\u00a0 passive applicants to your area.<\/p>\n
Recruiting Tip# 9: This isn\u2019t your parents job market anymore<\/b><\/p>\n
It is important, given the abundance of candidates in the labor pool and the change in mindset of the pandemic worker, not to\u00a0 waste time. Oftentimes, you will get too many people hired for one position. Instead of the traditional resume process, is there a hands-on plumbing test that employers can take to gauge their skills?<\/p>\n
Recruiting Tip# 10: Tout your brand<\/b><\/p>\n
One of the most difficult aspects of marketing is brand awareness. Whether it\u2019s due to sloppy work, an unrealistic customer\u00a0 or negative online reviews, there are many things that can fuel a bad brand. By promoting the creation of positive reviews and aggressive SEO marketing, you can help boost your company\u2019s image\u00a0 in the eyes of potential candidates.<\/p>\n
Recruiting Tip# 11: Address potential candidates pain points in the listing<\/b><\/p>\n
Sometimes candidates aren\u2019t sure what you\u2019ve indicated is their optimal fit. Why? Since you haven\u2019t listed the pain points they may be\u00a0 experiencing and how you can help them fix it. Maybe they are the industry average and you can help them do better. Maybe they don\u2019t have the freedom they want and you can make that happen.<\/p>\n
Recruiting Tip# 12: Only hire someone if you absolutely need to!<\/b><\/p>\n
This tip makes most\u00a0 small business owners happiest when understood right. Often, as your business grows, your immediate thought is to engage more organizations to help with changing needs. Sometimes, as you get bigger, technology can be a cheaper ally in the hiring process. If this is an admin role\u00a0 you\u2019re looking for, is there a CRM technology that can help fill the gap? If this is an accounting and administrative need, is there a payment and invoicing technology that can help solve this bottleneck, instead of just hiring more people?<\/p>\n
Often, small plumbing companies are victims of their success. What do we mean? One of the biggest mistakes a growing business makes is failing to perform a well-staged break-even analysis after its business has expanded. In the end, they had to hire too many new employees and their business couldn\u2019t handle the new expenses. Other major mistakes made by a company during\u00a0 expansion are:<\/p>\n
We know you won\u2019t make these mistakes. You have\u00a0 in front of you the best strategy. So, using this recruiting tip list, go ahead and grow your business so you can allow your clients and community to lead their lives the best they can.<\/p>\n","protected":false},"excerpt":{"rendered":"
In today\u2019s economy it is very difficult for small business owners and employers to hire the right candidates (especially those who already know how to use plumbing software) for job postings. In a recent survey conducted by the MRI Network the job market is very candidate-driven: \u201cCandidates are in higher demand. There are more […]<\/p>\n","protected":false},"author":1,"featured_media":6039,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[18],"tags":[],"class_list":["post-6038","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-industry"],"acf":[],"yoast_head":"\n