01-13-2011 09:48 PM
RECRUITING + HIRING EMPLOYEES
“There is a way to do it better – find it” – Thomas Edison.
We all complain about the access to skilled trades in this business yet most of us don’t do anything to manage the problem. This problem is much easier to overcome if you use a hiring system that ensures you find and motivate the right people. Everybody on the team needs to have the right attitude and everybody needs to be a problem solver – without this you will never make a profit in this or any business, its that simple!
Your overall company objective needs to be simple:
By hiring the right people these objectives can become reality, without the right people it will not happen.
Also consult HR module of CLP program study guides.
By implementing a simple yet effective system like this you create opportunities for your company that are un-matched by any of our other systems. By hiring the right people you are preparing your company to produce the results you really desire, a highly skilled team with the right system will create opportunities at every turn – by recruiting year round using this system you will prepare your company to grow and continuously improve successfully. If you don’t have the right people on the team there is no chance for successful expansion of the company or your profits. Recruiting is really quite simple in theory, the more people you consider the better the chance you have of finding the superstars. By using a system to screen those candidates your chances of finding superstars improves exponentially. Imagine screening 5000 candidates a year, then hiring only 50 of them and ultimately keeping only 5 people on after their probationary period – that would mean you hired 1 in 5000 applicants, if you were hiring without a system, and you simply hire the first guy to apply each time, it would take you 5000 hires to find the same 5 superstars! Consider your company like a pro sports team, you need to hire the best if you want to win, and by winning, we are suggesting that anything less than double digit profits is a loss!
In the pre-interview and personal interview most of the questions should be positioned to gather information relating to the following:
Add new step here – after the personal interview, the recruiter should decide if the candidate is worthy of testing to confirm aptitude and skills. If areas 1, 2, 3 look good in the interview than its time to consider areas 3-9. The following testing will help make the initial decision, but the two week working interview and the 3 month probation will ultimately allow more accurate assessment of areas 3 to 9.
Aptitude Testing – this test can be on paper or it can be completed using our Aptitude Testing Modules in the training area (to be built). These aptitude tests will help help the interviewer understand how the applicant thinks and solves problems, and the tests will also help assess current trade related knowledge. We (will) have different aptitude tests for Construction Landscape Technician, Construction Landscape Labourer Unskilled, Horticulturalist, Landscape Maintainer, Snow and Ice Technician, Carpenter, Stonemason, AZ Driver, Delivery Driver, Landscape Designer, Office Admin, Accounting, and general manager.
Skills Testing – the applicant completes three tasks that relate to the position and completes a short written skills test (to be built and added to our HR area)
These tests allow us to first assess Safety, teamwork, process, capability to monitor changing conditions, general problem solving, attention to quality, responsibility, and adaptability. Second – we can assess the candidates mechanical aptitude, mechanical knowledge, industry knowledge and skill set.
Once we have clearly made these assessments we can then assess our risks and rewards clearly. We need to do the testing to accurately consider risks like turnover, theft, absenteeism, compensation claims, legal claims, capability to learn, ability to do the work mentally and physically, and last but not least work pace. Work pace can only be accurately assessed by completing a two week interview immediately upon being hired. The landscape industry is physically demanding – some people just are not prepared for the physical challenge – and never forget, the world is full of mentally and physically lazy people, the two usually go hand in hand!
After providing the offer of employment it is wise to add into the offer that it is valid based on the applicant submitting a complete health physical and a criminal background check. This will flush out any issues before hiring the candidate.
Find out more about our systems for success and an upcoming Business Management Workshop at your local Cat dealer with landscapemanagementnetwork
10-29-2010 06:20 AM
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08-20-2010 04:22 PM
Referrals from suppliers, other trade contractors, other employees. Temporary agencies are good as well. Costs more intially, but you get to see how they work, and if they keep a crazy aunt in the basement. If they work out well, pay off the temp agency for a permanent placement.
08-19-2010 05:04 PM
Good question and tough to get specific as the nature of your business may demand different requirements- education vs. skilled labor. Also, depending on the region your in things could be better or worse. All in all, with unemployment being what it is, Id say you should have a good shot at applicants, but do they meet or have the job skills you want and can you invest time and money in entry level youth that have never been employed before. This is not going to go away-- probably just get worse for a bit. People are reinventing themselves everyday now so patience is key on all parties.
Colleges and hiring firms are always a good choice to test the waters...