How to Hire Quality Staff in a Shrinking Talent Pool

How to Hire Quality Staff in a Shrinking Talent Pool

Welcome…• Relax• Enjoy – eat, drink, connect,• Be Open – take notes, ask how?• Respect – phones• Participate – share• Contribute & Win…• Link to slides –

slideshare.net/tradeinsights

Who is PROTRADE United?We believe in a united effort and collective knowledge to help you find an even better way to run your business…

Trade specific solutions in…• Strategy – income, cash-flow, profitability, team

development• Accounting – structure, tax minimisation, • Marketing – online & offline• System Integration – streamline IP into the cloud &

protected

Why PROTRADE United?Ultimately for two reasons…

1. To give you the luxury of an unhurried life

2. To raise the standards of trades and related service businesses around Australia

Biggest Challenges?

Adapt the ideas…

Does it get any easier?

Does it get any easier?

What is the real ‘cost’ of mis-hiring?

Where are your efforts going?

The Cost of Doing What Everyone Else Does…

The Reality…• More baby boomers retiring• Top talent pool is getting smaller• Hiring to become even more

difficult• Embrace Millennials• Create a workplace that breeds

loyalty• Understand your people• The BEST are already employed

Change…are you up for it?

The Overall Process1. Hiring (Attracting)2. Induction & Training for Success3. Performance Management4. Leaving

The Overall Process1. HIRING2. Induction & Training for Success3. Performance Management4. Leaving

Hiring Success Be on the front foot – always be

looking Create a virtual ‘bench’ Have a stepped process Don’t cut corners/react – it will bite

you Be patient (no breath vs. bad

breath!) They must convince you If in doubt…keep looking

Hiring Success1. Have a vision - know who/what you

want2. Create the environment3. Hire from within4. Sell the opportunity5. Qualify TOUGH6. Make them apply7. Interview & offer

1. Know who you want (see it)1. Key attributes – skill/attitude2. Match for the values3. Position description

2. Create the environment1. Leadership & Core Values2. Get rid of the C’s & D’s3. Career progression & opportunity4. Training & development5. Flexibility6. Feedback7. Recognition

Attitude/Values

Skill/ResultsA

C

B

D

What has been valuable?

3. Hire from within/networks1. Reward existing team2. Connect with your networks

(social)3. Website – promote to your

networks

4. Sell the opportunity/business1. Why work with you company?2. What do you offer that is different?3. Attract/excite vs. Scare/push away

5. Qualify TOUGH1. Automate with application process2. Guard your time 3. Invest in only those that

qualify/follow directions4. Check social media first

6. Make them apply1. Start simple – then progress2. Can they follow directions3. Detailed work history vs. resume4. Check references/social media first5. Skills/ability tests – never believe

them

7. Interview & Offer 1. Rule of 32. Be thorough3. Take notes4. Don’t fluff/waste time 5. T.O.R.C.6. Keep digging until you are 97%

sure7. Ask ‘what don’t I like?’8. T’s & C’s

Example…1. Created a great team environment2. Promoted the opportunity - internally3. Website link – simple questions*4. 3-page application*5. Phone - T.O.R.C./profile check6. Basic skills test 7. Team interview8. 1-1 interview9. Job offer

What has been valuable?

Tom Reardonwww.awx.com.au

What ACTION will you take?

Do nothing!What gets in the way…

LIFE!

Your opportunity to get clearComplimentary Strategy Session• Where you are• Where you want to

be • The Game Plan to

get your there…

Participant or Spectator…?

Some of our clients…