BEFORE Hiring Do a ‘Trial Hire’

KickStart: BEFORE hiring even the best job applicant pay them to work with you for a day.

Have you ever received a text like this from a new hire? (Remember, this applicant interviewed great!)πŸ˜₯

resignation text

If so, here’s the deal: You LOVE the Home Services industry. (Me too!) But hard as it is to believe…

There will be quality people (that pass your Hiring Funnel with flying colors) who simply won’t like the actual work and/or stresses of working in your client’s homes!😲 This isn’t anyone’s fault. Instead, get proactive when you…

1) Make ‘recruiting’ an ongoing, routine process.

2) ‘Romance’ ALL your job candidates.πŸ’– (They might be future clients!)

3) Sort out the ‘Very Best People’ with your Hiring Funnel. (An immediate Zoom Interview will be a big help!)

4) ONLY do ‘in-depth’ interviews with your best prospects. Once you’ve identified the best people here’s Steve’s ‘Secret Sauce’…πŸ‘πŸ‘

Invite your top applicant to a full day, (paid) ‘Working Interview’ to see if your job will be a good fit for you AND the best candidate.

NOTE #1: If your applicant is currently employed (preferred) do this ‘Working Interview’ BEFORE they quit their job.

Hiring the Very Best class

RESOURCE: I’ll share the step-by-step written procedures to easily implement Working Interviews in our 3-hour, online SFS: Hiring the Very Best! LIVE seminar. To learn more and/or easily register online click HERE.

This ‘Trial Hire’ approach offers huge advantages for both you and your top job candidates:

say goodbye to poor employee candidates

A) A Working Interview takes the pressure off both sides. Your candidate can get ‘hands-on’ and you get to see them ‘in action’. And if either side doesn’t like what they see? Just wish each other the best and walk away!πŸ‘Œ

B) The investment is minimal. Your applicant invests a day of their life and you pay them the job’s proposed daily salary.

NOTE #2: Arrange for a local temporary help agency to handle the tax withholding and worker’s comp paperwork. They’re set up for short-term workers. (Explain to the temp company that if you don’t hire the candidate they’ll likely be available for the agency’s use.)

Remember that the above approach works best when you’re not under pressure to hire quick. If your candidate and you both want to go forward explain they’re “approved for your next career opening pending a background check”.

Final Reminder: Again, to convince these Very Best People to wait to wait you must offer an ‘above-average career opportunity’. (I share how to build this Very Best Company in our SFS: Hiring the Very Best! LIVE seminar!)πŸ’²πŸ’²πŸ’²

Best wishes and please let me know how these tips work in your company!


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