Key Takeaways
The Lowdown
Before hiring even the best job applicant, screen candidates by paying them to work with you for just one day.
How can a one-day paid trial hire help to screen trade candidates effectively?
A one-day paid trial hire allows you to verify trade candidates’ skills and culture fit in real residential service settings. This ensures they meet your standards before permanent employment.
What are the benefits of outsourcing trial payroll to a temp agency?
Outsourcing trial payroll to a temp agency limits your legal liability and reduces the paperwork burden, making the hiring process smoother and more efficient.
How does a one-day trial hire create a low-risk transition for both parties?
By testing service work candidates before they quit their current jobs, a one-day trial hire ensures a safer transition. This allows both you and the candidate to assess compatibility without high stakes.
Why is it important to treat all applicants like future customers during the hiring process?
Treating all applicants like future customers helps protect your brand reputation and industry standing. This reinforces the importance of a positive experience for every trade candidate you screen.
Outline
Introduction – Get The Numbers On Your Side
Are you tired of hiring what seems like the perfect service technician, only to have them quit after a few days or weeks? It’s a frustrating and costly experience, especially in the busy world of residential service contracting. It’s crucial to screen candidates, but how do you go beyond a good interview and truly assess if someone is a good fit for the job and the unique demands of working in clients’ homes? This article offers a practical, innovative approach to screening candidates that will save you time, money, and headaches in the long run. Screen candidates by paying them to work with you for a day. (Even your leading candidates.)
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Screen Job Candidates to Avoid Inconvenient Resignations
Have you ever received a text like this from a new hire? (Remember, this applicant interviewed great!)😥
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.💖 (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’ to screen candidates…👍👍
Key Technique to Screen Out Candidates
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.
A job trial is common practice even in the corporate world. Let’s adapt it to the home services industry as well.
RESOURCE: I’ll share the step-by-step written procedures to easily implement Working Interviews in our 3-hour, online Hiring the Very Best! seminar. To learn more and/or easily register online click HERE.
How to use a ‘Trial Hire’ to Screen 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!👌
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 to screen candidates 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”.
Key Reminder: Again, to convince these Very Best People to wait you must offer an ‘above-average career opportunity’. (I share how to build this Very Best Company in our Hiring the Very Best! seminar!)💲💲💲
Summary – Better to Lose One Day than to Waste Months
So, there you have it – a proactive way to screen candidates and build a team of reliable, long-term service technicians. Implementing this “working interview” strategy might seem a little different at first, but the payoff in reduced turnover and improved employee satisfaction is well worth it. Remember, effective screening candidates is an investment in your company’s future. Give this method a try and see how it transforms your hiring process! We’d love to hear about your experiences and any tips you discover along the way.