Experience Files

Smart business owners are continuously on the lookout for great talent, regardless of their current staffing levels. Let's face it, unexpected events happen. Employees might land a better job offer, grow tired of their current situation, relocate, or tragically, pass away far too soon.

You might be thinking, "I'll just deal with it when it comes up; no sense in upsetting the applecart." This reactive approach is a recipe for unnecessary anxiety and stress. Why scramble in an emergency when you could have a stack of resumes from potential candidates ready? Remember, placing job ads doesn't obligate you to hire anyone immediately.

Cultivate a Talent Pipeline

Be proactive by consistently running ads for every position within your organization. Yes, that means every position, especially those held by employees you can't imagine ever leaving. These are often your most essential roles, and their unexpected departure could cripple your operations.

"But what if my current employees think they're about to be fired?" This is a valid concern, and posting ads in secret could indeed cause grief if discovered. The trick is to be transparent from the start. Explain to your team that this isn't about any single individual; it's a company-wide strategy to ensure stability and growth across all roles.

Ethical Hiring and Broadening Your Search

While the idea of hiring away key employees from competitors to weaken their business might seem appealing, especially if you feel they deserve it, I strongly advise against it. What goes around often comes around, and you wouldn't want it to happen to you.

Instead, consider looking beyond direct industry experience for your next hires. If you need a water damage technician, explore candidates with transferable skills from other service industries like plumbers, electricians, or HVAC helpers. These individuals are often accustomed to after-hours work, comfortable interacting with homeowners and clients, and may be looking for advancement or a change from their current roles where they feel undervalued. Imagine the benefit of having someone with plumbing experience on your restoration team! Best of all, in my experience, they often come without ingrained "bad habits" from other restoration companies, offering a blank slate for you to train and develop.

Don't manufacture unnecessary anxiety by waiting for a crisis. While the old adage "hire slowly, fire quickly" has merit, there's no reason you can't streamline your hiring process to always have strong candidates ready when opportunity knocks or needs arise.