In the dynamic world of contracting, success hinges on the quality of your team. The phrase “Always Be Hiring” has become more than just a slogan, rather it’s a mindset that drives a proactive approach to recruitment and training.

With the shortage of skilled labor, applying a homegrown approach will create a well-trained workforce, increasing company growth exponentially. In this article, we’ll take a deep dive into the ABH philosophy and explore effective recruiting tactics for enthusiastic individuals who possess a good attitude and are coachable.

Is chasing the skilled labor workforce really worth it? Unless you have a bunch of money and time, recruiting already-trained technicians is bleak at best and usually not a good outcome.

From my own experience and being deep in conversations with contractors, hiring an already trained skilled technician has a 30 percent chance they can do what they say they can do and will be a good fit for your company culture. Couple that with the shortage of available skilled techs, plus, onboarding costs, and we can all deduce it’s usually not worth the investment.

Outside the Box

However, recent statistics show that more than 52 million Americans, equal to one-third of the workforce, are making less than $15 per hour. Looking outside the box of your traditional recruiting methods is a way to increase your company’s growth.

Consider hiring for attitude, willingness to learn, coachability, and aptitude and train them. Think of other areas to do your recruiting, i.e., shopping malls, fast food, retail sales associates, data entry clerks, warehouse personnel, cashiers, nursing homes and grocery stores.

The ABH philosophy encourages contractors to continually seek out and engage potential talent, even when there aren’t immediate job openings at their companies.

This approach not only ensures a consistent talent pool, but also allows for more selective and deliberate hiring decisions. Revamp or adjust your recruiting and hiring practices to include digitizing and using social media to recruit workers. Vet applicants by using interview testing, personality tests, mechanical aptitude, etc., and find which applicants are not going to make it or fit your company culture.

One of the best-kept secrets for recruiting is hiring women for technician positions. As someone who has helped young women from a high school age enter the workforce, I can attest that this works. With the awareness and expense of safety, materials being lighter, and the use of technology, the job has changed to make the job versatile for the amount of strength needed to do a task. As a disclaimer, confirm all of your hiring practices with your HR department or hire outside services to review your practices.

Recruiting Tactics

• Have a highly engaging online presence with your company website. As most applicants will find you on their phones and be directed to your website, make sure your web pages are phone-friendly and can be viewed from any device type. Create a landing page designated just for recruiting and use social media platforms and job boards. Showcase the culture, values, and opportunities your contracting business offers. Highlight success stories of young team members who have grown and professionally developed within the company. Make it easy for potential applicants to immediately see what your company offers. Create a specific business card that is used just for recruiting with a QR code printed right on the card that directs them to that landing page on your website.

• Attend job fairs, trade shows, and local community events to connect with potential young talent. Engage in conversations that showcase your company’s commitment to personal growth and development.

• Offer internship programs to local high schools, technical schools and colleges. These programs can serve as a stepping stone for young individuals to gain exposure to the industry and your company’s work environment. Have a one-day job shadow program for interested students. At the college-age level, offer paid ride-alongs. 

• Encourage your current employees to refer younger individuals, friends, or family who possess the desired traits. Consider offering incentives for successful referrals.

• Partner with educational institutions and workforce development agencies to provide guest lectures, workshops, and career talks. Bring your techs, have them dressed in their uniform, and be sure you are transparent with their role. Record them and add them to your website landing page.

Depending on where you are in this effort, this will take some time, funds, and persistence. Start with the website and just open your eyes when you are out in the public eye.