Here at Work With Your Handz we work with companies large and small, from 3 employees and one service area to 250 employees and multiple locations. No matter the size of your company, the benefits of belonging to a contractor’s group are enormous, and the dividends can be felt far into the future.
As the recruiting experts for the residential service industry, we are often asked what we see for the future of the field. Our predictions for 2023 are based on historical trends and recent macroeconomic environment developments.
If you own or operate a residential service business, you are probably acutely aware of the war for talent. Across the board we are seeing a rise in incentives to bring talent in and retain it. It is exciting to see those in the industry come up with creative and new ideas to stand out among their competition.
Aside from a signing bonus, the most impactful incentive a company can offer, we see some exciting and out-of-the-box spiffs and culture differentiators companies have been offering.
If you are a residential HVAC technician, plumber, appliance technician, or electrician, there are a few crucial questions you should make sure to ask during an interview.
You will always want to ask the standard questions regarding benefits, schedules, and pay, but there are other critical questions to include to ensure that the job is a good fit. These questions include:
When it comes to recruiting, Cost per Hire, Time to Fill, Cost per Applicant, Cost per Click, and conversion ratios are all critical metrics to track.
Tracking data when recruiting is essential to being successful. When deciding what metrics to follow it is helpful to look at your market and decide what data seems most important, where you are struggling, and how much you are spending.
We’ve all heard about the great labor shortage that is plaguing many industries right now and none have been harder hit than the Skilled Trades. Research shows that we’re going to need more than four million skilled laborers to replace the nearly eight million lost from the labor force during the pandemic among other issues. In addition to those lost, a lack of public education, and exposure to the trades is another major cause of the labor shortage. A 2017 study found that only 3% of people aged 18-25 wanted to work in skilled trades, yet there are still over 6 million skilled trade jobs open across the US.
With over 50,000 jobs boards available to the job seeker, what makes your job posting stand out from all the others? When Work With Your Handz publishes jobs for our clients, we do everything in our power to ensure that they stand out and get seen. By doing so we are able to attract the most talented job seekers, who know that our clients can give them what they need, want, and deserve.
So how do we do it? Read on to find out!
Job seekers often go into interviews prepared to answer all kinds of questions. The most common question interviewers ask is “Tell me about yourself” or “What has you looking for a new job?”. An interview can then take several twists and turns as the interviewer gets to know you a bit and figure out if you are a good fit for the role. But what about you? When do you get to figure out if they are a good fit for you; and how do you do that? Most importantly, why should you interview them as well?
One of the most critical positions in any residential service company is the Service Manager. Whether this is for your HVAC, Plumbing, Sales, or Electrical team, the essential elements of a successful Service Manager remain the same.
When many people hear the term “skilled trades” their minds go toward low-wage jobs for high school kids who couldn’t hack college and settled for a no skill required, easy future. However—while that stereotype couldn’t be further from the truth—it has managed to keep millions of young adults from pursuing rewarding, lucrative careers; and the lack of candidates entering the trade is being felt in all the trades across the country. A recent report noted that California is spending $6 million on a push to revive the reputation of vocational education, and $200 million to improve the delivery of it. They are not alone in this effort.