The Future of Recruitment: Trends and Predictions in the Residential Service Industry Cover Image

The Future of Recruitment: Trends and Predictions in the Residential Service Industry

Posted on by Darien HarrisLeave a Comment on The Future of Recruitment: Trends and Predictions in the Residential Service Industry

The residential service industry is poised for significant growth due to factors like an aging population and increasing demand for convenience. According to the Bureau of Labor Statistics, employment of heating, air conditioning, and refrigeration mechanics and installers is projected to grow 5 percent from 2021 to 2031, about as fast as the average for all occupations. The Bureau of Labor Statistics predicts that about 40,100 openings for heating, air conditioning, and refrigeration mechanics and installers are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

As the residential service industry expands, the competition for qualified talent will become a bigger challenge for businesses. To attract and retain top talent, it is crucial for companies to adopt new recruitment strategies. Let’s explore a variety of trends and predictions for the future of recruitment in the residential service industry, along with valuable tips residential service company owners can use to sustain and fuel growth. 

Trends and Predictions

Trend #1: The Rise of Technology

Technology plays an increasingly vital role in recruitment. Businesses are leveraging automation tools to streamline tasks such as resume screening and interview scheduling. A great example of the rise of technology impacting the residential service industry is Tauris McBride, founder of Tauris Tech. Taurus Tech uses VR training to prepare his students for the New York City Refrigeration license exam. 

There are a number of technologies that will play an increasingly vital role in recruitment for residential service companies. These include:

  • Artificial intelligence (AI): AI can be used to automate many of the tasks involved in recruitment, such as screening resumes, scheduling interviews, and making hiring decisions. This can free up human recruiters to focus on more strategic tasks, such as developing relationships with candidates and building a strong employer brand.
  • Machine learning (ML): ML can be used to analyze data from past hiring decisions to identify patterns and trends. This information can then be used to improve the accuracy of future hiring decisions.
  • Big data analytics: Big data analytics can be used to collect and analyze large amounts of data about candidates, such as their resumes, social media profiles, and online activity. This information can then be used to identify candidates who are a good fit for the company and the role.
  • Virtual reality (VR): VR can be used to create realistic simulations of work environments. This can help candidates to get a better understanding of the job before they apply.
  • Augmented reality (AR): AR can be used to provide candidates with real-time information about the company and the role. This can help candidates to make informed decisions about whether or not to apply.

These technologies can help residential service companies to improve their recruitment process in a number of ways. They can help to:

  • Reduce the time and cost of recruitment: By automating tasks and using data analytics, companies can save time and money on recruitment.
  • Improve the quality of hires: By using AI and ML to identify qualified candidates, companies can improve the quality of their hires.
  • Attract top talent: By using VR and AR to give candidates a realistic experience of the company and the role, companies can attract top talent.

Residential service companies that embrace technology will be well-positioned to succeed in the future.

Trend #2: The Focus on Candidate Experience:

Businesses now recognize that providing a positive candidate experience is as important as the employee experience. For example, According to Top Echelon Network, 40 percent of candidates reject offers because another employer gave them an offer faster. Also, if you reduce the length of your application process to five minutes or less, you can boost your application conversion rates by up to 365 percent. By offering timely feedback and ensuring an easy-to-navigate application process, companies can enhance their reputation and attract top talent.

Residential service companies can provide a positive candidate experience that can enhance their reputation and attract top talent:

  • Start with a strong job posting. The job posting is the first impression that candidates will have of your company, so it’s important to make a good one. Be sure to include all of the important information about the job, such as the duties, responsibilities, and qualifications. You should also make sure that the job posting is accurate and up-to-date.
  • Be responsive to candidates. Once candidates apply, it’s important to be responsive to their inquiries. Get back to them as soon as possible, and be sure to answer all of their questions. This will show candidates that you’re interested in them and that you value their time.
  • Be transparent about the hiring process. Candidates appreciate knowing what to expect during the hiring process. Be sure to provide them with a timeline of what to expect, and let them know who they will be interviewing with. This will help to reduce anxiety and make the process more efficient.
  • Treat candidates with respect. This may seem like a no-brainer, but it’s important to remember to treat candidates with respect throughout the entire hiring process. This means being polite, professional, and courteous. It also means being honest and transparent with them.
  • Provide feedback. Even if a candidate is not selected for the job, it’s important to provide them with feedback. This will help them to improve their job search skills and make them more competitive in the future. It will also show them that you appreciate their time and effort.
  • Follow up. After the hiring process is complete, be sure to follow up with candidates. This is a great opportunity to thank them for their time and to let them know that you’re still interested in them. You can also use this opportunity to keep them updated on any new job openings that may be a good fit for them.

By following these tips, residential service companies can provide a positive candidate experience that can enhance their reputation and attract top talent.

Here are some additional tips that can help residential service companies provide a positive candidate experience:

  • Use technology to streamline the hiring process. There are a number of technology tools that can help residential service companies streamline the hiring process. These tools can help to automate tasks, such as screening resumes and scheduling interviews. This can free up recruiters to focus on more strategic tasks, such as developing relationships with candidates and building a strong employer brand.
  • Get feedback from candidates. After the hiring process is complete, be sure to get feedback from candidates. This feedback can be used to improve the hiring process and make it more efficient. It can also be used to identify areas where the company can improve its employer brand.
  • Celebrate successes. When a candidate is hired, be sure to celebrate the success. This will show candidates that their efforts are appreciated and that they are valued members of the team. It will also help to create a positive work environment where employees feel appreciated and valued.

 

Trend #3: The Need for Diversity and Inclusion:

The importance of diversity and inclusion in the workplace is gaining recognition. Businesses are actively seeking diverse candidates and promoting an inclusive environment, which fosters innovation and problem-solving.

There are a number of ways that residential service companies can seek diverse candidates and promote an inclusive environment. Here are a few tips:

 

  • Start with a diverse hiring pool. One of the best ways to ensure that your company has a diverse workforce is to start with a diverse hiring pool. This means casting a wide net when you’re recruiting candidates and reaching out to people from all backgrounds. You can do this by posting your job openings on a variety of platforms, attending job fairs, and networking with people in your industry.
  • Use blind hiring practices. Blind hiring practices are a great way to reduce unconscious bias in the hiring process. This means removing identifying information from resumes, such as names, genders, and schools attended. This will help you to focus on the candidate’s qualifications and experience rather than their personal characteristics.
  • Create an inclusive workplace culture. Once you’ve hired a diverse workforce, it’s important to create an inclusive workplace culture. This means creating an environment where everyone feels welcome and respected, regardless of their background. You can do this by celebrating diversity, providing unconscious bias training, and creating a culture of inclusion.
  • Be an ally. As a leader in your company, you can be an ally to your employees by speaking up against discrimination and harassment. You can also help to create a culture of inclusion by promoting diversity and celebrating the contributions of all employees.

 

By following these tips, residential service companies can seek diverse candidates and promote an inclusive environment. This will help them to attract top talent, improve their bottom line, and create a more positive work environment for everyone.

Here are some additional tips that can help residential service companies seek diverse candidates and promote an inclusive environment:

  • Be mindful of your language. The language you use can have a big impact on how inclusive your company culture is. Avoid using language that is discriminatory or offensive. Instead, use inclusive language that welcomes and celebrates diversity.
  • Be aware of your unconscious biases. We all have unconscious biases, which are beliefs and attitudes that we hold about certain groups of people. These biases can affect our decisions, even when we’re not aware of them. It’s important to be aware of your unconscious biases so that you can make more informed decisions.
  • Create opportunities for employees to connect with each other. One of the best ways to promote an inclusive environment is to create opportunities for employees to connect with each other. This can be done through team-building activities, social events, and employee resource groups.
  • Listen to your employees. It’s important to listen to your employees and get their feedback on how to create a more inclusive environment. This will help you to identify areas where you can improve.

 

By following these tips, residential service companies can create a more inclusive environment for all employees. This will benefit the company as a whole by attracting top talent, improving morale, and reducing turnover.

Trend #4: Be Clear About Your Company Culture:

In the competitive job market, it is crucial to communicate your company culture effectively.  Gartner research finds that 65% of candidates have cut short the hiring process because they found certain aspects of the job (e.g., work-life balance, development opportunities, company culture) unattractive.

There are a number of ways that residential service companies can communicate their company culture effectively and avoid candidates cutting the hiring process short. Here are a few tips:

  • Be clear about your values. The first step to communicating your company culture effectively is to be clear about your values. What do you believe in? What is important to you? Once you know your values, you can communicate them to your employees in a variety of ways.
  • Live your values. The best way to communicate your company culture is to live it. This means demonstrating your values in everything you do, from the way you treat your employees to the way you interact with customers.
  • Use language that reflects your culture. The language you use can help to communicate your company culture. Use language that is consistent with your values and that reflects the tone you want to set for your company.
  • Create opportunities for employees to learn about your culture. One way to help employees understand your company culture is to create opportunities for them to learn about it. This can be done through training programs, employee handbooks, and company events.
  • Celebrate your culture. One of the best ways to communicate your company culture is to celebrate it. This can be done through employee recognition programs, company-wide events, and social media.

By following these tips, residential service companies can communicate their company culture effectively. This will help them to attract and retain top talent, improve morale, and boost productivity.

Here are some additional tips that can help residential service companies communicate their company culture effectively:

  • Be consistent. The key to communicating your company culture effectively is to be consistent. This means using the same language, messaging, and behaviors across all channels.
  • Be authentic. People can spot a fake from a mile away. So it’s important to be authentic when communicating your company culture. Be yourself and let your personality shine through.
  • Be open to feedback. No company culture is perfect. So be open to feedback from employees and customers. This will help you to identify areas where you can improve.

By following these tips, residential service companies can communicate their company culture effectively and create a workplace that is positive, productive, and enjoyable for everyone.

Trend #5: Offer Competitive Pay and Benefits:

To attract top talent, it is essential to provide competitive pay and comprehensive benefits packages. Health insurance, paid time off, retirement plans, and other perks can make your offers more enticing.

Residential service companies can provide competitive pay and comprehensive benefits packages in a number of ways. Here are a few tips:

  • Research the market. The first step is to research the market and find out what other companies in your industry are paying their employees. This will help you to set a competitive salary range.
  • Consider the cost of living. The cost of living varies from place to place. So it’s important to consider the cost of living in your area when setting salaries.
  • Offer a comprehensive benefits package. In addition to competitive pay, residential service companies can also attract and retain top talent by offering a comprehensive benefits package. This could include health insurance, dental insurance, vision insurance, life insurance, 401(k) plans, paid time off, paid sick leave, and more.
  • Be transparent about compensation. It’s important to be transparent about compensation with your employees. This means sharing information about salaries, benefits, and other compensation-related topics. This will help to build trust and create a more positive work environment.
  • Be flexible. The workforce is changing, and employees are looking for more flexibility in their work arrangements. Residential service companies can attract and retain top talent by offering flexible work arrangements, such as telecommuting, flextime, and compressed workweeks.

By following these tips, residential service companies can provide competitive pay and comprehensive benefits packages. This will help them to attract and retain top talent, improve morale, and boost productivity.

Here are some additional tips that can help residential service companies provide competitive pay and comprehensive benefits packages:

  • Invest in employee development. Residential service companies can invest in employee development by providing training and development opportunities. This will help employees to learn new skills and advance their careers.
  • Create a positive work environment. A positive work environment is one where employees feel valued, respected, and supported. Residential service companies can create a positive work environment by providing opportunities for employees to connect with each other, celebrating successes, and recognizing employee contributions.
  • Be responsive to employee feedback. Residential service companies can be responsive to employee feedback by regularly surveying employees and taking action on their feedback. This will help to ensure that employees are happy with their jobs and that their needs are being met.

By following these tips, residential service companies can provide competitive pay, comprehensive benefits packages, and a positive work environment. This will help them to attract and retain top talent, improve morale, and boost productivity.

Trend #6: Invest in Employee Development:

Retaining top talent is possible by investing in their training and development. By demonstrating a commitment to their professional growth, you show employees that you value their skills and expertise. 

Residential service companies can invest in their training and development in a number of ways. Here are a few tips:

  • Set clear goals. The first step is to set clear goals for your training and development program. What do you want to achieve? Do you want to improve employee skills? Do you want to increase employee knowledge? Once you know your goals, you can start to develop a plan to achieve them.
  • Identify your training needs. Once you know your goals, you need to identify your training needs. What skills do your employees need to improve? What knowledge do they need to gain? Once you know your training needs, you can start to develop a training program that meets those needs.
  • Choose the right training methods. There are a variety of training methods available. You need to choose the methods that are right for your employees and your goals. Some common training methods include:
    • On-the-job training
    • Classroom training
    • E-learning
    • Mentoring
    • Coaching
  • Provide ongoing support. Training is not a one-time event. You need to provide ongoing support to your employees so that they can continue to learn and grow. This could include providing access to resources, such as books, articles, and websites, or offering opportunities for employees to network with each other.
  • Measure the results. It’s important to measure the results of your training and development program. This will help you to see if your program is effective and to make necessary changes. You can measure the results of your program by:
    • Tracking employee performance
    • Conducting surveys
    • Collecting feedback

By following these tips, residential service companies can invest in their training and development and improve the skills and knowledge of their employees. This will help employees to be more productive and to provide better customer service.

Here are some additional tips that can help residential service companies invest in their training and development:

  • Make training a priority. Training should be a priority for residential service companies. It’s an investment that will pay off in the long run.
  • Get buy-in from management. Training is more likely to be successful if it has the support of management. Make sure that management is on board with the training program and that they are willing to provide the resources needed to make it a success.
  • Involve employees in the planning process. Employees are more likely to be engaged in training if they have a say in the planning process. Get their input on what they want to learn and how they want to learn it.
  • Make training fun and engaging. Training should be fun and engaging if you want employees to retain the information. Use a variety of teaching methods and make sure that the training is relevant to their jobs.
  • Provide opportunities for practice. Employees need opportunities to practice what they have learned in training. This will help them to master the skills and knowledge and to apply them in their jobs.
  • Follow up with employees after training. Follow up with employees after training to see how they are doing. This will help you to identify any areas where they need additional support.

By following these tips, residential service companies can invest in their training and development and create a more skilled and knowledgeable workforce. This will help them to improve their bottom line and to provide better customer service.

Trend #7: Create a Positive Work Environment:

A positive work environment is crucial for employee satisfaction. Foster a culture where employees feel valued, respected, and supported, as this will contribute to their overall well-being and productivity.

There are many things that residential service companies can do to create a positive work environment. Here are a few tips:

  • Set clear expectations. Employees need to know what is expected of them in order to be successful. Make sure that you have clear expectations for performance, behavior, and communication.
  • Provide regular feedback. Feedback is essential for employee development. Make sure that you are providing regular feedback to your employees, both positive and negative.
  • Be supportive. Employees need to feel supported by their managers and colleagues. Make sure that you are there to help them when they need it.
  • Create a sense of community. Employees are more likely to be happy and productive if they feel like they are part of a community. Make sure that you are creating opportunities for employees to connect with each other and to build relationships.
  • Celebrate successes. When employees do a good job, make sure to celebrate their successes. This will help them to feel valued and appreciated.
  • Address problems promptly. If there are problems in the workplace, it is important to address them promptly. This will help to prevent small problems from becoming big problems.
  • Be fair and consistent. Employees need to feel like they are being treated fairly and consistently. Make sure that you are applying the same standards to everyone.
  • Be open to feedback. Employees are more likely to be engaged and productive if they feel like their voices are being heard. Make sure that you are open to feedback from your employees.

By following these tips, residential service companies can create a positive work environment that will benefit employees, customers, and the company as a whole.

Here are some additional tips that can help residential service companies create a positive work environment:

  • Provide a safe and healthy work environment. This includes ensuring that the physical environment is clean and well-maintained, as well as providing employees with the personal protective equipment they need to do their jobs safely.
  • Offer competitive pay and benefits. This shows employees that their work is valued and that the company is committed to their well-being.
  • Encourage work-life balance. This means providing employees with flexible work arrangements, such as telecommuting and flextime, as well as paid time off and sick leave.
  • Support employee development. This includes providing employees with opportunities for training and professional development, as well as recognizing their accomplishments.
  • Create a culture of respect and inclusion. This means fostering an environment where all employees feel welcome, valued, and respected, regardless of their background or identity.

By following these tips, residential service companies can create a positive work environment that will attract and retain top talent, improve morale, and boost productivity.

Trend #8: Look for Candidates with Experience in the Trades:

Prioritize candidates with experience in the plumbing, HVAC, and electrical trades. Apprenticeship completion or relevant work experience demonstrates their suitability for the role.

Residential service companies can look for candidates with experience in the trades in a number of ways. Here are a few tips:

  • Post job openings on trade-specific websites and job boards. This will help you to reach a wider pool of candidates who are already familiar with the trades.
  • Attend trade shows and events. This is a great way to network with potential candidates and to learn more about the trades.
  • Reach out to local trade schools and apprenticeship programs. These programs can provide you with a steady stream of qualified candidates who are just starting out in their careers.
  • Use social media to reach out to potential candidates. There are a number of trade-specific social media groups and pages that you can use to connect with potential candidates.
  • Work with staffing agencies that specialize in the trades. These agencies can help you to find qualified candidates who are already pre-screened and ready to work.

When looking for candidates with experience in the trades, it is important to consider the following factors:

  • Skills and experience. Make sure that the candidates have the skills and experience that are required for the job.
  • Education and training. Look for candidates who have completed trade school or apprenticeship programs.
  • References. Check the references of the candidates to get an idea of their work ethic and performance.
  • Personality and fit. Make sure that the candidates have the personality and fit that are right for your company culture.

By following these tips, residential service companies can find qualified candidates with experience in the trades. This will help them to build a strong team of employees who can provide quality service to their customers.

Trend #9: Be Willing to Train Candidates:

Not all candidates will possess the exact experience you require. Gartner research shows that only 16% of new hires possess all the skills they need to be prepared for both their current role and the future. Be open to training individuals who show potential and a willingness to learn the necessary skills.

Residential service companies can be willing to train candidates by:

  • Making training a priority. Training should be a priority for residential service companies. It’s an investment that will pay off in the long run.
  • Get buy-in from management. Training is more likely to be successful if it has the support of management. Make sure that management is on board with the training program and that they are willing to provide the resources needed to make it a success.
  • Involve employees in the planning process. Employees are more likely to be engaged in training if they have a say in the planning process. Get their input on what they want to learn and how they want to learn it.
  • Make training fun and engaging. Training should be fun and engaging if you want employees to retain the information. Use a variety of teaching methods and make sure that the training is relevant to their jobs.
  • Provide opportunities for practice. Employees need opportunities to practice what they have learned in training. This will help them to master the skills and knowledge and to apply them in their jobs.
  • Follow up with employees after training. Follow up with employees after training to see how they are doing. This will help you to identify any areas where they need additional support.

By following these tips, residential service companies can be willing to train candidates and create a more skilled and knowledgeable workforce. This will help them to improve their bottom line and to provide better customer service.

Here are some additional tips that can help residential service companies be willing to train candidates:

  • Be clear about the benefits of training. Employees need to know why training is important and how it will benefit them. Make sure that you communicate the benefits of training to employees before and during the training process.
  • Be flexible with training schedules. Employees may have other commitments, such as family and school, that make it difficult for them to attend training during traditional hours. Be flexible with training schedules to accommodate employees’ needs.
  • Provide financial assistance for training. Some employees may not be able to afford the cost of training. Consider providing financial assistance to employees who need it to attend training.
  • Create a positive training environment. A positive training environment will help employees to learn and grow. Make sure that the training environment is comfortable, supportive, and conducive to learning.
  • Celebrate the successes of trainees. When trainees succeed, make sure to celebrate their successes. This will help them to feel motivated and to continue to learn and grow.

By following these tips, residential service companies can be willing to train candidates and create a more skilled and knowledgeable workforce. This will help them to improve their bottom line and to provide better customer service.

Staying Updated with Evolving Trends

By staying updated with industry trends and implementing effective recruitment strategies, businesses in the residential service industry can overcome talent shortages and attract top talent in plumbing, HVAC, and electrical services. Emphasizing technology, candidate experience, diversity, and inclusion will be vital for success. Additionally, providing clarity about company culture, offering competitive compensation and benefits, investing in training and development, and cultivating a positive work environment will further enhance recruitment efforts. By adopting these practices, businesses can position themselves as employers of choice and thrive in the evolving landscape of the residential service industry.

Enhancing Employee Support

Unlocking Success: A Guide to Enhancing Employee Support in Residential Service Companies

Posted on by Darien HarrisLeave a Comment on Unlocking Success: A Guide to Enhancing Employee Support in Residential Service Companies
As residential service companies, the success of your business greatly relies on the skills and dedication of your employees. According to a survey conducted by the Plumbing-Heating-Cooling Contractors Association (PHCC), 73% of plumbing companies reported difficulties in finding qualified workers. By providing current and potential employees with the necessary support and adding value to their work experience, you can cultivate a positive company culture, improve employee morale, attract and retain top talent. Let’s explore several practical strategies that residential service companies can implement to enhance employee support and add value to their teams.

Invest in Training and Professional Development

One of the most effective ways to support and add value to your employees is by offering ongoing training and professional development opportunities. According to a report by the Society for Human Resource Management (SHRM), companies that invest in employee training and development have a 24% higher profit margin compared to those who don’t. We recommend providing regular workshops, seminars, or online courses to help your current and future employees enhance their technical skills, stay updated with industry trends, and foster personal growth. Encourage certifications and licenses, and offer financial assistance or reimbursement programs to incentivize continuous learning.

Foster a Positive Work Environment

Creating a positive work environment is crucial for employee satisfaction and productivity. A survey conducted by the American Psychological Association (APA) found that employees who feel valued by their employer are more likely to report higher levels of job satisfaction and engagement. We highly recommend encouraging open communication, teamwork, and collaboration among team members. Residential service company owners can try implementing recognition programs, where outstanding performance and achievements are acknowledged publicly. In a study by Gallup, companies with engaged employees experience a 17% increase in productivity. Fostering a culture of respect and appreciation can help ensure that employees feel valued for their contributions.

Support Work-Life Balance

Residential service companies often require employees to work flexible hours or be on-call. However, it is essential to support work-life balance to prevent burnout and maintain employee well-being. Implementing fair scheduling practices, considering providing flexible work arrangements, and promoting the importance of self-care can help provide a quality work-life balance that can attract and retain top talent. We recommend encouraging employees to take breaks and vacations to recharge and maintain a healthy work-life balance.

Offer Competitive Compensation and Benefits

Providing competitive compensation and benefits demonstrates that you value your employees’ skills and contributions. Regularly review and benchmark salaries to ensure they are competitive within the industry. Consider offering performance-based incentives or bonuses to reward exceptional work. Additionally, provide comprehensive benefits packages that encompass health insurance, retirement plans, paid time off, and other relevant perks.

Create Growth Opportunities

Employees are more likely to stay and thrive in a company that offers growth opportunities. A study by Glassdoor found that 76% of employees consider professional growth opportunities as a top factor when deciding to stay with a company. Implementing a clear career development path that allows employees to progress and take on new responsibilities can help attract and retain top talent. Offer opportunities for promotion, internal job postings, or cross-training programs to broaden their skill sets. Regularly conduct performance evaluations and provide constructive feedback to help employees identify areas for improvement and growth.

Prioritize Health and Safety

The well-being and safety of your employees should always be a top priority. Prioritizing health and safety can include strategies like providing proper training and resources to ensure a safe working environment or promoting a culture of safety awareness and implementing regular safety inspections. Residential service company owners can also offering access to health and wellness programs, such as gym memberships or mental health resources, to support the overall well-being of your employees. Prioritizing health and safety can help employees feel appreciated and supported which can have a positive impact on overall morale and employee retention.

Supporting Employees Leads to Growth

By prioritizing employee support and value, residential service companies can create a thriving workplace environment where employees feel motivated, appreciated, and committed to delivering exceptional service. Investing in training, fostering a positive work environment, supporting work-life balance, offering competitive compensation, creating growth opportunities, and prioritizing health and safety are key strategies to enhance employee support and add value to your teams. When employees feel supported, they become your strongest asset, driving the success and growth of your residential service company. Remember, the success of any company is built on the dedication and satisfaction of its employees. By implementing these strategies, you can build a strong and loyal team that will help your business thrive in the competitive residential service industry. If you’re a residential service company owner looking for assistance with building a strong and loyal team, we’d love to help! Contact us here for more information on how Work With Your Handz can help you enhance employee support to attract and retain top talent!
Plumbing Interview Questions

Ask the Right Questions: How Plumbing Candidates Can Ace Their Job Interviews

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The Top 5 Questions Plumbing Candidates Should Ask During an Interview

Asking questions during a plumbing interview to be a plumber is important for several reasons. First, it demonstrates your interest in the position and your willingness to learn more about the company and the role. Second, it allows you to gather more information about the job and the company, which can help you make a more informed decision about whether or not the position is a good fit for you.

Additionally, asking questions can help you stand out from other candidates by showing that you have done your research on the company and are genuinely interested in the job. It can also help you build a rapport with the interviewer and show that you are engaged and thoughtful.

Overall, asking questions during a plumbing job interview is a crucial part of the plumbing interview process, and can help you make a strong impression on your potential employer.

Plumbing Interview Question #1: Can you tell me more about the company culture and work environment?

First, knowing about the company culture and work environment can help you determine whether or not the workplace is a good fit for you. If you’re looking for a supportive, collaborative work environment, for example, you’ll want to ask about the company’s values, work style, and team structure to make sure it aligns with your preferences.

Second, understanding the company culture and work environment can help you prepare for the job and ensure that you’re comfortable in your role. You may want to ask about the dress code, the hours of operation, or any workplace policies to ensure that you’re able to meet the company’s expectations.

Finally, asking about the company culture and work environment shows your potential employer that you’re interested in their organization beyond just the job itself. It demonstrates that you’re looking for a long-term fit and that you care about the company’s values and mission.

Overall, understanding the company culture and work environment is an important part of the plumbing interview process and can help you make an informed decision about whether or not the position is right for you.

One of the key benefits of knowing about the workplace culture is that it can help you determine whether or not you’ll be happy in your job. If you’re someone who thrives in a collaborative, team-oriented environment, for example, you’ll want to make sure that the company you’re interviewing with values these qualities in their workplace culture. Similarly, if you prioritize work-life balance, you’ll want to make sure that the company’s culture supports this as well.

When you’re happy in your job, you’re more likely to be productive, engaged, and motivated, which can have a positive impact on your overall job satisfaction. Additionally, knowing about the workplace culture can help you identify potential sources of conflict or stress in advance, allowing you to proactively address these issues and find solutions that work for you and your employer.

Overall, understanding the workplace culture is an important part of finding a job that’s a good fit for you and your needs. By prioritizing workplace culture and asking the right questions during your plumbing interview, you can increase your chances of finding a job that you love and that supports your personal and professional goals.

Plumbing Interview Question #2: What types of plumbing systems and tools will I be working with?

There are several reasons why it’s important for plumbing candidates to ask about the types of systems and tools they will be working with during a job interview.

First and foremost, understanding the types of systems and tools you’ll be working with can help you prepare for the job and ensure that you have the necessary skills and experience to perform well in the role. For example, if you’re more experienced with traditional plumbing systems and the job requires working with more advanced, specialized systems like Service Titan, Field Edge or House Call Pro you’ll want to know this information in advance to determine whether or not you’re a good fit for the job.

Secondly, understanding the types of systems and tools you’ll be working with can help you determine whether or not you need to invest in any additional training or equipment to perform well in the role. For example, if you’ve never worked with a specific tool before, you may need to take a course or workshop to familiarize yourself with it before starting the job.

Finally, knowing about the types of systems and tools you’ll be working with can help you identify any potential safety hazards or risks associated with the job. This can allow you to take appropriate safety precautions, such as wearing protective gear, and to ensure that you’re comfortable working with the equipment and systems in question.

Overall, understanding the types of systems and tools you’ll be working with is an important part of the interview process for plumbing candidates. It can help you prepare for the job, identify any potential training or safety needs, and ensure that you’re a good fit for the role.

Understanding the types of systems and tools you’ll be working with can provide several benefits, including:

Preparing for the job

As a plumbing candidate, you want to ensure that you have the necessary skills and experience to perform well in the role. By knowing about the systems and tools you’ll be working with, you can prepare for the job and ensure that you have the necessary knowledge and training. This can help you feel more confident and prepared, which can positively impact your performance on the job.

Ensuring safety

Plumbing work can be hazardous, especially when working with certain systems and tools. Knowing about the types of systems and tools you’ll be working with can help you identify any potential safety hazards or risks associated with the job. This can allow you to take appropriate safety precautions, such as wearing protective gear or utilizing proper techniques and procedures. By ensuring your safety on the job, you can reduce the risk of injury and maintain your health and well-being.

Identifying training needs

 If the job requires working with new or specialized systems and tools, you may need to invest in additional training or equipment to perform well in the role. By knowing about the systems and tools in advance, you can identify any potential training needs and prepare accordingly. This can help you enhance your skills and knowledge, which can make you a more valuable asset to the company.

Overall, knowing about the types of systems and tools you’ll be working with is crucial for plumbing candidates. It can help you prepare for the job, ensure your safety, and identify any potential training needs. By taking the time to learn about these systems and tools during the plumbing interview process, you can set yourself up for success in the role.

Plumbing Interview Question #3: What are the opportunities for career growth and development within the company?

There are several reasons why it’s important for plumbing candidates to ask about opportunities for career growth and development during a job interview:

Demonstrates ambition and commitment

 By asking about career growth and development opportunities, plumbing candidates demonstrate their ambition and commitment to their profession. Employers are looking for candidates who are willing to learn and grow with the company, and who have a long-term vision for their career.

Identifies potential career paths

 Understanding the career growth opportunities available within a company can help plumbing candidates identify potential career paths and set goals for their professional development. It can also help them determine whether or not the company is a good fit for their long-term career goals.

Enhances job satisfaction

Knowing that there are opportunities for career growth and development can enhance job satisfaction and motivation. Plumbing candidates who feel that they have the potential to grow and advance within a company are more likely to be engaged and committed to their work.

Increases value to the company

By investing in their own professional development, plumbing candidates can increase their value to the company. This can include developing new skills, taking on new responsibilities, and becoming a more effective and efficient worker. By demonstrating their commitment to their profession and their willingness to grow, plumbing candidates can become valuable assets to the company.

Overall, understanding the opportunities for career growth and development is an important part of the interview process for plumbing candidates. It can help them identify potential career paths, enhance job satisfaction, and increase their value to the company. By asking about these opportunities during the interview, plumbing candidates demonstrate their ambition and commitment to their profession, and set themselves up for long-term success.

Understanding the potential for career growth and development can provide several benefits for plumbing candidates, including:

Potential for promotions and advancement

By knowing about the opportunities for career growth and development, plumbing candidates can determine the potential for promotions and advancement within the company. This can help them set long-term goals and determine whether or not the company is a good fit for their career aspirations.

Increased job satisfaction

Plumbing candidates who feel that they have the potential for career growth and development are more likely to be satisfied with their jobs. This can result in greater engagement, motivation, and commitment to the company and its goals.

Professional development 

Knowing about the opportunities for career growth and development can help plumbing candidates identify areas where they need to improve their skills and knowledge. This can encourage them to seek out training and development opportunities to enhance their abilities, which can benefit both the candidate and the company.

Enhanced value to the company

By investing in their own professional development, plumbing candidates can become more valuable to the company. They can develop new skills and knowledge, take on new responsibilities, and become more effective and efficient workers.

Improved job security 

Plumbing candidates who have opportunities for career growth and development are more likely to be viewed as essential members of the company. This can result in improved job security, as the company is more likely to invest in the development of key employees.

Overall, understanding the potential for career growth and development is important for plumbing candidates. It can help them set goals, enhance job satisfaction, develop their professional skills and knowledge, become more valuable to the company, and improve their job security. By asking about these opportunities during the interview, plumbing candidates can demonstrate their ambition and commitment to their profession, and set themselves up for long-term success.

Plumbing Interview Question #4: How does the company handle customer service and customer complaints?

It is important for plumbing candidates to ask about the company’s customer service policies and procedures because it can have a significant impact on the success of their work and the reputation of the company. Here are a few reasons why:

Quality of work 

Understanding the company’s customer service policies and procedures can help plumbing candidates to deliver high-quality work. By knowing the company’s expectations for how to interact with customers, handle complaints, and ensure customer satisfaction, candidates can perform their job more effectively.

Customer satisfaction during your plumbing interview

Plumbing candidates who understand the company’s customer service policies and procedures can provide better customer service, which can lead to higher levels of customer satisfaction. This can result in repeat business, positive reviews, and recommendations to other potential customers.

Company reputation

The way a company treats its customers can significantly impact its reputation. By asking about customer service policies and procedures, plumbing candidates can gain insight into how the company values and prioritizes its customers. This can help candidates determine whether the company aligns with their own values and work ethic.

Personal safety 

In some cases, the safety of the plumbing candidate may depend on the customer service policies and procedures of the company. For example, if a customer is known for being difficult or hostile, the company’s policies may dictate how the situation is handled to ensure the safety of the employee.

Professional growth

Understanding the company’s customer service policies and procedures can also help plumbing candidates to develop their professional skills. By learning how to handle difficult customers and situations, candidates can become more effective communicators and problem-solvers, which can benefit them in future positions.

Overall, understanding the company’s customer service policies and procedures is important for plumbing candidates because it can impact the quality of their work, customer satisfaction, company reputation, personal safety, and professional growth. By asking about these policies during the interview, candidates can demonstrate their commitment to delivering high-quality work and providing excellent customer service.

Knowing about a company’s customer service policies and procedures is essential for plumbing candidates because it can significantly impact customer satisfaction and help build strong customer relationships. Here are some benefits of understanding customer service policies and procedures:

Ensuring customer satisfaction

 By knowing the customer service policies and procedures, plumbing candidates can ensure that they provide the best possible service to customers. They can understand the expectations of the company regarding customer interactions and ensure that they meet or exceed those expectations. Providing quality service can lead to high levels of customer satisfaction, which can result in repeat business and referrals.

Building good customer relationships

Strong customer relationships are essential for any successful plumbing business. By understanding the customer service policies and procedures of a company, plumbing candidates can build strong relationships with customers. They can communicate effectively, handle complaints and concerns professionally, and establish a rapport with customers. This can lead to long-term customer loyalty and trust.

Maintaining a positive company image

A company’s reputation is heavily influenced by how it treats its customers. By following the customer service policies and procedures of the company, plumbing candidates can help maintain a positive company image. They can ensure that customers receive the best possible service, even in challenging situations, and show that the company values its customers.

Improving problem-solving skills

Understanding the customer service policies and procedures can help plumbing candidates improve their problem-solving skills. By knowing how to handle different customer situations, they can find solutions to problems quickly and effectively. This can improve their overall performance and make them more valuable to the company.

Personal and professional growth during your plumbing interview

Knowledge of customer service policies and procedures can help plumbing candidates develop important skills such as communication, problem-solving, and conflict resolution. These skills can benefit them in their future career endeavors, making them more attractive to potential employers.

In summary, understanding the customer service policies and procedures is critical for plumbing candidates. It can help them ensure customer satisfaction, build strong customer relationships, maintain a positive company image, improve problem-solving skills, and promote personal and professional growth. By asking about customer service policies and procedures during the interview process, candidates demonstrate their commitment to providing excellent customer service and meeting the expectations of the company.

Plumbing Interview Question #5: What are the expectations for job performance and success in this role?

Asking about the expectations for job performance and success is crucial for plumbing candidates because it can help them understand what is required to succeed in the position. Here are some reasons why this information is important:

Clarify job responsibilities

Knowing what is expected of them can help plumbing candidates understand their job responsibilities better. This knowledge can help them prioritize tasks and responsibilities to ensure they meet or exceed the expectations set by the company.

Set realistic goals

Understanding the expectations for job performance and success can help plumbing candidates set realistic goals for themselves. It can help them focus on achieving specific outcomes, such as completing a certain number of projects or providing exceptional customer service. Setting achievable goals can improve their motivation and job satisfaction.

Meet or exceed expectations

Knowing the expectations for job performance and success can help plumbing candidates meet or exceed these expectations. By understanding what is required of them, they can work towards achieving the desired outcomes and exceed the company’s expectations. This can lead to recognition and rewards, such as promotions or bonuses.

Improve job performance 

Understanding the expectations for job performance and success can help plumbing candidates identify areas where they need to improve. They can work on developing skills or acquiring knowledge that will help them meet or exceed the company’s expectations. This can improve their overall job performance and make them more valuable to the company.

Align with company values

Understanding the expectations for job performance and success can help plumbing candidates align their values with the company’s values. It can help them understand the company’s goals and objectives and work towards achieving them. This alignment can lead to better job satisfaction and a sense of purpose.

In conclusion, understanding the expectations for job performance and success is critical for plumbing candidates. It can help them clarify their job responsibilities, set realistic goals, meet or exceed expectations, improve job performance, and align with the company’s values. By asking about these expectations during the interview process, candidates demonstrate their commitment to meeting the company’s expectations and achieving success in the position.

Knowing about the expectations for job performance and success is important for plumbing candidates because it helps them understand what is required to be successful in the position. Here are some benefits of knowing about these expectations:

Understanding job requirements

By knowing about the expectations for job performance and success, plumbing candidates can get a clear understanding of what their responsibilities will be in the role. This can help them prepare for the job and ensure that they have the necessary skills and experience to succeed in the position.

Ensuring job satisfaction 

When plumbing candidates have a clear understanding of what is expected of them, they are more likely to feel satisfied with their job. This is because they know what they need to do to be successful and can work towards achieving their goals. When employees are satisfied with their job, they are more engaged and productive, which can benefit the company.

Setting realistic goals 

Knowing about the expectations for job performance and success can help plumbing candidates set realistic goals for themselves. This can help them prioritize tasks and responsibilities and work towards achieving specific outcomes. Setting achievable goals can improve their motivation and job satisfaction.

Identifying areas for improvement 

Understanding the expectations for job performance and success can help plumbing candidates identify areas where they need to improve. This can include acquiring new skills or knowledge that will help them meet the company’s expectations. By identifying areas for improvement, candidates can work on developing themselves to become a better fit for the role.

Demonstrating commitment during your plumbing interview

By asking about the expectations for job performance and success during the interview process, plumbing candidates demonstrate their commitment to meeting the company’s expectations and achieving success in the position. This can make them more attractive candidates and increase their chances of being hired.

In conclusion, understanding the expectations for job performance and success is important for plumbing candidates because it helps them understand job requirements, ensure job satisfaction, set realistic goals, identify areas for improvement, and demonstrate commitment to the role. By asking about these expectations during the interview process, candidates can demonstrate their interest in the position and their willingness to work towards achieving success in the role.

Plumbing Interview Conclusion

In conclusion, asking the right questions during a plumbing job interview is crucial for candidates to make informed decisions about their potential employer and position. By asking about the company culture and work environment, the types of systems and tools they will be working with, opportunities for career growth and development, the company’s customer service policies and procedures, and the expectations for job performance and success, candidates can gain valuable insights into the job requirements, company values, and potential for growth.

Understanding these key aspects can help candidates assess whether the company and position are a good fit for their skills, experience, and career goals. Furthermore, it demonstrates a candidate’s eagerness to learn, commitment to the role, and potential for success within the company.

By preparing and asking these questions during the interview process, plumbing candidates can take control of their job search, increase their chances of landing a job that is fulfilling and rewarding, and ultimately set themselves up for success in the plumbing industry.

As a plumbing candidate, it’s essential to ask the right questions during job interviews to ensure that you find the best job fit. By asking about the company culture and work environment, the types of systems and tools you will be working with, opportunities for career growth and development, the company’s customer service policies and procedures, and the expectations for job performance and success, you can gain valuable insights into the job requirements and potential for growth.

These questions can help you assess whether the company and position align with your skills, experience, and career goals, and demonstrate your eagerness to learn and commitment to the role. It also shows the interviewer that you take the job seriously and are proactive in ensuring a good fit.

In today’s competitive job market, it’s important to take control of your job search by asking the right questions and making informed decisions. By doing so, you can increase your chances of finding a job that is fulfilling, rewarding, and sets you up for long-term success in the plumbing industry. So, don’t be afraid to ask these questions during your next plumbing job interview and find the best job fit for you.

Work With Your Handz has 100 Five Star Google Reviews

Celebrating Our 100th 5-Star Google Review: Work With Your Handz Connects Skilled Trades and Staffing to Satisfied Companies and Candidates

Posted on by Darien HarrisLeave a Comment on Celebrating Our 100th 5-Star Google Review: Work With Your Handz Connects Skilled Trades and Staffing to Satisfied Companies and Candidates

At Work With Your Handz, we find the right candidates for skilled trades in the residential and commercial service industries.

Work With Your Handz has recently reached our 100th 5-star Google review, a milestone that reflects the satisfaction of our clients and candidates.

The Importance of Skilled Trades in Residential and Commercial Services

Skilled trades play a crucial role in maintaining and improving buildings, homes, and infrastructure. From plumbing and electrical work to HVAC installation and repair, skilled tradespeople are essential to keeping our communities running smoothly.

At Work With Your Handz, we specialize in finding the right candidates to fill these important positions. Our team connects skilled tradespeople with the companies and organizations that need them most. When you partner with Work With Your Handz, we go beyond providing a service. Our expertise and insight helps our clients build great teams. We understand that you have a strategy, and we work to make it happen. 

Work With Your Handz helps you save time and get results by asking the right questions to find the perfect match. We aren’t like other recruiting firms that send you resumes. We get to know your business so we can evaluate talent based on your specific needs and goals. Our team phone screens every candidate and is with them through the entire candidate journey. Using our screening process, we ensure you are matched with only the right candidates.

Satisfied Companies: What Our Clients Say About Work With Your Handz

We are proud to have helped numerous companies find the skilled workers they need to succeed. Here are just a few testimonials from our satisfied clients:

“Work With Your Handz has exceeded all of our expectations. They have brought us so many good applicants that we met our hiring goal in a fraction of the time anticipated. We have three different categories and Kelvin filled them all. I do not hesitate to recommend them.” – Chris Saffer, Saffer Plumbing

“We have been working with the Work with Your Handz team for a little over 2 months and I am so happy with the quality of leads they have presented us.  We started the hunt for technicians hoping to find one good candidate. We ended up with so many, we could not hire them all.  The group of professionals at Work With Your Handz have been an absolute joy to work with and have delivered EXACTLY what they promised and then some!  They are the very best in recruitment for the skilled trades and a valued partner of Maynard Select.” – Nancy O’Hare, Maynard Select/Commercial Division

We understand the importance of finding the right employees for your business. That’s why we are committed to providing quality staffing services that match the right candidates with the right companies.

Satisfied Candidates: What Job Seekers Say About Work With Your Handz

At Work With Your Handz, we know that job satisfaction and career growth are crucial to employee success. That’s why we take the time to understand each candidate’s needs and goals, and help them find positions that fit their unique skill sets.

Here are some testimonials from employees who have found jobs through Work With Your Handz:

“The interview and hiring process with Work With Your Handz was very thorough and swift. They worked with great urgency. They were very detail oriented and professional. I enjoyed the entire process and would recommend their services to anyone.” – Marcia M.

“Work with your Handz was absolutely amazing and made the hiring process a breeze from my end.  They got the interview set up pretty quickly and communicated with the employer some reservations I had in the short window of time between setting up the interview and then my actual interview.  I would recommend their company for anyone needing their services.” – Alex P.

Interested in Growing or Scaling your Residential or Commercial Service company?

At Work With Your Handz, we are proud to have reached our 100th 5-star Google review. We believe this milestone reflects our commitment to providing quality staffing services for skilled trades in the residential and commercial service industries.

If you’re looking for skilled tradespeople or are interested in exploring job opportunities in these fields, we encourage you to visit our website, www.workwithyourhandz.com and learn more about our services. We are always here to help connect the right people with the right jobs. Growing your company starts here!

A woman using social media for work

How to Use Social Media for Recruitment: 5 Tips for Connecting with Candidates

Posted on by Darien Harris

As a recruiter, finding the right candidates to fill open positions can be a challenge in today’s competitive job market. According to a report by ServiceTitan, industries like the HVAC industry, are expected to grow by over 15% in the next five years, creating even more demand for skilled workers. The report also found that the average residential construction company struggles to fill an average of 5 job openings each year due to a shortage of skilled workers. This highlights the importance of effective social media recruitment strategies for companies looking to fill these crucial positions. By following the right strategies and techniques, you can increase your chances of success and find the best people for your clients. We recently had the opportunity to attend the AHR Expo and was impressed by the gathering of over 35,000 people in the HVAC industry. We learned valuable social media recruitment insights and tips that we would like to share with recruiters looking to improve their skills and find success in the 2023 hiring market.

  1. Follow the Influencers – Add parts about meeting the social influencers, tag each of their websites or social media 

At the AHR Expo, we attended a session with HVAC social media influencers entitled “HVAC & Social Media: Strengthening the Trade with a Community Mindset.” We were able to hear from social media influencers like Ben Poole from HVAC Tactical and Aaron Bond who have gained a social media following by showcasing their hard work and dedication in the HVAC industry. Keeping up with the social media influencers in the residential construction industry can help you stay informed on the latest trends, best practices, and innovations. According to a survey by LinkedIn, social media influencers can drive up to 60% of website traffic through their content and engagement on the platform. This traffic is filled with potential candidates that can be useful during the recruitment process. As the social media influencers in your industry grow, their followers will be filled with both active and passive candidates that can be added to your candidate pool and recruiting network. Following these social influencers on social media, attending webinars, and subscribing to their newsletters can help you stay ahead of the curve.

  1. Follow the Manufacturers

Building social relationships with construction manufacturing companies in your industry can be another helpful way to find the types of people they are looking to hire. Many job seekers follow tool and equipment manufacturers on social media to stay up to date with current and evolving trends. Manufacturers like Navien, REMS Tools, and Dewalt Power Tools have existing partnerships with the social media influencers in the HVAC, Plumbing and Electrical industry. As the influencers grow on social media, the manufacturers also grow, and their followings can be filled with thousands of potential candidates that can be useful for your recruiting process. According to a study by Appcast, over 70% of job seekers reported that they are more likely to apply to a job if the company actively posts on social media. This shows that job seekers are looking at social media for guidance throughout their job search. Following these companies on social media and attending industry events can help you network and connect with potential clients and candidates.

  1. Follow their Followers

Once you’re following the social media influencers and the manufacturers, don’t just search through their followers: Follow them! By following the followers of influencers and manufacturers, you can tap into a network of potential candidates and stay connected with people in your industry. A study by Appcast found that job seekers are 10 times more likely to click on a job posting shared by someone in their network. Engaging with these followers on social media and participating in online discussions can help you build your professional network and reach more people. Ideally, these social media influencers will begin to organically post your job openings once you have proven yourself as a trustworthy and valuable recruiter for their social media following.

  1. Be Social

Social media is a valuable tool for recruiters. A study by Jobvite found that over 80% of job seekers use social media in their job search, and more than half of those who found a job through social media found it through LinkedIn. By actively participating on social networks, you can increase your visibility, build relationships with potential candidates and clients, and showcase your expertise in your industry. Whether you’re liking or commenting on posts or reposting content, being social is an important part of a successful recruitment strategy on social media.

  1. Cross Platforms

To maximize your reach and connect with as many people as possible, it’s important to be active on multiple social media platforms. According to a study by Jobvite, job seekers use an average of 7 different job search sources. While LinkedIn is a valuable resource for recruiters, don’t limit yourself to just one platform. Using a variety of social networks, such as Twitter, Facebook, and Instagram, can help you reach a wider audience and connect with potential candidates and clients in new and different ways. If you’ve found someone on Instagram or Facebook, follow them on all platforms once you’ve established a relationship. Ideally, recruiters should be present on each of the 7 different job search sources that Jobvite describes job seekers using.

By following these five tips, recruiters can increase their chances of success in the hiring market. Whether you’re looking to build relationships, stay informed, or find the right people for your clients, these tips will help you reach your goals and succeed in the world of recruitment.

Are you looking for additional help with recruiting? The Work With Your Handz team has years of experience in helping businesses find and recruit the best candidates using social media and other digital platforms. Contact us today to learn more about our recruitment services and how we can help you find the talent you need to take your organization to the next level.

Meet Kelly Presgrave and Dana Hubchen of Work With Your Handz

Posted on by KELLY PresgraveLeave a Comment on Meet Kelly Presgrave and Dana Hubchen of Work With Your Handz

Today we’d like to introduce you to Kelly Presgrave and Dana Hubchen.

Hi Kelly and Dana, we’d love for you to start by introducing yourself.
We founded Work With Your Handz in 2018 while with family members at a residential services industry event. The predominant topic of conversation was a lack of skilled trades talent. The business owners at the event were in unison that they could grow their businesses with no problem except for the lack of talent. During the event, Dana and I were convinced that if we started a recruiting agency, we could not only perform the job well but we would also have fun doing it. By the end of the trip, we started brainstorming company names. Work With Your Handz was born a month later! We struggled with the name but surveyed multiple industry leaders, and it stuck. The company name has been an essential part of our success. Our tagline, Skilled Recruitment for Skilled Trades, came several years later.

We started slowly and grew organically. Our first client was a family members’ business, and we cut our teeth, learning everything we could about recruiting. Luckily for us, having been surrounded by the trades for 30 years with family members in the residential service industry, we already knew the attributes of a great technician. Whether a Plumber, HVAC Tech, or Electrician, we already had a very informed idea of the ideal candidate. It was recruiting that we needed to nail down. We both have outgoing personalities, and honestly, recruiting came naturally to us. From there, we had to define what we each liked and wanted to do daily as the company grew. Dana is process driven and is a fantastic recruiter; we took what worked for her and scaled it. She has moved to be our CPO (Chief People Officer), working on training and managing our staff. Kelly has intuitive business acumen and strengths in marketing and analytics, taking the reins there. She is the CEO and concentrates on growing the business and making sure all the moving parts are working in continuity. We are where we are today because we had vastly different assets to contribute and maximized that.

From inception, we already had a solid background in the business model for home service companies. We were very in tune with the technicians’ contributions to the bottom line. We partnered with a contracting group two years after being founded, which put us on the map. From there, we have continued our client growth and have formed other strategic alliances. As a result, we grew 293% in 2021. While other recruiting companies were on shaky ground during the pandemic, all our clients were essential, continuing to hire and expand throughout COVID. That is the beauty of the residential service industry – it is considered recession-proof.

We fine-tuned our processes and procedures and have grown our staff to six recruiters, one HR administrator, and a team of sourcers. In addition, we are hiring more recruiters as the demand for our services grows exponentially by the day, which is an excellent problem!

Would you say it’s been a smooth road, and if not, what are some of the biggest challenges you’ve faced along the way?
We have encountered numerous obstacles over the years. In the beginning, our biggest challenge was working together to develop a shared vision. Our personalities are opposites, which works well in many instances, but the vision and mission of the company were not areas for any discrepancy. Fortunately, we reached an agreement quickly, which helped us tremendously when we started to scale up and grow. We still occasionally have obstacles with me dreaming BIG and Dana’s more cautious nature. Truthfully, it works to have the opposite voices if it doesn’t hamper growth or conversely, take us off course.

Another challenge was setting ourselves apart from other recruiting companies. The saying, “what you don’t know, you don’t know,” held. It is counterintuitive, but it helped us that we did not have a preconceived notion of how recruiting was supposed to be done. We’ve heard time and again how our approach is different and refreshing. The result of our unique way of doing business is that we have incredible long-term partnerships with our clients, and we are very successful in finding the talent they need.

The next most significant challenge for us was the same as our clients face, finding the right talent and keeping them. We can relate to our clients in the staffing challenges and maintaining a workforce level when business coming in the door is fluctuating. As we grew and could offer better benefits, including 401k with a match, health, vision, dental insurance, and PTO, we have been able to draw in better talent. In addition, we are fully remote, which also helps. It has been a challenge managing a virtual team, but during the pandemic, so many new and brilliant solutions were built with the remote workforce in mind that it has been less of a challenge as of late.

We want to provide a great place to work for our staff, and we will work to improve continuously. Whether providing training, implementing their suggestions, or adding benefits, we take their pulse daily. We have an incredible team, and they are integral to our success. We envision atmospheric growth in the next decade and want them to be there for the journey, rising with us.

We have weathered our challenges with grit, determination, and hard work. We lean on other business owners and industry leaders when we need to and find that large or small, most companies share the same challenges and want to help each other.

Thanks for sharing that. So, maybe next, you can tell us a bit more about your business?
Work With Your Handz is a recruiting agency specializing in recruiting skilled trades, as well as the office staff and leadership positions that are required for residential service businesses. Our recruiters are well versed in headhunting that talent and vetting them for our clients. Our clients want workers who fit their company cultures, not just a warm body that can do the work. One of the biggest differentiators for us is that we get to know our clients. We understand what sets them apart in their markets and why someone would want to work for them over a competitor. We learn their core values, cultures, and management styles. Then, we can share that information with a candidate and get them excited about the opportunity.
Another thing that is unique to us is our guarantees. Our base pricing package guarantees our hires for 90 days; very few recruiting agencies do that. We also only take one client per market area. We promote our clients as the company of choice and the industry leader in their geographic location. Our average time to fill for 2022 is 23 days, far below the industry standard, and we are proud of that. Time is of the essence for our clients, so we strive to work with a sense of urgency. Through our almost five years in business, we have become an industry leader in recruiting for the trades. We have filled hundreds of roles, including tradesmen and women, administrative staff, and executive leadership. We pride ourselves on providing top-notch service and meeting all our client’s hiring needs.

We are continuing to grow and expand our reach. The residential service industry is currently our main niche, but we are always looking toward the future and expect to add recruiting for all industries that need skilled trades in 2023-24. There are so many industries that require trades talent; it is just a matter of time before we will have multiple verticals. Facilities maintenance, construction, commercial services, etc. the possibilities are boundless. Our processes work across industries and are incredibly scalable.

Alright, so before we go, can you talk to us a bit about how people can work with you, collaborate with you or support you?
We love to work with anyone who needs skilled trades talent and collaborate with all kinds of companies. Within the residential service space, we have found that collaboration with marketing companies is essential since marketing and recruiting go hand in hand. Really though, the opportunities for collaboration are endless. Any company that does business in the residential service industry is someone we would want to speak with about possible ways to partner together.

If anyone wants to know more about apprenticeship positions or how to get into the trades, we can point them in the right direction; that includes those transitioning out of the military. In addition, we would love to collaborate with trade schools and anyone that supports learning the trades.

We sponsor Women in HVAC and Explore the Trades, two incredible organizations.

Why Sign Up for a Contractor’s Coaching or Training Organization?

Posted on by KELLY PresgraveLeave a Comment on Why Sign Up for a Contractor’s Coaching or Training Organization?

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.

Continue reading “Why Sign Up for a Contractor’s Coaching or Training Organization?” →

Trending Incentives We Are Seeing in The Home Services Industry

Posted on by KELLY PresgraveLeave a Comment on Trending Incentives We Are Seeing in The Home Services Industry

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.

Continue reading “Trending Incentives We Are Seeing in The Home Services Industry” →