In today’s economy it is very difficult for small business owners and employers to hire the right candidates (especially those who already know how to use plumbing software) for job postings. In a recent survey conducted by the MRI Network the job market is very candidate-driven: “Candidates are in higher demand. There are more positions open than qualified, interested and motivated candidates to fill them. Candidates have more job opportunities due to the creation of new positions and an overall healthy market. All of this is especially evident in the plumbing industry. The Bureau of Labor Statistics predicts 16% growth from 2016 to 2026. There will be many companies springing up and those companies will be looking for the candidates you have in your sights.
So how do you ensure that your plumbing company is taking advantage of qualified leads in the workforce before your competitors do? Luckily we have compiled a list of 12 plumber recruitment tips to help you with such a problem.
Recruiting Tip# 1: Use the job description to show the impact that will be made by the plumbing candidate
The job description is often a generic explanation of the type of candidate being hired, “A hard-working, self-directed employee who can take on challenges as they arise.” A snooze fest. Whether you’re a job seeker or a recruiter, we’ve all seen a description like this. What scope of work will they see instead? What kind of income is your business currently experiencing? What growth patterns have other candidates experienced in the company in the past? What potential leadership opportunities exist?
Recruiting Tip# 2: Conduct the Interview like a professional
When was the last time you interviewed someone and “forgot” to send them an email to follow up? We are all guilty of it. We usually don’t think about the negative effects that poor maintenance and tracking can have on our business. Many times a rejected candidate will return to their network and make negative comments about your business which can hurt your bottom line, and your ability to recruit in the future.
Recruiting Tip# 3: Work to interview the “real” person
an often be a very stressful experience, especially for the interviewee. Informing job candidates about each step of the interview process: how long each interview will take, how many interviews are in the process, and showing them around headquarters are ways to reduce stress for you and them and will provide a better chance to see who they really are.
Recruiting Tip# 4: Empower your current employees to promote your business
When you have a base of people who do a great job and whom you trust, use them as recommendation engines. Oftentimes, your current employees have a network of potential employees who can help meet your hiring needs.
Recruiting Tip# 5: Go back to the future
Sometimes a previous candidate not being hired is just bad timing. Reaching out to potential candidates who haven’t been successful in the past can be a great way to hire the right candidate for today. Maybe their skill base has improved since then and now they’re ready to fill your void.
Recruiting Tip# 6: Go back to the future Part 2
At first glance, this seems like an unusual tip. However, if you had an employee who left on good terms for a better chance somewhere else, maybe things have changed. Maybe they don’t get the same satisfaction from this new business, or maybe you’re big enough to offer them a better payment plan.
Recruiting Tip# 7: Use an variety of job sites
Different candidates use different job sites to find what they are looking for. Using one or two job sites can keep that perfect candidate in the dark. Try Craigslist, Linkedin, Ziprecruiter, Monster, and Indeed as online resources. Also, use the fairs and community features to promote your vacancies.
Recruiting Tip# 8: Grab the attention of passive candidates
A passive candidate is someone who is not currently looking for a new job. They may want to change industries if given the opportunity, or they may not know that there are great opportunities out there. Using social media, referral marketing, creating content on your website and other means will help you attract passive applicants to your area.
Recruiting Tip# 9: This isn’t your parents job market anymore
It is important, given the abundance of candidates in the labor pool and the change in mindset of the pandemic worker, not to waste time. Oftentimes, you will get too many people hired for one position. Instead of the traditional resume process, is there a hands-on plumbing test that employers can take to gauge their skills?
Recruiting Tip# 10: Tout your brand
One of the most difficult aspects of marketing is brand awareness. Whether it’s due to sloppy work, an unrealistic customer or negative online reviews, there are many things that can fuel a bad brand. By promoting the creation of positive reviews and aggressive SEO marketing, you can help boost your company’s image in the eyes of potential candidates.
Recruiting Tip# 11: Address potential candidates pain points in the listing
Sometimes candidates aren’t sure what you’ve indicated is their optimal fit. Why? Since you haven’t listed the pain points they may be experiencing and how you can help them fix it. Maybe they are the industry average and you can help them do better. Maybe they don’t have the freedom they want and you can make that happen.
Recruiting Tip# 12: Only hire someone if you absolutely need to!
This tip makes most small business owners happiest when understood right. Often, as your business grows, your immediate thought is to engage more organizations to help with changing needs. Sometimes, as you get bigger, technology can be a cheaper ally in the hiring process. If this is an admin role you’re looking for, is there a CRM technology that can help fill the gap? If this is an accounting and administrative need, is there a payment and invoicing technology that can help solve this bottleneck, instead of just hiring more people?
Often, small plumbing companies are victims of their success. What do we mean? One of the biggest mistakes a growing business makes is failing to perform a well-staged break-even analysis after its business has expanded. In the end, they had to hire too many new employees and their business couldn’t handle the new expenses. Other major mistakes made by a company during expansion are:
- Hiring someone just because you know them
- Using a boilerplate job description
- Skipping over the aptitude test
- Focusing only on technical skills
- Overlooking the value of a good culture fit
We know you won’t make these mistakes. You have in front of you the best strategy. So, using this recruiting tip list, go ahead and grow your business so you can allow your clients and community to lead their lives the best they can.