Are you struggling to find skilled workers for your painting company and keep them?
In my efforts to find competent employees, I have experimented with various techniques such as advertising on social media, displaying signs in the nearby area, and placing graphics on company vehicles. However, the issue with these methods is that they often involve long waiting periods for potential candidates to reach out to you.
In contrast, I will share my proactive approach for finding quality workers through a step-by-step process that will have you evaluating potential candidates by tomorrow using the platform Indeed.com. Additionally, we will be discussing best practices for retaining good workers.
Let’s get to work.
Finding Good Workers
What Position are You Hiring For?
Before beginning the process of finding the right workers, it is essential to precisely outline the particular role you want to fill. Are you seeking to recruit someone who needs to be trained, or do you prefer someone who already possesses all the required skills to work independently? Is your priority finding someone with expertise in navigating a 2-story roof, or do you want someone with extensive experience in interior painting? These factors have a significant impact on the type of person you want to hire and the questions you will ask.
Create a Job Posting for Your Website
You will start by crafting an engaging job posting that you will publish on your website to connect with prospective candidates. Let’s first compose this in a text editor.
Compose a Title
Create a simple, direct to the point, title for your ad.
Example:
- Now Hiring Experienced Painters
- Now Hiring Professional Painters
- Now Hiring Qualified Painters
Compose an Introduction
Next, create a short, professional introduction that describes your company.
Example:
With over 25 years of experience, INSERT COMPANY NAME has been offering interior and exterior painting services. Our primary concentration is on high-end residential, with a limited number of commercial projects. We uphold a rigorous standard of excellence in our work and consistently employ painters who align with our values and ideals.
Compose a List of Benefits
Create a list including all advantages that may attract potential candidates, such as salary, payment frequency, insurance coverage, year-round work, time off, and similar benefits. Additionally, consider including positive aspects such as a pleasant work atmosphere, strong team dynamics, and supportive coworkers.
Example:
- $27 – $30 per hour – based on efficiency, skill and experience
- Weekly Pay
- Insurance
- Year-round employment
- Paid Holidays
- Pleasant work atmosphere
- Strong Team Dynamics
- Supportive Coworkers
Compose a List of Basic Qualifications
Now, compile a list of fundamental prerequisites that applicants must satisfy in order to be considered for employment at your painting company. These may include transportation, a driver’s license, being free of drugs, and other similar criteria. It is recommended to keep this list concise, limiting it to only 4-5 items, so as not to appear overly demanding as an employer.
Example:
- Must have own reliable transportation
- Must have valid driver’s license
- Must be drug free
- Must work well with others
Compose a List of Skills and Experience Qualifications
Let’s create a skills and experience list. These items should portray the ideal painter you aim to recruit. Clearly express your expectations and prerequisites in this list.
Example:
- Must be proficient at all facets of residential interior/exterior painting
- Must work well on ladders
- Must possess strong knowledge of various paint products
- Must have great leadership skills
- Must communicate well with customers
Compose a Call to Action
Now let’s create a strong “call to action”. This should include the method you would like your candidates to contact you and what they should expect.
Example:
SCHEDULE A 10-MINUTE INTERVIEW TODAY!
FILL OUT THE FORM BELOW
We will contact you as soon as possible.
Only Serious Inquires Please
Publish Your Job Posting
Once completed with your job posting publish it to your website.
Example:
Preparation and Recruiting
While there are various sources from which you can recruit talent successfully, I will primarily focus on Indeed.com. The reason for choosing Indeed.com is because it offers a proactive strategy that allows for quick identification of suitable candidates. We will utilize the “Search Resumes” section on the platform to find resumes that align with our job posting. Please note that this method requires a monthly subscription (currently priced at $120 per month). Before you pay for a subscription, ensure that all of your preparations are complete, so that you can efficiently process your potential candidates within the first month and cancel if you choose. Let’s begin composing the materials we will need.
Compose Your Message
Write a compelling email message to appeal to your potential candidates. Try to keep the message under 100 words using 3 short paragraphs. The first will be a brief description of your company, the second will describe the talent you’re looking for, and the last will be a call to action. At the bottom, add a link to your Online Job Posting that you published on your website. Use the following in your anchor text “View Job Posting”.
Example:
Hi {CANDIDATE_FIRSTNAME},
This is NAME from COMPANY. I own an interior/exterior painting company based out of CITY, STATE. I looked through your resume and thought you might be a good fit for our company.
We are currently looking for high-end residential interior/exterior painters that are well versed in all facets of residential painting. We offer $27-$30 per hour for painters who meet our criteria.
If you are interested or would like to learn more, please reply with your name, phone number and a time/date you would like to schedule a 10-minute phone interview.
View Job Posting (link to job posting webpage)
Thank You,
NAME
COMPANY NAME
PHONE NUMBER
Compose Interview Questions
Compile approximately ten questions that will serve as the basis for your brief ten-minute interview. The first few questions do not require extensive exploration. The goal is to filter out candidates who do not meet your basic criteria. It is essential that these questions be prioritized in order to swiftly eliminate unsuitable candidates before delving into more detailed discussions. The latter half of your questions will center around the candidate’s experience, previous employers, and related matters.
Example:
- Do you have a valid driver’s license?
- Do you have your own means of transportation?
- Are you open to traveling to the jobsites?
- How do you handle feedback and constructive criticism?
- What is your ability to collaborate and work effectively with others?
- Are you currently employed? If not, what is the reason for your unemployment?
- How would your previous employer describe you?
- What relevant painting experience do you have?
- Which painting skills do you consider yourself proficient in?
- Do you have any questions regarding this painting position? (After a brief explanation of the job details)
Compose a Questionnaire for Your Top Prospects
Compose a few technical questions that you would expect your prospective candidate to be able to answer where someone with less experience may not. The questions should directly relate to the specific tasks you expect them to carry out. The benefit of this step is that the suitable candidate will effortlessly provide answers to these questions, while others may struggle. You will be emailing this questionnaire to the prospects who pass your 10-minute interview questions. The information you gather from these responses will help you identify the individuals who are the most suitable fit for your painting position.
Example:
Let’s Begin Recruiting
You are now prepared to implement the resources you have created. The first step is to utilize the “search resumes” feature on Indeed.com. It is important to note that you are not creating a “job posting” on Indeed.com. We are only acquiring a subscription for their “Search Resumes” service. They offer two options: standard and professional. In my experience, the standard subscription is more than enough to achieve your objectives. It grants you the ability to send messages to up to 30 resumes per month and this feature can be toggled on and off as needed.
From your account, create a “Project” folder to store your candidates in and a “Template” for the message you created earlier. Be sure you have your email notifications turned on so you receive responses in a timely manner.
Once this is set up, you can begin searching for potential candidates and sifting through their resumes. Click on the “Search” tab and enter various keywords like “painter”, “painting”, and “painting company” to yield the best results. Afterward, input the desired “City, State” and click on the “Search” button. Utilize the left column to filter and fine tune your results.
When you come across a resume that catches your interest, select it and click on “Email Selected Candidate”. Your email template will be sent to that prospect through indeed.com. Check back often for responses and make sure your email notifications are turned on to be notified via your email. This platform is fairly straightforward to use, but like any other tool, it may take some time for you to learn how to fully maximize its potential.
If you have created a compelling message, you will begin to get responses through Indeed over the next 24 hours and coming week. It is vitally important to move the process forward quickly and deliberately so your candidates believe you are a serious employer. The early bird gets the worm as they say. As your responses come in, begin scheduling your 10-minute interviews.
The 10-Minute Interview
To ensure that you extract the maximum amount of information from your candidates during a 10-minute interview, it is essential to create a comfortable atmosphere. As a general practice, spend around one minute engaging in casual conversation to break the ice. Getting meaningful insights becomes difficult when responses are limited to just one word, so it is advisable to transform your list of questions into more of a conversational exchange.
During the interview process, if you come to the realization that any individual does not meet the necessary qualifications, it’s important to refrain from attempting to force them to fit. Stick to the game plan and move on to the next candidate.
However, if you are still interested in the candidate, let them know your interested and ask them if they would be willing to complete a brief questionnaire so you can further understand their skills and experience. Be sure to obtain their email address so you can send them the questionnaire for your top prospects that you prepared earlier.
Email Your Questionnaire for Top Prospects
Email your top prospects questionnaire to the candidates who pass your 10-minute interview. Allow them plenty of time to answer your questions. Use the findings to identify the potential candidates who may be a good fit for your painting role. Hire the candidates you favor, and begin your onboarding process. Assign them tasks that will enable you to evaluate their suitability for the position. Monitor their performance closely for a week to ensure they meet the required standards. Pay attention to the feedback provided by your existing employees regarding the new hires. Promptly dismiss any new hires who fail to meet your expectations.
Keeping Good Workers
Competitive Compensation
Let’s discuss money. Providing competitive wages and benefits is crucial for attracting and retaining skilled individuals. From my personal experience, I have witnessed the positive impact that offering higher pay or performance-related rewards can have on team morale and loyalty.
The ability to offer higher wages compared to competitors can be achieved by eliminating underperforming employees who do not contribute their fair share. This strategy enables you to allocate more funds towards rewarding your productive staff members. Establish a sustainable cycle that consistently allows you to provide better compensation than your competitors.
Positive Work Environment
Creating a positive work environment is crucial. Good communication, recognition of achievements, and opportunities for skill development go a long way. I’ve learned that a simple “thank you” or acknowledging a job well done can lift spirits and boost morale more than you’d think. Opt for positive reinforcement rather than adopting a negative approach. If you lack confidence in your team, it is advisable not to have them working under your supervision.
Training and Development
Investing in your team’s growth through ongoing training is a win-win. Not only does it keep them engaged, but it also ensures that they’re up to speed with the latest techniques and best practices in the industry. I’ve seen how providing opportunities for my team to upskill has translated into better quality work for our clients.
Employee Feedback and Engagement
Lastly, don’t underestimate the power of employee feedback. Actively seek their input on how to improve working conditions and job satisfaction. Involving them in decision-making processes and fostering open communication can make them feel valued and invested in the company’s success.
Conclusion
In the grand scheme of things, finding, hiring and retaining good workers for your painting company isn’t just about filling positions – it’s about building a team that’s dedicated to delivering quality work and growing with your business. By defining clear job requirements, offering competitive compensation, and creating a positive work environment, you’ll be well on your way to assembling a dream team that will take your painting company to new heights. I wish you the best of luck in finding and keeping the best workers in the business!