In today’s interview, I talk with Vicki Suiter with Suiter Business Builders about why some contractors companies have a consistent flow of quality applicants and why others don't.  Vicki shares what causes these differences and how you can be the company that attracts quality candidates.   We also drill down on his to find and recruit great candidates as well.  Enjoy!

Show Highlights:

• Every contractor should be part of a mastermind or peer group, where you have the opportunity to sit down with non-competing contractors to talk about the problems we have and potential solutions.
• Today’s work force is the best work force we’ve ever had, it’s just different than in the past.
• The #1 problem in the industry is finding and retaining key people.
• When you hire A-players, it is the secret to having more profits, more time and more fun.
• The reason it’s so hard to find good people is two-fold: 1) everyone is super-busy due to a supply and demand issue, and 2) the next generation of contractors are going in to the trades in far fewer numbers.
• Questions to consider: Are we building the kind of business that makes people want to come and work for us? Are we creating a culture that people are attracted to?
• The contractor industry should find ways to connect with kids in building more interest and tap into their desire to learn skills in the trades.
• Millennials want to work in an environment where they feel like they belong, where they matter and have a sense of contribution. This is actually a fundamental desire of everyone and a very important part of building an organization that makes people want to come and work for you.
• You need to build a team around you that takes ownership of their responsibilities so that if you need to step away from the company, they can run it.
• Build a culture where your people are accountable to a result.
• Implement “position agreements”, versus “job descriptions”. Job descriptions reflect a helper position with a task list. Position agreements have the employee own and manage results.
• Always be recruiting, training, and retaining.
• People, in general, want to do a good job, and as a business owner, you need to give them the opportunities to succeed.
• When you implement these steps and your employees love to work with you, they’re going to be talking about you, and this will help attract your A-players.
• Have clearly-defined interview questions before your candidates even show up. Ask open-ended questions. You should be doing about 20% of the talking, and they should be doing 80% of the talking.
• The cost of turnover for the average employee is about $25,000, so you want to hire well. This will also be less stressful to your employees.
• When you build a culture where your team is out there talking about what a great place it is to work because they have that sense of belonging, they feel like they’re treated well, good communication, they know how to win the game with you, and they get paid well, then people talk about it and want to work for you.
• Your people is your most important asset.

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Connect with Vicki!

Vicki’s Website

 The Manager’s Hiring Toolkit

Vicki’sYouTube

  Did You Miss The Roofer Show with guest, Vicki Suiter, in Past Episodes?

Episode 96: The Top Reasons Contractors Don’t Make the Money They Should

Episode 79: How to Stop the Profit Bleed in Your Business

Recommended - The Roofer Show with guest Charles Antis

Episode 128: How This Contractor Keeps a 93% Employee Retention Rate

Book Mentioned:

The Profit Bleed: How Managing Margin Can Save Your Contracting Business, by Vicki Suiter

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