Recruit and Retain High-Quality Employees

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20:07

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3 Painting Tips. Don't Be TERRIFIED To Go Alone.

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What happens here

The third crucial tip addresses hiring good quality help. John highlights that 'good people know other good people,' suggesting that leveraging your existing team for referrals can be an effective strategy. He also advises creating an appealing work environment where A-team members want to bring on more A-team members. For new businesses or those without an existing team, he recommends looking for individuals who may not have extensive painting skills but possess strong character and motivation, as skills can be taught. Sources for finding such talent include friends with children looking for work (especially recent high school graduates or college students seeking summer jobs) and college job boards or 'billboards' (physical or digital). The key is to get in early with recruitment, ideally by March or April, before potential hires secure other summer jobs.

Goal: Build a strong, motivated team for your painting company by strategic recruitment and fostering a positive work environment.

Tools and materials

College Job Boards/Billboards — Connecting with students seeking summer employment
Employee Referral Program N/A — Encouraging existing team members to recommend potential hires
Social Media Platforms Facebook — Posting job ads (e.g., Facebook)

What they say

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you want to say you know I think when it comes to getting good quality help good people no other good people right that's a good point like if you've got guys on your team who are good good team members they're likely to know other people who are like them right they're gonna hang out with the same kind of people and if you can create the kind of environment where it's appealing for them to actually go to their friend who maybe has an office job and say oh my gosh dude you've got to get out of that scam and you've got to come like this is way better way cooler we we either have more fun or it's more satisfying or however you decide to communicate that to your team like that's a that's the best recruiting tool you can have I think character is a big deal right like you you should hire for for character and motivation not for skill set because we can teach all the skills yeah I was pretty big on that and I I kind of you know hired guys that had a lot of skills and then I hired guys that didn't have a lot of skills and so I have experienced both ways and I really like to hire guys with no skills at all that way I can just train them the way we do things and how I wanted to do it and then that was just the way they knew and understood how to do it and there was never any fight and push back yeah and I think the objection that a lot of guys have with that is but then I'm gonna have to babysit them and it's gonna take forever for me to get them up there but I mean just stop for a minute take a breath okay think about it like you're gonna start these guys off they're gonna make what 12 13 14 15 wherever you're at whatever that starting range is how long realistically does it take for them to be a break-even member of the team two weeks I think two yet two weeks three weeks if you're like intentional about you know teaching them and you're not one of those I mean we both grew up in construction right like there there are guys that would just razz you or you're the new guys so go fill up this bucket with air like like if you're actually trying to make them a piece of the team like I think in two weeks they can least break even and you're not losing money yeah and I think with guys this with a little bit of mechanical skills and stuff and and willingness to learn I think like in three months they would be they were very valuable members of the team making the company money and we I mean we would literally I mean two months in three months in we would guys with spray…

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