How to Hire Quality Staff in a Shrinking Talent Pool

1. How to Hire Quality Staff
in a Shrinking Talent Pool

2. Welcome…
• Relax
• Enjoy – eat, drink, connect,
• Be Open – take notes, ask how?
• Respect – phones
• Participate – share
• Contribute & Win…
• Link to slides – slideshare.net/tradeinsights

3. Who is PROTRADE United?
We believe in a united effort and collective knowledge
to help you find an even better way to run your
business…
Trade specific solutions in…
• Strategy – income, cash-flow, profitability, team development
• Accounting – structure, tax minimisation,
• Marketing – online & offline
• System Integration – streamline IP into the cloud & protected

4. Why PROTRADE United?
Ultimately for two reasons…
1. To give you the luxury of an unhurried life
2. To raise the standards of trades and related
service businesses around Australia

5. Biggest Challenges?

6. Adapt the ideas…

7. Does it get any easier?

8. Does it get any easier?

9. What is the real ‘cost’ of mis-hiring?

10. Where are your efforts going?

11. The Cost of Doing What Everyone
Else Does…

12. The Reality…
• More baby boomers retiring
• Top talent pool is getting smaller
• Hiring to become even more difficult
• Embrace Millennials
• Create a workplace that breeds loyalty
• Understand your people
• The BEST are already employed

13. Change…are you up for it?

14. The Overall Process
1. Hiring (Attracting)
2. Induction & Training for Success
3. Performance Management
4. Leaving

15. The Overall Process
1. HIRING
2. Induction & Training for Success
3. Performance Management
4. Leaving

16. Hiring Success
 Be on the front foot – always be looking
 Create a virtual ‘bench’
 Have a stepped process
 Don’t cut corners/react – it will bite you
 Be patient (no breath vs. bad breath!)
 They must convince you
 If in doubt…keep looking

17. Hiring Success
1. Have a vision - know who/what you want
2. Create the environment
3. Hire from within
4. Sell the opportunity
5. Qualify TOUGH
6. Make them apply
7. Interview & offer

18. 1. Know who you want (see it)
1. Key attributes – skill/attitude
2. Match for the values
3. Position description

19. 2. Create the environment
1. Leadership & Core Values
2. Get rid of the C’s & D’s
3. Career progression & opportunity
4. Training & development
5. Flexibility
6. Feedback
7. Recognition

20. Attitude/Values
Skill/Results
A
C
B
D

21. What has been valuable?

22. 3. Hire from within/networks
1. Reward existing team
2. Connect with your networks (social)
3. Website – promote to your networks

23. 4. Sell the opportunity/business
1. Why work with you company?
2. What do you offer that is different?
3. Attract/excite vs. Scare/push away

24. 5. Qualify TOUGH
1. Automate with application process
2. Guard your time
3. Invest in only those that qualify/follow
directions
4. Check social media first

25. 6. Make them apply
1. Start simple – then progress
2. Can they follow directions
3. Detailed work history vs. resume
4. Check references/social media first
5. Skills/ability tests – never believe them

26. 7. Interview & Offer
1. Rule of 3
2. Be thorough
3. Take notes
4. Don’t fluff/waste time
5. T.O.R.C.
6. Keep digging until you are 97% sure
7. Ask ‘what don’t I like?’
8. T’s & C’s

27. Example…
1. Created a great team environment
2. Promoted the opportunity - internally
3. Website link – simple questions*
4. 3-page application*
5. Phone - T.O.R.C./profile check
6. Basic skills test
7. Team interview
8. 1-1 interview
9. Job offer

28. What has been valuable?

29. Tom Reardon
www.awx.com.au

30. What ACTION will you take?

31. Do nothing!
What gets in the way…
LIFE!

32. Your opportunity to get clear
Complimentary Strategy
Session
• Where you are
• Where you want to be
• The Game Plan to get
your there…

33. Participant or Spectator…?

37. Some of our clients…