[uniscaper]

Well, it's getting close to that time for us and hiring will begin soon.

What are some of your questions or techniques for finding that really good employee. You know the guy that actually shows up, ready to work, everyday and actually enjoys his job.

I've kinda just used the "Throw a handful against the wall" technique in the past and just don't have a whole lot of luck.

Any thoughts or direction.

[Greensmith]

I thought I had it figured out when I had 4 awesome hires at the beginning of the season. Only one of the original guys made it to the end of the year. In this business it is impossible to know how they will do in the field.

[uniscaper]

I feel your pain

I heard one other guy say he started out the season with about 4 times as many as he needed and just worked them extremely hard eliminate those that couldn't hang and the cream would then rise to the top.

Problem there thats an awful lot of wages going out to find those "A" guys.

[Stonehenge]

I'm no master HR person - I've hired plenty of people that ended up elsewhere in a few weeks. But I have found some really good ones, too.

In general, what I look for is:

• On time for the interview. If they are 3 minutes late, that will only be amplified once they're hired.
• Someone who shows a genuine interest, even if only in being in a construction-related field. Too many don't quite know why they're applying for you job, which means this is just something to fill the space until they find something else.
• They can pass the wheelbarrow test. 5 Versa-Lok (400#) in a wheelbarrow, wheeled about 20' out, turn, then come back, all without spilling. This one seems to weed out those who talk like they've done hard work in the past and those that really have.
• I also check our state's court records to see if they jive with what I asked them about a criminal record and driving record.

The other stuff is standard interview procedure.

Hope that helps.

[uniscaper]

Stone
Isn't there an issue (if they find out) with using the state court records website?
Where they could back on you legally.

I think I heard that somewhere.

[sandim]

We don't seem to have any luck with that either. Granted this is only going into year 3 for us, but we're too busy to go through all that crap. We need probably 2 full-timers and 2 college kids. Seems the college kids are easy, believe it or not, it's the full-timers we can't get to stay. We went through 4 different people this year. It's so frustrating! We're looking for someone who'll come back year after year.
What to people start their employess at for pay? What about benefits? Any ideas for incentives?

At least we know we're all in the same boat!

Sandi

[johnkeegan]

If you want someone that will stay and take pride in their work, you need to pay comparable to other "trades," ie. masonry, carpentry, roofing etc. And if you hire someone at a lower into pay rate (let's say $10/hr.) and you quickly see that have great potential don't be cheapskate, give them raises instantly and quickly get them up to where they belong. Ask yourself, if this person quit to get another job, what do I REALLY wish I had been paying him. In this labor market, if you think there's a free ride, you're soon going to get burned.
As far as benefits, again ask yourself, what benefits whould I expect if I was looking for a "real" job. Individual health insurance, matching retirement, paid vacation/holidays/sick & personal days, etc.. And, oh yeah, they will expect to be recognized and respected for good work.