Why Most Business Owners Can’t Find Good Employees (And How I Do)

Implement a multi-stage hiring event, starting with online applications, followed by an in-person open house, then phone and final interviews, to efficiently filter candidates and save time.

Automate communication with applicants, such as sending text messages and emails for application updates and RSVP requests, to streamline the hiring process.

Design job ads and landing pages that explicitly address common pain points of skilled tradespeople (e.g., compensation, feeling undervalued) to attract quality candidates.

Use the open house event to observe candidates' soft skills, such as appearance, social interaction, and willingness to follow instructions, which are often overlooked in traditional resume reviews.

Clearly communicate your company's vision, mission, and core values early in the hiring process, ideally during the open house, to attract candidates who align with your culture.

Consider implementing a personality test before final interviews to assess fit for specific roles and proactively address potential behavioral issues.

Develop an apprenticeship program, particularly for entry-level tasks like drain cleaning, to cultivate talent in-house, teaching them your specific processes and core values from the start.