Hiring Young People

Prioritize cultural fit over just experience in hiring: When interviewing, focus on personality and how candidates align with your company culture, as a good fit makes training much easier.

Implement structured learning pathways: Create chronological lists of skills with timelines for apprentices, and have managers regularly check off competencies to track progress.

Invest in comprehensive benefits: Offering paid holidays, PTO, health insurance, and 401K can attract higher-quality candidates who view painting as a career, not just a temporary job.

Foster a supportive and caring company culture: Organize regular company events like breakfasts and barbecues, and demonstrate genuine care for employees' well-being (both at work and personally) to build loyalty and respect.

Embrace a 'fail forward' training philosophy: Allow and encourage new hires to try, make mistakes, and redo tasks until they master them, emphasizing learning through repetition and problem-solving.

Be adaptable in training methods: Recognize that individuals learn differently and adopt a dynamic approach to training rather than a one-size-fits-all method, prioritizing being personable and patient.

Challenge traditional stereotypes: Actively promote an inclusive environment where individuals are judged on their work ethic and skill, regardless of age or gender, to attract a wider talent pool and improve industry reputation.