Hiring skilled carpenters (or any tradespeople) can feel like an uphill battle, especially when it seems like all the good ones are already working somewhere else. But finding the right person for your team isn’t magic—it’s a process. And, more importantly, it’s a process you can learn and improve over time. So, if you’re frustrated with resumes that don’t cut it or constantly jumping back on the tools yourself, this article is for you.
Let’s break down the steps to hiring carpenters who not only meet your skill needs but also align with your company’s values and work ethic.
First things first: Let’s set some realistic expectations. The people you hire are unlikely to match your skill level or passion. After all, you’re the owner of the business! But if you can find someone who’s 70-80% as good as you, consider that a win. And remember, most skilled carpenters are already working, so your job is to convince them that joining your team is the right move.
Before you dive into hiring, it’s essential to understand how much your time is worth. Here’s a quick way to calculate it:
In this example, your revenue responsibility per hour is $500. That means every task you do, including hiring, must be worth at least $501 per hour—or you need to delegate it.
This exercise underscores why hiring the right people is so critical: You can’t afford to waste time doing work that someone else could handle.
Here’s the big mindset shift: Recruiting is marketing. You’re not just posting a job ad; you’re selling an opportunity. To attract the right candidates, you need to understand exactly who you’re looking for and craft a message that speaks directly to them.
Ask yourself:
When you’re specific about your target, your message will resonate with the right people. Imagine your job ad being so compelling that a candidate’s spouse says, “Honey, this is the job we’ve been waiting for!”
Keep your job ad straightforward and to the point. Include:
Remember, a carpenter might not even have a polished resume. Don’t overcomplicate things. Focus on clear communication and a welcoming tone.
Your perfect carpenter probably isn’t scrolling job boards. Instead, try these strategies:
Hiring doesn’t stop once you’ve found the right person. Proper onboarding is critical to setting them (and you) up for success. This isn’t just about showing them how to clock in; it’s about integrating them into your company culture and setting clear expectations.
Start with the basics:
A great onboarding process helps new hires feel valued and sets the tone for their work with your team.
If your current hiring process feels chaotic, it’s time to create a system. From writing job ads to conducting interviews and onboarding, document each step so you can repeat it efficiently the next time you need to hire. This system will save you time, reduce stress, and increase your chances of finding the right person.
Hiring carpenters doesn’t have to be a constant headache. By shifting your mindset, targeting the right candidates, and building a system, you can find skilled professionals who contribute to your company’s success. And remember, recruiting is an ongoing process—always keep your eyes open for talent, even when you’re not actively hiring.
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