Learn how to hire the best people in a shrinking talent pool and keep them long term.

1. How to Hire & Keep the Best
Staff…

2. Welcome
 Relax
 Enjoy – eat, drink, connect,
 Be Open – take notes, ask how?
 Phones, parking, toilets
 Participate – share
 Contribute & Win…
 Link to slides – slideshare.net/trade insights

3. Today…
Take home…
1. The biggest mistakes made when hiring
2. Steps to hire better people the first time
3. Ways to increase employee loyalty

4. 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, profit, team development
• Accounting – financially well organised, minimise tax,
• Marketing – online & offline
• System Integration – streamline IP into the cloud & protected

5. Why PROTRADE United?
Ultimately for 3 reasons…
1. To help you achieve more of what matters most
2. To raise the standards of trades and related
service businesses around Australia
3. Decrease the anxiety and depression related
deaths amongst trades/construction

6. Some of our clients…

7. Breaking the Mould
How to make the transition from being a
‘tradie’ to a
professional of your trade…

8. Quick hello…

9. Does it get any easier?
Don’t wish it was easier.
Wish you were better.
Jim Rohn…

10. Does it get any easier?

11. Earning potential with your
hands?
$000’s

12. Earning potential with your
head?
$000,000’s

13. Adapt the ideas…
To suit your business and
target customer…

14. Your own economy…

15. Psychology vs. Skills/Ability

16. Are you prepared to change?

17. Change…are you up for it?

18. Biggest Challenges?

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

20. Where are your efforts going?

21. The Cost of Doing What
Everyone Else Does…

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

23. 10 Biggest Mistakes

24. Wrong Approach

25. No Plan

26. No Process

27. Poor Environment

28. Hire Only for Skills

29. Short Term Thinking

30. No Position Description

31. Poor Advertising

32. Only look at the surface

33. Poor Reference Checks

34. No Success Plan

35. Time to Re-invent

36. Keep it Simple

37. Leverage Your Time

38. Attract vs. Recruit

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

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

41. Environment is Crucial

42. Attitude/Values
Skill/Results
A
C
B
D
You attract who you are

43. 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

44. 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
Hiring Success

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

46. 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

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

48. 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

49. 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

50. 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

52. 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

53. Pay to Leave

54. Business 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

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

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

57. What has been valuable?

58. How to Keep the Best

59. 1. Certainty
2. Variety
3. Significance
4. Growth
5. Contribution
6. Connection
6 Human Needs

60. Leadership

61. The Vision

62. Core Values

63. Core Values

64. Environment of Trust

65. Recognition & Reward

66. Provide Training

67. Provide Training

68. What does winning look like?

70. What ACTION will you take?

71. It’s interesting you know…
Most of business owners will…
• Hear what we say,
• Understand it intellectually,
• Agree with all the principles,
• Get excited about what’s possible
• KNOW that it is the thing they should
do, yet…

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

73. Which leads to?

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

75. Participant or Spectator…?