How to Find and Hire 5-Star Employees

Did you know that only a third of employers in the US monitor whether their hiring strategies lead to good employees? Employers are missing out on 5-star employees since they don't measure their results. The obsession with new technologies and cutting down costs is partly to blame.

As a boat detailer, hiring the best employees can be quite challenging. It’s tough to find help when you want to scale your business.

It’s important to combine diligence and creativity when finding workers. Explore ways to connect with applicants and make them excited about their new role to stand out from your competitors. To get you started, here’s a brief overview of good hiring practices:

5-Star Employees Hiring Strategy: An Overview

Come up with a recruiting strategy to help you identify, attract and recruit the best talent. The strategy should be well-thought-out and organized for it to work.

Start by researching the current market hiring conditions to see what to expect. Remember to get all of the proper hiring paperwork in order. Also, identify the role you are recruiting for especially if its specialized.

Be open to hiring from non traditional backgrounds to attract more candidates. You should also make it clear that your company offers pay incentives. This is because 5-star candidates want to work with a company that values them.

The job requirements should be realistic to avoid locking qualified people out. Interview as many applicants as you can to attract top talent. These and other hiring tips are discussed below:

1. Create a Healthy Work Environment

A healthy work environment can draw 5-star employees to your boat detailing business. With this, the candidates will be attracted by the strong team culture in your company. They will also consider you as an employer who values and respects employees.

It's even proven that a sustainable workplace improves productivity and retention. You should, therefore, develop and nurture a culture that allows your employees to be productive. The culture should make them feel more driven and committed to their jobs.

The first step towards this - if you don't have employees already - would be to build a strong brand in your community. Make sure your social media presence is strong, your website is professional and you've either done some work on your SEO (search engine optimization) or hired someone to do it for you. Don't worry. We can help you with this. Applicants are more likely to want to work for you if they already have an idea of who you are. If you

2. Set Realistic Requirements for the Open Positions

Most candidates pay close attention to the requirements set in a job listing. They look for the attributes that employers expect of them.

Do a thorough analysis of the open position to know what is expected from the candidate. You should clearly state the required experience and skills for that particular job. Don't forget to include the personality traits that the job demands to narrow down the right candidate.

Since the job opening will be open to applicants from different backgrounds, be realistic about your expectations. Understand what each candidate has to offer to your business and consider loosening those requirements if a candidate seems hirable.

You are free to include a sign-on bonus in the salary and benefits section. The bonus can be an incentive to attract a highly qualified employee for the open position.

3. Explore Creative Places to Post the Job Opening

Tap into avenues like Craigslist and Facebook Marketplace to find workers. You may also recruit them from high schools and colleges.

Since Craigslist is a global network, be sure to set the right location on the platform. Pick a job category and add details about the job. Finish it up by adding contact details that applicants can use to reach you.

Facebook Marketplace also lets you advertise job openings for free. Your job opening will be listed on the Facebook page once posted. You can even pay for the service for your ads to appear in the timelines of your target users. This is a great way to target college students who may be home for the summer, which are your busiest months.

Young people can bring new ideas to your business. You can also offer to train them as a way to cut hiring costs. Setting it up as an apprenticeship is a great way to change the dynamic and get some people interested who may want their own boat detailing business some day.

4. Tap into Your Employees’ Networks

Your employees are a great resource when looking for help on how to find good employees. They probably know other highly qualified people who may be an excellent fit for your company.

Employee referrals are a cheaper and faster way to recruit new people. They give you immediate access to talent sourced through your employees' personal connections.

However, knowing whether the referrals can produce better hires can be challenging. The recommendations may be biased, leaving your company in the dark. This is why you should pay referral bonuses several months after you hire new talent (if they are still there).

6. Offer Pay Incentives

When done right, pay incentives can motivate your new and existing workers. You can use them to attract recruits to your boat detailing business. Inform the applicants about your willingness to give them incentives for their hard work.

For instance, you may offer your workers a commission if they upsell customers on other services. You may also give them referral bonuses for bringing on a customer.

Getting creative with pay incentives is a great way to keep your employees motivated and your business growing.

One good incentive that can attract workers is same day pay. In this case, you will pay your employees for work done at the end of the shift. They won’t have to wait until the end of the month or week to get paid.

7. Be Open to Hiring from all Backgrounds

As you look for recruits, you may want to consider candidates from non traditional backgrounds. Your business will offer work opportunities to people who are denied work because of their histories. The non traditional candidates may come from different social classes and ethnicities.

Provided they have the right skill, these workers can help your business connect with customers from diverse backgrounds. They can relate better to the pain points of your diverse customers.

Workers from backgrounds that aren’t stellar can also bring fresh ideas to your business. You can count on them for solutions to problems you weren’t sure existed. Also, your interviews should be less limiting to choose the right candidate.

There are even tax benefits for hiring people with challenged backgrounds such as long term unemployment, incarceration, veterans, food stamp recipients and more. Tapping into these tax benefits is a great way to essentially find "free" labor. The benefit could pay their salary for a while. Oftentimes people like this will be very grateful you gave them a job. And we've had many employers report that these people often become some of their best workers.

Hire Professional Boat Detailing Services Today

It's evident that the recruitment process is detailed and lengthy. When done right, you can find and hire 5-star employees who will help you achieve your business goals. Besides offering excellent service and keeping detailed records, your success as a boat detailer is primarily based on the talent you recruit.