Business Education

Is Finding Skilled Trades Employees Impossible? Think Again!

What’s the biggest problem facing most small businesses in the trades? If you ask an owner-entrepreneur, one answer stands above the rest—finding good employees who want to work, do a good job, and are consistently reliable. But, even with the promise of great pay, these individuals seem harder than ever to find—especially post-shutdown and even five years after the fact. It can be disheartening, frustrating, and hinder a business from growing.

However, there is good news. The “college is for everyone” mentality is slowly wearing off. Young people graduating from high school are again discovering the value (and lucrativeness) of the trades. They realize they’ll spend far less on their education and begin to earn good money in a short period. Although we’re still in a transition, so it’s not always easy to find such individuals.

7 Ways Small Business Owners Can Find Skilled and Reliable Employees in the Trades

As stated, in the current labor market, many small business owners in the trades are facing an uphill battle: finding skilled workers who not only meet the job’s qualifications but also show up consistently and perform well. Whether you’re running a plumbing service, electrical company, construction firm, an HVAC business, or any other trade-based business, attracting dependable employees requires a mix of strategic recruiting, strong employer branding, and fostering a work environment that encourages retention. So, here’s how small business owners can navigate these challenges and build a reliable workforce.

1. Build a Reputation as an Employer of Choice

One of the most effective ways to attract high-quality workers is to establish a strong employer brand. Your company should be known not just for the services it provides, but also for being a great place to work. Competitive pay, clear career advancement opportunities, and a positive work culture can set your business apart.

Consider showcasing testimonials from satisfied employees on your website or social media channels. Highlight the benefits of working for your business, including training programs, job stability, and workplace camaraderie.

2. Tap Into Apprenticeship Programs and Trade Schools

Many trade schools and apprenticeship programs produce eager, well-trained individuals looking to enter the workforce. Building relationships with local vocational programs can be an excellent pipeline for reliable employees.

Offer internships or paid training programs that allow students to gain hands-on experience with your business before transitioning into full-time roles. This gives you a chance to evaluate their work ethic and skill level before committing to hiring them permanently.

3. Use Targeted Recruitment Strategies

When traditional hiring methods don’t yield results, think outside the box. You still have options for finding good recruits, such as the following:

Referrals. Employees and industry contacts often know skilled workers looking for better opportunities. A referral program with incentives can encourage them to recommend dependable candidates.
Social media and digital recruiting. Platforms like LinkedIn, Facebook, and industry-specific job boards can help connect you with skilled tradespeople actively seeking work. Posting engaging content about your work culture and job opportunities can help spark interest.
Local community networking. Attending industry events, trade association meetings, and even hosting hiring open houses can connect you with qualified prospects.

4. Prioritize Work-Life Balance and Fair Compensation

Compensation matters, but so does workplace satisfaction. Offering fair wages aligned with industry standards is crucial, but providing benefits such as flexible schedules, paid time off, or wellness initiatives can be just as impactful.

Many workers in the trades value job stability and fair treatment over chasing the highest paycheck. If you create an environment where employees feel respected and valued, they are much more likely to stay and perform reliably.

5. Optimize the Hiring Process to Weed Out Unreliable Candidates

A streamlined hiring process with clear expectations can help filter out applicants who may not be dependable. When interviewing candidates:

Ask about previous job reliability and attendance history.
Focus on behavioral-based interview questions that reveal how they handle workplace challenges.
Require a trial period or probationary period to assess performance before committing to full-time employment.

6. Retain Employees Through Strong Leadership and Development

Once you’ve found dependable employees, keeping them engaged and motivated is just as important as hiring them. Investing in leadership development, fostering mentorship programs, and giving employees room to grow can improve retention rates.

Employees who see a future within your business are more likely to stay committed. Offering professional development—such as advanced training certifications or leadership opportunities—shows that you value their long-term potential.

7. Addressing Attendance and Performance Issues Early

If absenteeism or poor performance becomes an issue, addressing it early through structured feedback and accountability systems is essential. Instead of waiting for problems to escalate, establish clear expectations from the start.

Hold regular check-ins with employees, provide constructive criticism when necessary, and create incentive programs that reward consistent performance and reliability.

A Few Final Thoughts

While the challenges of recruiting and retaining reliable workers in the trades are real, small business owners who adopt proactive strategies can find and keep quality employees.

Investing in your workforce isn’t just about hiring—it’s about building a team that stays committed for the long haul. Skilled, dependable workers are out there—you just need the right approach to find them.

Want to Accomplish More?

Do you want your company to grow faster and earn more while spending more time with your family doing everything you started your business to do?

We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, Waters Business Consulting Group to learn more about us and the services we offer.

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The Valuable Business Lessons of 1873, 1893, Mars Music, and Tomorrow

October 17, 2024 No Comments

Back in the late nineteenth century, America experienced an incredible economic boom. With the Civil War long over and people moving west, the country enjoyed a boom cycle that lasted nearly a decade. Ironically, this good fortune would sour and become the direct cause of a national crisis. Throughout history, the business world has been marked by cycles of boom and bust, often fueled by ambition and the allure of rapid growth. The economic panics of 1873 and 1893, along with the rise and fall of companies like Mars Music over a century later, offer valuable lessons for entrepreneurs and businesses today. Although separated by decades, these historical events share a common thread: the dangers of hasty, unchecked overexpansion. So, let’s take a long look at these pivotal moments, exploring how aggressive growth without a solid foundation can lead to catastrophic outcomes and what modern businesses can learn to avoid similar pitfalls in the future. The Commonality Between the Panics of 1873 and 1893 and the Collapse of Mars Music While the Panic of 1873, the Panic of 1893, and the collapse of retailer Mars Music occurred in vastly different historical contexts and economic climates, they share a fundamental commonality: hurried overexpansion and excessive debt. Both panics were triggered by overindulgent speculation and unsustainable debt levels in various sectors of the economy. In 1873, it was primarily in railroads and manufacturing, while in 1893, it was in railroads, silver mining, and other industries. Approximately 109 years later, while not on the same scale as the panics, Mars Music’s collapse was also driven by overexpansion and excessive debt. The retailer opened new stores at too rapid a pace, leading to high operating costs and a strain on its financial resources. Regardless of the specific causes, the consequences of these events were remarkably similar because they all share a common thread: the negative impact of financial instability and economic downturns. These crises highlight the importance of prudent financial management, risk assessment, and adaptability in the face of changing economic conditions. Slow and Steady Wins the Race: How Businesses Can Grow Sustainably Without Over-Expanding The rush to grow can feel like a race. Every entrepreneur wants to expand, bring in more profits, and become a household name. But, just like in any race, sprinting too fast can lead to serious missteps. So, how can businesses avoid over-expansion and ensure they grow at a healthy, sustainable rate? Well, there are some things you can do to avoid making such mistakes: Understanding the dangers of over-expansion. Let’s begin with a simple exercise. Imagine trying to walk on a tightrope while juggling. It’s tough, right? That’s what over-expansion feels like. Businesses that push too hard to grow often spread themselves too thin, losing focus on what made them successful in the first place. This can lead to lower-quality products, unhappy customers, and ultimately, shrinking profits. Set clear and achievable goals. Goal-setting is comparable to having a roadmap for your journey. Without clear directions, you might find yourself going in circles or heading off a cliff. By setting specific, measurable, and realistic goals, businesses can focus on growth steps that truly make sense. For instance, instead of thinking about opening ten stores at once, aim for one or two first. Get those right, and expand from there. Know your market inside and out. Think of your market as an ocean. If you don’t understand the tides, you’re likely to capsize your boat. Businesses need to research their target audience, understand their needs, and know the competition. This knowledge helps in making smart decisions, such as when and where to expand. By keeping a close eye on market conditions, businesses can spot opportunities without taking unnecessary risks. Focus on quality over quantity. In the race to grow, it’s easy to get excited about numbers. But remember, a small number of happy customers is far better than a big number of unhappy ones. Businesses can build a loyal customer base by focusing on creating high-quality products or services. Satisfied customers tend to return and spread the word, leading to organic growth that doesn’t come with the pitfalls of over-expansion. Keep a close eye on finances. Just as a gardener checks the soil before planting seeds, business owners should keep track of their financial health. Understanding cash flow, expenses, and profit margins can prevent a business from becoming overgrown and unmanageable. By monitoring finances regularly, companies can decide when it’s the right time to invest in growth and when it’s best to hold back. Invest in employee development. Think of employees as the roots of a mighty tree. Without strong roots, the tree can’t grow tall and wide. Investing in training and development keeps employees engaged and productive. Happy, skilled employees lead to better customer service and improved products, strengthening the business from the inside out. When the foundation is solid, the possibility for expansion becomes much easier to handle. Embrace innovation gradually. Innovation is akin to adding spice to a dish: too much can ruin the flavor. Businesses should embrace new ideas, but it’s essential to do this gradually. For instance, before launching an entirely new product line, consider introducing an improved version of an existing one. This allows businesses to gauge customer reaction and make adjustments without risking it all on a big gamble. Last but not least, continually cultivate customer relationships by building strong relationships with customers. It’s all about nurturing connections that promote loyalty. Engaging with customers through feedback loops, surveys, and social media can provide insights into what they love and what needs improvement. This dialogue can guide businesses to grow wisely, responding to customer needs rather than assuming what they want. The Path to Sustainable Growth In the end, sustainable growth is all about balance. Just as a well-fed plant needs regular care, businesses thrive with careful attention and planning. By setting achievable goals, knowing the market, focusing on quality, keeping finances in check, investing in employees, innovating wisely, and nurturing customer relationships,

How to Turn Your Idea into a Business

January 3, 2018 No Comments

It’s easy to turn your skills into a business. That’s one thing. You already have methodologies and experience. But, what if you just have an idea? Something you can’t seem to shake? It’s there day-in and day-out. You simply can’t get it out of your head. But, you’re afraid to tell anyone because you’re not sure it has merit. Or, it’s a take on something else that’s a proven model. Whatever the case, you’re eager to turn your idea into a business. How to Know when It’s Time to Start a Business The biggest barrier people have to starting-up a business isn’t money. It’s not a lack of motivation. The largest barriers are self-imposed. It’s over thinking things. In other words, a kind of paralysis by analysis. People come up with all sorts of reasons they can’t start a business. Funds. Time. Competition. Take your pick because there’s no lack of excuses. Which ultimately, that’s what these so-called reasons really are in practice. Ideas are just ideas. An idea is the seed of a successful product or service. Without proper care and maintenance, it will not bloom. Ideas require solid research of the target market, a good strategy and a sound business plan, without which, ideas cannot go much further. If you want to start a business and make a go of it, you need more than just an idea. —Entrepreneur.com We’ve all heard the success stories about entrepreneurs who didn’t give up. Take Walt Disney for example. Turned down by lender after lender, he never gave up. So many years later, we all see his crazy idea as a terrific business. Now, those theme parks are the best of the best. But, it all started with an idea — nothing more. How to Turn Your Idea into a Business Of course, you might not think your idea is necessarily business worthy. However, you don’t know until you give it a genuine try. Although it’s intimidating, there’s a big reward just waiting if you put in the effort. Here’s a few suggestions for how you can turn your idea into a business: Ask friends and family for feedback. Don’t let fear stand in your way. Your idea needs feedback. If you speak with a few people about it, you’ll learn something interesting. This is a great way to flesh it out. And, it might even give you more ideas that contribute in a wonderful way. Try to find working versions of it. If your idea isn’t out there as a reality yet, chances are excellent there’s something like it. Look for similar businesses and see how they operate. Even if it’s a new take on a common business model, you’ll learn through some simple research. Start by giving it away for free. Next, put it into action. Set aside some time to give it away for nothing (or a very cheap price). When you put it into practice, you’ll see where it naturally takes you. And, you’ll also learn if it can actually be monetized. Be ready to rework it along the way. Of course, you’ll need to give yourself permission to make mistakes. Use them to your advantage to better the service or product. As you do it over and over again, you’ll refine the process. What other suggestions do you have to turn an idea into a business? Where did you start your company? How can someone set up for success with just an idea? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

New to Hiring, Here’s How to Spot Resume Red Flags

April 8, 2021 No Comments

It’s often said the first hire is the hardest, and that’s inescapably true for several reasons. Foremost, it’s because when you hire an employee, you’re hiring someone to represent your business. Which is to say, you’re entrusting them with your company’s entire reputation. Then, there’s the matter of consistency, even if that person has the competence. In other words, being able to do the job well over and over again. But, that’s not all, your first hire must be cost effective, helping your business to earn more than it did before. So, it’s no wonder business owners procrastinate as long as they can, putting off their first hire. What Resumes Are (and Aren’t) Of course, there’s the conundrum of where to begin and finding a good fit. This is where the resume comes into play, although you may not be very familiar with qualifying a person’s capabilities from a sheet or couple of sheets of paper. On average, hiring professionals spend just 7 seconds looking over each resume. That’s not a lot of time, and especially seems short if you’re doing it for the first time. Do you know who you are hiring? You need to review each resume, cover letter and job application that you receive with care. You want to ensure that the candidates you consider hiring are who they say they are and that their credentials are valid and match your needs. —The Balance Careers The good news is, you can get a lot out of just about any resume, if you know what to look for. Obviously, you have to start with an understanding of what a resume is and what it isn’t. A resume is simply a summary of a person’s qualifications and their competencies, along with their work history. That’s about it, what a resume isn’t, is a tell-all that will reveal all a person’s strengths and weaknesses. How to Spot Resume Red Flags The simple fact of the matter is that a resume only provides the information the applicant furnishes. Meaning, it will only tell you what the applicant wants you to know. However, this doesn’t mean it can’t give you some very key clues that you can use to your advantage. Here are the biggest red flags resumes can reveal: Inexplicable or unexplained gaps. A resume with big gaps, particularly between positions, is one that tells you a whole lot. Someone who has large gaps between jobs is likely an applicant you’d probably be better off without. Rock star qualifications. Conversely, if an applicant’s resume is packed with too much good news, it’s probably too good to be true. A resume with a cornucopia of qualifications is likely full of exaggerations, embellishments, half-truths, and more misleading information. tOO mAny TyPoes. Poor spelling, bad grammar, sloppy punctuation spell b-a-d n-e-w-s. If someone doesn’t pay close attention to the way they present his or her self on paper, he or she isn’t really interested impressing potential employers. Of course, these aren’t the only red flags you might find on a resume. Applicants who send their resumes from current employers’ email systems are telegraphing they’re not respectful of others’ time and resources. Unusual employment histories are also a red flag. People who hop from one industry to another do so for reasons that should concern you. What other red flags do you look for on resumes? Please take a quick moment to share your experiences and thoughts. After all, your perspective just might help someone else out! Interested in learning more about business? Then just visit Waters Business Consulting Group.