TALENT QUEST

HOW DO YOU ASSESS POTENTIAL EMPLOYEES BEFORE YOU TAKE THEM ON?

Firm: Azco Builders

Principal: Aaron Crook

Location: Thames

Staff: 6

My normal process is to try and meet a prospective employee on site, so I can show them what I’m about and the way I like to build.  I’ll also have a conversation with them about their experience and references, and explain how our contracts work.

We have beers on a Thursday night as a team, so I try to get them along to that to meet my guys; I like to get my crew’s opinion on whether or not they think they’ll fit in.

After that, I’ll start following up with references and then I contract them to work on a couple of small jobs with me or my foreman, so we can assess their skills. If it all goes well, we’ll hire them.

I think it’s important to do your due diligence properly and not rush in to grab the first person going. I just hired someone recently, but it took almost a year before we found the right person.

I also follow my gut a lot and work off face value. If someone doesn’t feel right or they’re poorly presented, that’s generally a bit of a red flag for me.

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Firm: Metzger Builders Limited

Principal: Mark Metzger

Location: Christchurch

Staff: 20

Employing personality before skill set is a priority for our business. We find a work atmosphere that is friendly, non-threatening and comfortable is the most productive. A good culture means personalities have to mix well.

We can always train people to get the required skill set, but you can’t change someone’s personality if it isn’t conducive to a positive environment.

We find word of mouth is always the best way to capture a valuable employee. The first step is to ask our staff if they know anyone looking for employment who they would recommend.

Bringing a new worker into a setting where they already know someone helps smooth the awkward ‘settling in’ period. It has worked extremely well for us over the years.

Failing that, we will approach one of our trusted training tutors at the local polytech and request a promising student. This can come at varied stages of their training.

If we get them on site and they show good promise, then we’ll offer them fulltime employment while they continue their theory training with a day or two at night school.

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Firm: Plimmer Building Contractors

Principal: Mike Plimmer

Location: Wanaka

Staff: 20

Wanaka is a small town, so if we’re looking at hiring a local, it’s easy to track down their former employees to find out about them.

If they’ve previously been working for themselves, then I’ll ask them to provide some references from previous clients and I’ll contact them to get an assessment of the quality of their work. Hiring people from outside of town can be a bit trickier, as you only have references to rely on.

That’s why for me, first impressions are important. I’m quite a relaxed and easygoing person, so if I don’t warm to someone quickly, it’s generally not a good sign. It might sound cheesy, but my old man taught me that a good handshake is important and that’s something I also look for.

Presentation and manners are also key, because that can speak to a person’s character and clients also appreciate those attributes.

You never really know, though, and sometimes you just have to take a chance. In my experience, I’ll know within one or two months whether someone’s going to work out or not. In 30-odd years of building, I can only recall one bad egg though, so I think I have been quite lucky.

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Next month’s question: What aspect of building are your clients best and least prepared for?

Answer this question to enter our quarterly prize draw!

Email your answer with your full name, contact phone number, company name, number of full-time staff and the city or town in which you’re based to editor@pmundersconstruction.co.nz. All responses must be submitted by 25 December 2017.
The answers to this question will be published in Under Construction February 2018.