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Our Vetting Process

You need new painting, siding, or gutter work, but you’re terrified of falling victim to another nightmarish contractor. Whether you’ve had a bad experience yourself, or gotten an earful from a friend, these stories give good contractors a bad rep.

We pride ourselves on our thorough vetting process. Without it, we wouldn’t have as many satisfied client testimonials. You have every right to be anxious about inviting people into your home. But you won’t have to be after you hear about all we do to find the right staff.

Here are more details regarding our staff vetting process.

Vetting All Resumes and Applicants

Here’s what we’ve discovered. Vetting candidates for our company starts before they even walk through the door. We thoroughly check references to be sure we’re bringing in the right talent.

If anyone applying to be part of our team doesn’t seem reliable, we don’t hire them. And for the record, unreliable people aren’t fun for us to work with, either.

We only invite a select group of candidates to an interview after we’ve gotten to know them over the phone and gained positive feedback. We’ve realized speaking with people gives us great insight into what we can expect from a candidate.

Direct and Thorough Interviews

Next, the interview. Our face-to-face interview process is where we make sure potential candidates match our company culture. No matter how charming someone is, they don’t get to work for us unless they take their responsibilities seriously.

We don’t tolerate nepotism or any other form of favoritism when it comes to our hiring process. We’re a meritocracy and hire people based entirely on relevant work experience and a positive work ethic.

The Background Check

This next step goes without saying. True, you don’t have to have a Master’s degree to develop a skilled trade. But we still maintain some of the industry standards. All of our employees must successfully pass a background check before they’re allowed on a worksite.

We care about the safety of our staff and clients, so the criminal background check is a crucial step in our hiring system. But our vetting process doesn’t end there.

Observing The New Hire

Here’s where things get interesting. We’ve witnessed a few craftsmen over the years. Over the years, we’ve noticed, people will start to act quite differently a few weeks into working with us once they have gotten comfortable.

We make sure to carefully observe them while they’re working and welcome feedback from our clients. If someone consistently slacks off or doesn’t meet our company standards, we do everything we can to help them improve. If they refuse to improve after repeated interventions within 30 days of their hire date, they may be relieved from their duties.

Observing new hires closely within their first 30 days helps us hold them to the terms required of them. This way, no under-qualified staff can slip through the cracks.

Regular Performance Reviews

Phew! Let’s assume our newest member has excellent feedback and made it through the interview, and has been with us for a few months. How do we make sure our staff continues to improve?

We enjoy helping people grow in their careers by providing consistent performance reviews. We’re always sitting down as a team to figure out ways in which we can continue to surpass expectations.

Providing adequate training and education for our team members is a crucial part of our company culture. We don’t expect everyone we hire to be able to read our minds, so we give lots of praise and constructive criticism when necessary.

If you’re ready for a quote for your project, contact us here.

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