How to recruit, interview and hire people for the maintenance industry
I am a new regional director for a company expanding into the local market. Right off we have positions unfilled at
several of our apartment communities; especially in the maintenance area.
Moreover, as we expand our local operation and evaluate existing onsite staffs I’m anticipating an ongoing need for recruitment, interviewing and hiring activity. What advice do you have for a newcomer that needs to succeed?
Taking a hard look at your current and future personnel needs is the right step to establish a strategic plan that you can initiate, lead and sustain.
Your candidates will generally come in (3) varieties:
One variety is the young graduate of vocational training and/or institution of higher education. These candidates have character and interest but no experience. You might be their first employer and as
Utilize social media to create awareness and initiate interest
Your hiring practices need to emphasize constant learning, compliance proficiency and incorporating what is learned into performance expectations. Establish a core of testing, showing understanding and demonstration of skills within specific time frames. Examples include: understanding the lease, fair housing
The challenge is to create a smooth on-boarding along with the initial 90 days. Tailor the steps necessary to raise individual performance from a detailed checklist that tracks experiences. Conduct weekly evaluations to assess real understanding of processes and procedures. Keep each new hire in charge of initiating and follow through; it’s their career
The interview questions must be calculated and designed to establish transparency moving forward. You must engage this employee to establish what they bring and how this has value in specific ways. They must be coached to initiate this process and prove value along the way. You must create the environment for this to happen.
The third variety
You might assume they can “hit-the-door-running”. Surprise! Surprise! You must be careful not to assume or
I think you get the message that no matter which variety of employee you recruit, interview and hire, there are challenges and risk. You might experiment with