How to Hire and Retain the Best Talent for Your Home Service Business

Your team is the backbone of your business. From fixing leaky faucets to keeping customers happy, they're the ones making it all happen. So it's time to get serious about finding the right people to join your crew.

HUB: The ULTIMATE Guide to Starting and Growing a Home Service Business

But learning how to hire and retain the best talent for your home service business isn't just as easy as putting out a cattle call. The trades require certain skills and a willingness to be part of a team and culture.

So let's look at the best ways to hire--and retain--talented, skilled employees in the home service industry.

Define Clear Job Roles and Expectations

Everything starts with your job application. This is the key to hiring practices and immediately sets the terms of expectations for both the potential hire and for you as an operation.

The right employees are the difference between scaling and stagnation. But do you know what makes a good hire? It starts with your job posting, the attributes you’re looking for, and how you word the post.

You should define the roles and lay out clear expectations for the hire: Both in what's expected and what kind of output is required.

Crafting compelling job posts is key to attracting top talent. Keep it clear, concise, and highlight the unique benefits of working with your company.

Offer Competitive Compensation and Benefits

Offering great benefits is crucial because they not only attract top talent but also contribute to employee satisfaction and retention. So don't skimp on the perks – your team deserves the best.

You should design incentive programs that reward employees for achieving their goals and contributing to the company's success. Remember: There's always another job out there for companies just looking for labor. The way you keep the best is by making it worth their while.

Build a Strong Company Culture

I talk a lot about the power of company culture, and for good reason: Having everyone all-in on the mission and vision that you put forward is the biggest step in winning.

I've told the story on a past podcast, but there was a time when Wilson was closed-book and we didn't really put out the revenue numbers to our employees.

It was a mistake.

Since that time we've made no attempts to hide our monthly, weekly, daily, or even hourly numbers. Those stats are on the walls in real time all across our building.

Why? Because it gets everyone to buy into the mission of hitting $100M by 2030. It's doable, but only if you have people around you willing to make it happen.

Surround yourself with the best people who share that dream. When people buy in they tend to hang around--and reap the rewards.

Provide Ongoing Training and Development

Teach a man to fish, you've fed him for a day. Give a trades employee 250 hours of training and you've given them a purpose, a career, and reason to stick around.

And that's exactly what we do at Wilson. We have a specific way of handling ourselves and doing business, which is expected of every single employee.

That's why we do weekly training, including leadership training for all managers. Everyone is constantly learning and honing those skills.

Why? Well, the obvious answer is 'to be better.'

But more to the point: We're creating bonds and reasons for employees to stick with us. We put faith, time, training, and resources into their betterment. Sure, not everyone is going to put faith and commitment into that... But the best will.

Follow these steps and you can be on your way to finding and keeping the best talent for your business.

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