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Developing Your Superstar Team

Developing Your Superstar Team


Do you automatically turn to the classified ads when you have a new job opening? Unfortunately everyone else in town is doing the same.  Most applicants reached through the classified ads are currently unemployed or already have an agreement to leave their firms at a specified time. Thus the classified ad pool of workers is somewhat suspect.

Top workers can choose the company they want to work for because they are in demand.  Attracting these key people takes creative recruiting and an excellent reputation among industry workers.  On the other hand, remodelers with pro­gressive employee policies sometimes have a waiting list of applicants for the next available opening even in areas with labor shortages.  That should be your aim in your company.

Consider how you can hire from the ranks of the employed.  You could leave flyers on trucks parked at the lumberyard or builder’s supply firm and post notices on their bulletin boards.  You could advertise an evening open house at which you take applications, have the present employees talk with potential employees, and serve light refreshments. You could set up inter­views at the local high school vocational school or carpentry training program.

When you do use a classified ad, it should describe the job accurately and list the attractive benefits or working conditions you offer. Using more space than the other classified ads will make your ad stand out.  Consider an ad in your local associa­tion newsletter or even in a national trade publication.  Put the word out that you have a position open on one of the websites that attract remodelers and their employees.

The key is to be creative in your recruitment of applicants. You might use a company meeting to brainstorm unique ways to attract excellent applicants.

 16 Tips for hiring superstar employees:

  1. Clear job description.
  2. Promote from within wherever feasible.
  3. Be creative in advertising the position.
  4. Develop or buy a good job application form.
  5. Have all personnel forms checked by the company attorney beforehand.
  6. Request letters or resumes from the applicants. Prepare a list of questions for the interview. Reference great books like Hiring Smart by Pierre Mornell.
  7. Practice interviewing with someone.  Ask for feedback.
  8. Avoid illegal questions.
  9. Ask questions which cannot be answered “yes” or “no.” Focus on past performance. Ask “Tell me about a time when you had to deal with this . . .” Don’t ask, “How would you deal with this issue?” That’s asking them to use their imagination. Better to ask how they handled difficult situations in the past.
  10. Ask about driving record for liability purposes.
  11. Study the appearance of the applicant. Would you like to have him/her representing your company?
  12. Look for good work attitudes such as eagerness, high energy level, willingness to learn, courtesy, as well as knowledge. Can this applicant sell him/herself?
  13. Be prepared to sell the top applicant on the company.
  14. Ask the applicant what he/she would like to know about the remod­eling company and the work.  Does the applicant ask intelligent questions?
  15. Check references thoroughly.
  16. After hiring, prepare to train heavily for the first 1 to 3 months.



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