[Mark Oomkes]

So @hort101 thought someJuan here had a way of reducing the number of no shows.

We're 1 for 5 currently.

Phone interview has been done prior to setting up an in-person interview.

Confirmation the morning of has been attempted.

Not like we're sitting around waiting just for them, but it's frustrating nonetheless.

 

[hort101]

So @hort101 thought someJuan here had a way of reducing the number of no shows.

We're 1 for 5 currently.

Phone interview has been done prior to setting up an in-person interview.

Confirmation the morning of has been attempted.

Not like we're sitting around waiting just for them, but it's frustrating nonetheless.

I think it was @grass man 11 ?

 

[cwren2472]

So @hort101 thought someJuan here had a way of reducing the number of no shows.

We're 1 for 5 currently.

Phone interview has been done prior to setting up an in-person interview.

Confirmation the morning of has been attempted.

Not like we're sitting around waiting just for them, but it's frustrating nonetheless.

I feel like this thread title could have used an emoji

 

[OakNut]

I read on Lawnsite that if you want good workers, you have to pay up!

If you aren't offering them $500 to show up for the interview, what do you expect?

 

[Mark Oomkes]

I feel like this thread title could have used an emoji

🖕

 

[grass man 11]

Kinda a small sample size to get down on yourself with the show rate. We plan a 50% show rate normally. If one more person would have shown then your numbers would be closer to normal.

Stack them so multiple people show up at the same time. That eliminates time wasting if some don’t show.

may also be your pre-phone interview turned them off. We don’t do a phone interview in our process. If a resume looks good, we just tell them to come in.

I like working interviews when possible.

 

[Mark Oomkes]

may also be your pre-phone interview turned them off. We don’t do a phone interview in our process.

We have an awesome phone interviewer.

But who knows...

 

[hort101]

We have an awesome phone interviewer.

But who knows...

People tended embellishing their skills when I was crew leader

Just an example had tons of experience then once on the job needed to be shown how to start the blower or string trimmer

I like grassmans working interviews idea especially for certain jobs

 

[cwren2472]

may also be your pre-phone interview turned them off.

Huh, weird, can't imagine why talking to @Mark Oomkes on the phone would turn people off...

 

[Mark Oomkes]

We have an awesome phone interviewer.

Huh, weird, can't imagine why talking to @Mark Oomkes on the phone would turn people off...

Are you new here?

 

[cwren2472]

People tended embellishing their skills when I was crew leader

Just an example had tons of experience then once on the job needed to be shown how to start the blower or string trimmer

I like grassmans working interviews idea especially for certain jobs

Those who can, do
Those who can't, crew lead

Those who can't crew lead, sell parts at a counter

 

[grass man 11]

So when your trying to do these interviews and attract people, you need to know which “mode” your presently in.

a. I want the best person possible, I don’t need to stress, and I don’t need to rush. = use lots of qualifications and filters. Make them jump through hoops, do different steps, follow directions. The more they do, the more they want the job and might be the right fit.

b. I need people, possibly multiple people … now. = remove steps and processes. Make it as simple as possible. Each step will cause guys to drop off. What do you really need to make a hire… basic info, basic background of what they did in the past, and have them come in and demonstrate their abilities. This is literally as simple as reviewing a resume, when a guy looks good on paper…. You call them up ..”hey you applied with our company and your resume looks good. Our company does working interviews. We pay $xxx for a 9 hour work day. At the end of the day we pay you cash. If we like your abilities and our crew leader has good things to say, we will likely offer you a job. During the interview, we don’t let them run anything dangerous, they don’t get to use a mower. Possibly a line trimmer and blower. We like to put them on labor jobs. Weed pulling, mulch install. Let them run a wheel barrow
day. What we have found was 2 things. 1st if the guy has been around equipment and this type of work, they know what to do on their own. They start just by getting out of the truck and grabbing the right tools for the job without asking or being told. Their technique matches their experience. We can normally tell this in the first 90 mins. 2nd. By the end of the day on a labor jobs, you can tell if a guy is going to be lazy or not. On their phone or working. By the end of the day, they get comfortable and will come back to what ever their natural tendency is.

 

[grass man 11]

Don’t have them show you when your guys do. Let your guys go to work as normal, have this person show up 30 mins after your crews leave. You do a safety briefing, quick interview, sign some paperwork and then drive him to a crew. Pay them the full day, even if your crew leader calls you at lunch and says to come get them. You don’t want to make a bad name for yourself.

 

[grass man 11]

It’s also worth noting that you want to be in mode A. You want to be picky. But that takes time and patience. That’s why I say you have to advertise every day, even when you don’t think you need people. 4-5 days per year, some fantastic guy will apply and then you can be ready to hire them. Notice what I said, I’m not expecting a rock star to come along every day or even every week. It’s like once every 2-3 months.

Mode B is when you fell behind and don’t have anyone lined up. There is a time when this means is necessary, but ideally you’re in mode A and you always hire a rock star when they come around, even if you don’t need him at the moment.

do this process for 3-5 years. You end up with a bunch of talented persons that are professionals.

 

[cwren2472]

a. I want the best person possible, I don’t need to stress, and I don’t need to rush. = use lots of qualifications and filters. Make them jump through hoops, do different steps, follow directions. The more they do, the more they want the job and might be the right fit.

It’s also worth noting that you want to be in mode A. You want to be picky. But that takes time and patience.

Serious question - how many LCOs can afford to be in your Mode A in 2025?

 

[grass man 11]

Serious question - how many LCOs can afford to be in your Mode A in 2025?

All of them.

 

[grass man 11]

You’re talking about $300 per month spending on ads. That’s only $3600 per year. You make 1 good hire, his $3600 is paid for in a few weeks. You make a bad hire, they can cost you $3600 in a few weeks.

You make no hire, someone quits, now you start turning down work…. $3600 pretty easy to turn down.

You make no hire, someone quits and now you’re paying OT to other guys to make up the time. $3600 can add up in OT

you make no hire, someone quits and now your wife and kids are mad that your gone working on a Saturday when you promised them you would do other things. Divorce cost more than $3600.

you decide not to fire someone because you “need them” and don’t have the confidence because you don’t have a rock star lined up,, that person you didn’t fire, then rottens up the other apples that work for you. And that can cost you many many thousands or worse.

 

[Mark Oomkes]

Serious question - how many LCOs can afford to be in your Mode A in 2025?

How many can afford NOT to be?

 

[dieselss]

We have an awesome phone interviewer

Didn't I hear that voice when I called a 900.......oh I mean the weather number...

 

[prezek]

Sorry. I overslept for my 11am interview. You don’t drug test do you? Can I come tomorrow?