Building a Successful Hiring Strategy

Jeff Kaliner
November 27, 2012
THE TALK... | Strategies & Practices, Operations
Just last month, Harvard’s Joint Center for Housing Studies released a promising outlook for the home remodeling industry, predicting it would continue to improve through the end of the year and into the first half of 2013.  If that prediction holds true, the next few months might be a good time to evaluate your current hiring strategies to ensure your firm is prepared for what will hopefully be a year of growth and increased sales.
Recruitment has always been a constant priority for our business. As we’ve expanded into new markets over the past two years, we've had to recruit several hundred new employees. This required us to take a long look at our always-evolving hiring process to ensure that we were taking the right steps toward staffing those new locations with valuable employees, who shared our company’s values and planned to stick around for the long haul.
By considering the following guidelines, we were able to revamp our hiring strategy to seek out and secure an enthusiastic team of employees whose drive and commitment helped Power Home Remodeling Group earn several “Top Workplace” honors over the past year, including our No. 8 ranking on Glassdoor’s “Top 25 Companies for Career Opportunities” list. Power is joined in the rankings by Facebook, Ernst & Young and Southwest, among others.
  • Highlight Your Perks – Most businesses think the most important thing they can offer is a competitive salary or employee benefits, while overlooking the value that many candidates place on an attractive company culture. Perks like work-from-home days or an in-office gym can go a long way in making your company stand out from industry competitors. Promoting those assets can make a difference, so be sure to share them through job descriptions and social media tools like LinkedIn and Facebook.
  • Experience Counts – Attitude, personality and a candidate’s ability to fit into a company culture count as well, especially when it comes to hiring a new addition to your staff. While a large portion of the interview should be spent discussing prior experience and how it can be applied to the new position, be sure to include time to gain insight into the candidate’s general demeanor and outlook by asking a few open-ended questions that allow the candidate to expand past one- or two-word answers. Learning how the candidate deals with conflict or challenges can reveal a lot about his or her character, and whether they will work out in the long run.
  • Patience Is a Virtue – While it might be tempting to just “get it over with” and fill the position on the spot, instead be patient and take the time to do the homework necessary before extending an offer. Not only will it make the candidate feel confident and secure in the fact that their prospective employer values the position enough to think it over before making a decision, it also allows for time to check references and mull over the interview itself. Even if a candidate aces an interview, leave time to sleep on it before taking the next step.
Building a roster of employees you can count on is essential for every business, no matter the industry. With the outlook for the home remodeling industry looking up, hopefully 2013 is a year of new business opportunities and new hires for our industry — and the country in general.
Jeff Kaliner is a founding partner of Power Home Remodeling Group, the nation’s fourth largest home remodeling company with more than 1,200 employees and $135 million in annual sales. Power provides windows, doors and other exterior remodeling products to homeowners in Pennsylvania, New Jersey, New York, Maryland, Washington D.C., Virginia, Delaware, Connecticut, Massachusetts, New Hampshire and Georgia. Started in 1992, Power is a past Window & Door Dealer of the Year, as well as an Inc. 5000 company. Having served more than 50,000 homeowners, the company has also been recognized as a "Top Workplace" by The Philadelphia Inquirer.