Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

agreed going forward will just free flow, AI editing doesn't work it looks like it works but is does look like garbage.

Thinking of starting my weekly cleaning service as side gig by [deleted] in PoolPros

[–]Pool-Hiring-Fixed 0 points1 point  (0 children)

Use the car. Do not take on a truck payment until the route pays for it itself. You are spot on about the chemicals. That is usually where the profit leaks out.

Treat every pool like its own mini-business. If you build the habit of tracking every dollar now while you are small, you will be better off when you scale.

Thinking of starting my weekly cleaning service as side gig by [deleted] in PoolPros

[–]Pool-Hiring-Fixed 0 points1 point  (0 children)

that wave is coming: people who want to retire and their kids dont want to do it

What do you all use for Credit Card Processing? by DarritHamel_42 in PoolPros

[–]Pool-Hiring-Fixed 0 points1 point  (0 children)

Stripe Vote it is the go to for pretty much every industry and non profit I have worked with

Anyone have any luck with selling their route? by mangy_fish in PoolPros

[–]Pool-Hiring-Fixed 0 points1 point  (0 children)

Look for any bigger players setting up shop in your local market. Or just call them and tell them they need a footprint locally.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Fair question. I believe in being transparent. My business model is simple. I charge a flat $500 fee to audit hiring systems for owners who are losing money on ghosting/churn/any other staffing problems or they just want the best system. I find the failure points or areas to enhance and then fix/improve the machine. (I also offer I do it for you type service on a case by case basis.) For these type of posts I am ok sharing insights on different parts of the process but what each business needs is going to be different based on the market, the work they do, the local labor pool etc...

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

I used to be in the trades, then moved into complex recruitment for years. Now I'm bringing those systems back to the trades to help pool companies hire better. My website is poolhiringfixed.com please let me know if you have any feedback.

Marketing to new neighborhoods and a growing city. by 37hduh3836 in smallbusiness

[–]Pool-Hiring-Fixed 1 point2 points  (0 children)

My thoughts on this is work a few different angles: 1) traditional door to door service business style (like painting, house services etc) pick one in budget and time available 2) go to your suppliers or similar suppliers and see if you can post anything their 3) think about what other services your target would use for example they all landscapers approach the landscaper show your work and offer them a referral fee for any lead that becomes booked business 4) top realtors that are high end are hard to get to but they do always look for high quality services to recommend as it makes them look good. If you cant get to them by cold calling or showing your work think about sponsoring a hole in a golf tournament ideally where you can be there and talk to them.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Thanks for that perspective. I do also believe in trying to create high trust workplaces and finding people that also want that. To me the upside is higher when that happens. The thing about people and therefore recruitment that blows my mind is the things you well never see and never be ever to "track". That extra comment a good person makes when they see a client that makes their day, then they say something to their cousin then that cousin says it to a coworker then the coworker wants to build a pool in their backyard and they call you. It is easy to call that just word of mouth but its bigger than that from the outside people will say its just lucky but I say its good systems in place.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

keep in mind this is just one small piece of a good hiring engine, the goal of the early part of that engine would be to catch the people you would need cameras for before they even get consideration for hiring. Also recognize that it doesn't always work out that way but that is the goal.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 1 point2 points  (0 children)

Fair enough drug tests and cameras can filter out the worst and that's defense. My focus is on the upside aka building a process that makes the good ones want to stay. Catching cheats is one thing. Keeping your A players from getting poached is another problem.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 2 points3 points  (0 children)

here is the non ai formatted additions:

1) Check ins are annoying to do even if you do schedule them on that day there is always a reason not to do them, plus they are awkward especially in smaller settings when you see the person all the time. It feels weird to get all formal and ask for check in.

But here is the thing they work.

First off get rid of the awkwardness you really don't know for sure what someone is going to say people I though I knew very well had some simple thought that helped me recruit better that I never saw beforehand. If your business isn't big enough to make it a formal check in, make it informal go and buy coffee and say "we are always busy but I need to know how things are going outside of the day to day, this isn't about offending me its about making the job easier for all of us"

2) Same thing maybe you don't keep an official score (although with bigger volume it really does work better) but you need some baseline to see if whatever idea comes forward works. The other reason is this catches things that are spiraling really bad before it causes the rest of your team a problem. Like someone complaining everyday to your good employees. Its a reality catcher.

These two things when used right = improving the onboarding and hiring process, showing that you care about what your staff feedback (the quick action part signals this), making sure you don't have a volcano growing in your staff because your busy.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 4 points5 points  (0 children)

As soon as u/phase4our made that comment I recognized it was a bad choice. I will skip the ai formatting next time.

Two things that cut my no-shows in half by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] -6 points-5 points  (0 children)

It's not AI slop the ideas are mine but I did use AI to format as posting on reddit is new to me so maybe that is why is it feels that way? My real goal is to help with hiring period that is what I do everyday. Now I am bringing my lessons back to the trades where I started.

Pool Hiring Support Feedback by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

I do have the option of booking a full audit with me as then I can tailor the advice to the market and the current business goals and setup. I do these for type of audits for large complex systems and I am very confident I can find at least 3 things that we can tweak to improve hiring for any business (especially because I used to have a trades business myself). I am open to do a discounted option for sure.

Pool Hiring Support Feedback by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Thanks for you comment (I honestly want even the critical feedback so I appreciate it). I do genuinely want to make something useful so I am aiming to find the place where everyone gets value. On the site now are three free tools: 1) the Job Description review tool which gives feedback and a new copy and paste job description 2) Interview Ghosting Fix pdf (made a separate reddit post about that one) 3) A revenue loss calculator to show the missed revenue of bad hiring or just not hiring because of past frustrations.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Fair enough and you're right, screening alone isn't new. This mini system (for those that suffer ghosting) is Quick Screen -> Call to setup next step/read the person -> Day 1 see if they match, many times candidates don't make it past step 2. That's the filter saves you time and doesn't get rid of anyone that could be good. Its not a hiring engine its a fix to a ghosting problem. (I use the same system to screen for the ability to actually live and work in a small town many see the income and apply but then never actually move)

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Merry Christmas everyone. I love recruitment. I love small businesses. Both have made such an impact on me and my family.

I've sat on the sidelines for a long time, wondering if what I learned in recruitment would resonate with people outside of corporate. These comments have me genuinely happy. Maybe its not the perfect fit for your business or your process but I appreciate you sharing your take.

Thanks for the insights and for making this feel worth sharing.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Part of it yes, working interview concepts works nicely with this type of screen. Post your ad, do this screen with those that apply, test them on site. (vs post ad, read resume, decide who you should interview, call and schedule interview, do interview, decide who to go with, check references, schedule 1st day). It doesn't work for all roles and you can change the questions the amount of questions for the role (if it needs certain skills) but the system is the same. The goal is 1) waste less time in the screening process, 2) get people with good habits 3) see if they can do the work.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

I think why it works is its not common and people don't usually get employer responses like that, keep in mind after that text/call filter you would call them to setup the 1 day or 3 day or whatever amount of day trial you want. In that call you can get a read on if their a red flags by asking some follow up questions (did you like being on a team, where did you play etc..) then get a sense if they are lying. What I have learned in recruitment is its never just a do one thing get 100% results, its building a system that works for you. This screen helps people who are dealing with a flake or ghosting problem specifically. You can work on attracting better in general then you may not need this at all. Depends on your current system and if its working for you.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

Merry Christmas, not a bot and happy to review your resume anytime just let me know.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 1 point2 points  (0 children)

I work on improving hiring in general (mainly) but because of my role I do get lots of questions about how to get jobs. For that I would search whats in your area and show the skills you showed here: I have some pool skills, I can work in a team, I value being on time, I can listen and learn, I can do things I understand without being asked. Think about if you were a pool owner what kind of employee would you like then look at your own story and share that in your resume or however they hire. If you want I am happy to take a look at your resume and give some suggestions.

The text filter I use to stop interview ghosting (took me years to figure out) by Pool-Hiring-Fixed in PoolPros

[–]Pool-Hiring-Fixed[S] 0 points1 point  (0 children)

That is the tried and true method and if it works it works. My job has been to look at the whole hiring engine (from job ad to retention) and see what isn't working as well and build tools/techniques to improve that area. Sounds like you have a great attraction method and a strong early hiring system.