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Old 08-29-2015, 06:07 PM   #1
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Hi
How are you finding quality employees?
Ones that don't come with baggage.
Ones that want to help you grow the company.


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Old 08-29-2015, 07:08 PM   #2
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Plenty of threads on hiring / employees. Use the search function. Just keep in mind that you're dealing with painters.....baggage is mandatory.
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Old 08-29-2015, 08:01 PM   #3
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I hired a clean cut guy. Good painter. Had a working phone and car.

He was arrested for back child support. Had a warrant I guess.

Oh well. I guess it was too good to be true.
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Old 08-29-2015, 09:31 PM   #4
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Originally Posted by phahn View Post
Hi
How are you finding quality employees?
Ones that don't come with baggage.
Ones that want to help you grow the company.


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What is your starting pay?

Requirements ?

Do you have full time work to keep a painter busy?
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Old 08-30-2015, 03:04 AM   #5
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I had a guy turn up for a job interview about a painting position and he had tattoos all down his arms and legs. I got nothing against that, but it doesn't suit my clean cut company image.
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Old 08-30-2015, 07:38 AM   #6
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I hired a clean cut guy. Good painter. Had a working phone and car.

He was arrested for back child support. Had a warrant I guess.

Oh well. I guess it was too good to be true.
A working phone and a car....man that's like hitting the lottery
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Old 08-30-2015, 08:16 AM   #7
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I hired a clean cut guy. Good painter. Had a working phone and car.

He was arrested for back child support. Had a warrant I guess.

Oh well. I guess it was too good to be true.
Red flag right there. Has a working phone and car.
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Old 08-30-2015, 09:39 AM   #8
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in order to find quality employees one first must be a quality company, then go through about 20 guys and you should find one
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Old 08-30-2015, 09:52 AM   #9
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Hi
How are you finding quality employees?
Ones that don't come with baggage.
Ones that want to help you grow the company.


Sent from my iPhone using Tapatalk
Employee/contractor relationships are a two way street, and can only develop with trust.

It seems to me that a lot of ex painters who assume the title of contractor, whether they work by themselves or have a couple of helpers, suddenly find it difficult for others to meet their standards. It's as if the burden of responsibility and the fear of not demonstrating good leadership and management skills, incites theme to view others through a critical lens which often times exceeds realistic expectations. Especially, given the the labor pool available to them.

Good helpers are often times discovered as muddy little rocks that only after a good polishing, reveal the precious stone that they are.

I know, that was a little pompous. But poetic.

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Old 08-30-2015, 10:04 AM   #10
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Employee/contractor relationships are a two way street, and can only develop with trust.

It seems to me that a lot of ex painters who assume the title of contractor, whether they work by themselves or have a couple of helpers, suddenly find it difficult for others to meet their standards. It's as if the burden of responsibility and the fear of not demonstrating good leadership and management skills, incites theme to view others through a critical lens which often times exceeds realistic expectations. Especially, given the the labor pool available to them.

Good helpers are often times discovered as muddy little rocks that only after a good polishing, reveal the precious stone that they are.

I know, that was a little pompous. But poetic.
Great point. I have high expectations regarding quality. I found that if communicated, some can meet those expectations.

For some time, I found myself frustrated with employees for performing sub standard work. After reflecting, I realized I was a poor communicator. I would say quality improved overall immediately upon this realization.
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Old 08-30-2015, 10:15 AM   #11
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This topic is a very tough one. In this industry I've found that your only as strong as your weakest link. I prefer hiring from within. It's really the best way to go about it. I don't hire helpers anymore I prefer hiring mechanics. When you do find quality guys treat them the way you would want to be treated.
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Old 08-30-2015, 10:19 AM   #12
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When I ran crews one of the hardest things to accomplish was getting my lead painters to understand they needed to share expectations and teach new guys the skills necessary to meet them. Having learned much of what we know through perseverance and experience, something we can't afford to give much of to new hires, too often we expect them to learn through osmosis rather than make the effort to teach. It was the guys who didn't want to learn, or felt they already knew it all (but obviously didn't), that I was pretty quick to drop.
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Old 08-30-2015, 12:35 PM   #13
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This topic is a very tough one. In this industry I've found that your only as strong as your weakest link. I prefer hiring from within. It's really the best way to go about it. I don't hire helpers anymore I prefer hiring mechanics. When you do find quality guys treat them the way you would want to be treated.
Interesting. It was our experience that the mechanics came with way too much baggage, particularly in the form of well-entrenched bad habits. As I've mentioned before, it worked better for us to find someone with good work habits and teach her to paint.
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Old 08-30-2015, 01:27 PM   #14
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in order to find quality employees one first must be a quality company, then go through about 500 guys and you should find one

Fixed
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Old 08-30-2015, 01:56 PM   #15
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Yup just volume, you have to kiss a lot of frogs to find a prince.
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Old 08-30-2015, 01:58 PM   #16
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I hear that there are generally quality employees just waiting for a job stationed near the entrances to many mall and store parking lots. You can usually identify them by their signs and maybe dogs. Failing that, HD also occasionally has superior quality help waiting around outside.
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Old 08-30-2015, 02:44 PM   #17
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I hear that there are generally quality employees just waiting for a job stationed near the entrances to many mall and store parking lots. You can usually identify them by their signs and maybe dogs. Failing that, HD also occasionally has superior quality help waiting around outside.
When we were down in the Inland Empire of SoCal, I saw one way of selecting more energetic employees. Drive through a HD parking lot in a U-Haul truck. Very quickly, there will be pack of potential hires chasing after the truck. By continuing on for some distance, it is possible to find the applicants with the most stamina.
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Old 08-30-2015, 06:26 PM   #18
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I have a whole hiring process

I also have a lot of work and applicants know it so i can be picky

Its trial and error and gut feeling

One thing i learned is i start guys out at a "trial" rate. If they are what they say they say they are after 2 weeks ill bump them up. Most guys go along with it.

A huge red flag- and its happened more than once- Is when a new guy asks for money within the first week hes working.

All of them never last
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Old 08-30-2015, 10:23 PM   #19
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Finding Quality employees is the most difficult aspect of this business. I have a couple of guys who have been with me for over 20 yrs . One almost 25 yrs and another since 1987 ,which would be 28 yrs,,lol. The rest about 2-8. Ive gone through probably 100-200 employees if not more . This generation of painters just is not as work and production motivated as the ones in the past . Kids show up with their pants below their ass for interviews like its a fashion show. In the past I had a bunch of foreign workers who were awesome ,I miss those days . Guys would work hard and long because they wanted to succeed in life . Unfortunately now a days those guys have their own businesses and are doing well .I use them as subs. I know even our local unions are soliciting new contractors to join because their pool of employees is dwindling away. I think its the lack of "brotherhood" amongst little contractors . Taking whoever ,whatever ,left over others crap with no questions asked. We are about to join the union workforce to try eliminate that factor .
I found that the best way to get guys is to get them and mold them. Set high standards , expect alot but pay well. Treat them good and sometimes be a shoulder to cry on and always talk to them like a preacher installing positive and moral ethics into their minds. You will find that this is a dog eat dog world ,but you dont have to be a part of it . You will find that you get what you put out.
The show only runs as good as its leader, but the employees are a reflection of you. Once you find them treat them as a part of your family . Finding them is an art form and more or less like playing the lotto.
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Old 08-31-2015, 08:41 AM   #20
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Finding Quality employees is the most difficult aspect of this business. I have a couple of guys who have been with me for over 20 yrs . One almost 25 yrs and another since 1987 ,which would be 28 yrs,,lol. The rest about 2-8. Ive gone through probably 100-200 employees if not more . This generation of painters just is not as work and production motivated as the ones in the past . Kids show up with their pants below their ass for interviews like its a fashion show. In the past I had a bunch of foreign workers who were awesome ,I miss those days . Guys would work hard and long because they wanted to succeed in life . Unfortunately now a days those guys have their own businesses and are doing well .I use them as subs. I know even our local unions are soliciting new contractors to join because their pool of employees is dwindling away. I think its the lack of "brotherhood" amongst little contractors . Taking whoever ,whatever ,left over others crap with no questions asked. We are about to join the union workforce to try eliminate that factor .
I found that the best way to get guys is to get them and mold them. Set high standards , expect alot but pay well. Treat them good and sometimes be a shoulder to cry on and always talk to them like a preacher installing positive and moral ethics into their minds. You will find that this is a dog eat dog world ,but you dont have to be a part of it . You will find that you get what you put out.
The show only runs as good as its leader, but the employees are a reflection of you. Once you find them treat them as a part of your family . Finding them is an art form and more or less like playing the lotto.
There are a lot of truths in the above quote.

The non union shops I worked for in the past, always maintained a sense of competency and integrity. And even though the painters didn't have the wage and benefit packages that the Union painters had, there was a drive to prove that we were just as good, if not better, than the Union guys.

As non Union workers, we knew we were looked down upon by Union workers. And as a consequence, there seemed to be a closer bond with my fellow painters and between the non Union contractors. In California, even the Board of Labor recognized non Union apprenticeship programs. There was a pride among the workers to actually have formal training.

And as far as preaching positive messages to employees, it does help in my opinion. But the person preaching has to be authentic and trustworthy, and also have the ability to trust their worker with responsibility in order to know that they have been listening and learning.

I worked for one such person for eleven years when I started off in painting. He lead by example. Although he was non Union, he operated his business above board and shared all of his Union trained knowledge with his employees who listened. He was a modest man, who by virtue of his conduct and behavior, helped make everyone else who worked for him a better person. It seems rare to find a mentor like that.
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