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We go beyond the resume. We dive deep to deliver the candidates who will exceed expectations on all fronts: competency, character, and culture fit.

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LATEST VIDEOS

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One of the biggest things that I learned early on, and probably too late, is the fact that owners should never try to replicate themselves in the hires they make. At the end of the day, a lot of the attributes that make owners, founders successful actually end up being their biggest liability as they're trying to grow an organization. Top Tips from Nik Lahiri, Owner and CEO of Essel Skilled Trades #hiring #hringtips #howtohire #staffing #staffingagency
If you're wondering whether the staffing agency you're talking to about potentially solving your workforce problems, Is going to really, could really come through or not, here's three things you should look for. Number one, what are they doing differently? Let's face it, most superintendents, project managers, whether it's construction, emergency response, environmental, they've all hired staffing agencies before. There's nothing that prevents someone from starting a new one. There's new companies that pop up every year. How is this company that you're speaking to is different? You should just ask them, what makes you different from the other companies that are out there? Listen to the first 10 seconds. Because if your answer first is, Well, gosh, we just do it better. That's not really something you can really put your money on now, is it? Number two is, How are they using any different tools to make your lives easier? It's 2024, 2025, depending on what you're watching this. We can now order food with our phones, yet most companies still use paper timesheets. How are they reinventing the process to make life easier for you? Number three, have they done anything to innovate? Now, the number one thing people talk about in construction and in the field projects environment is everything is still the same. Technology adoption is not what it should be compared to other industries. Any new vendor you're adding on, are they doing anything different? Is technology something a part of something they're adopting to help be at the forefront to help make your jobs easier? At the end of the day, if you're looking for a new organization to help you with your workforce problem, but everyone you're talking to is doing it the same way it's always been done, there's probably a good probability that they're not really going to solve your problem like you're hoping they will. #staffing #staffingagency #staffingcompany
Rushed Hiring Decisions. Now, you're looking at the king of Rust Hiring Decisions, at least I used to be. If I had to quantify how much my Rust Hiring Decisions cost, I would say it would easily be in the $700 to a million range. This is why. Sometimes, we as business owners, founders, like to make decisions just based on our gut, our gut feel. Sometimes it works, but a lot of times it doesn't. Those a lot of times usually are in processes like hiring where a gut feel just is not good enough. A hiring process is what you need. Not only in hiring process, but also understanding the profiles that can have success. For me, that has been the biggest lesson in growing an organization is that you have to have the patience to do proactive hiring, to have the profiles, and to make sure that each of the organization or personnel that are coming through an interview in the organization matches each of the stages. The most important part for me that I really have learned the hard way in some ways is including other people in the decision. Because what we are ingrained to do sometimes is to be a lone ranger. When you, as an owner or a senior manager, to introduce someone and say, Hey, we're looking to hire him for X, Y, and Z. What I realized is most of the time people are not going to question your judgment. That's just not the way it's set up. They're saying, Hey, if he wants to hire him, so be it. But at the end of the day, they're the ones that deal with the dysfunction of the person you hired that you thought was a great fit. In that process, the things that I've taken from that is number one, don't just make decisions on people on a hunch. Number two, is first share with the rest of your team exactly what you're trying to accomplish, who you have in mind, why you think they're a good fit, and then tell them or ask them to create a framework to vet out whether it's a right fit or not. Because their experience is probably a little bit more real world compared to you, compared to me. As a result, they can provide some real insight on, yes, this person does great at X, Y, and Z, but we really need A, B, and C. They said they haven't really done that, but they can learn. But we need someone that can do that right now. As a result, I don't know if they're the right fit. That's a nice way of saying, Don't do it. I learned that. They said, Don't do it. As a result, I still did it, and I paid for it, literally and figuratively. But don't be like me. Hope that helps. #hiring #hiringtips #howtohire

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