As you gear up for spring projects, hiring new roofers might be on your to-do list. But if you want to build a crew that helps you generate referrals, you’ll need to interview for more than skill with a nail gun. Check out these four non-manual labor skills to look for in roofing job candidates.
1. Hire for a customer-focused culture.
One of the most important strategies for growing a profitable roof replacement company is to hire workers who contribute to the exceptional customer experience that drives referrals. These will be employees who understand your expectations for job site quality and professionalism.
Crew members who don’t fit within your customer-focused culture may be more likely to hurt your chances for getting referrals from homeowners. Remember: you can always train a new hire to use tools like the Equipter RB4000 Roofing Trailer—you’ll have a harder time training a new hire to treat customers and their properties with respect.
2. Hire for a community-involvement attitude.
While there will always be some roofing employees who are simply there to clock-in and clock-out, it’s important to look for potential crew members who care about homeowners and, by extension, the community. When hiring new roofing employees, ask the candidates about their prior volunteer experiences and then scope out their willingness to work on any community projects your business participates in or sponsors. Learn more in 3 Steps for Your Construction Business to Give Back to Your Community.
3. Hire for a team attitude.
Unhappy teams are less productive and less likely to produce referral-generating work. Build your roofing crews by adding members who know how to work with others. When hiring a roofing employee, screen candidates for a team player attitude by asking questions like, Can you tell me about a project you worked on that went badly? and What was the biggest problem you faced on a past work crew? If the interviewee answers the questions with impatience or irritation or if they blame problems entirely on coworkers or foremen, it’s probably time to move on to the next candidate.
4. Hire for tech know-how.
Technology is increasingly part of the roofing replacement industry. You might be using construction apps to track inventory or you may regularly update company social media channels with before/after project pictures. Ask roofing job candidates about their comfort level with technology, even if they won’t be using it immediately as a new hire. In addition, if you don’t currently leverage technology to boost efficiency or implement marketing strategy, a tech-savvy hire may be able to help you get started.
It’s time to start building your bottom line! Learn more about owning and managing a profitable company in 5 Tips for Running a Family Roofing Business and How to Start a Roofing Business: No-Nonsense Tips for Success.