1.
Post a job ad to promote your job.
1.1
Add a job posting.
A plumber’s job duties will vary depending on the job. Your job post should list common duties that the applicant can expect to encounter. A concern when hiring a Kellyville plumber is their experience with different tasks.
You can ask the candidate to verify their qualifications by listing which certifications are required in your state. You should also ensure that your plumbers have attended trade schools or apprentice programs.
Insurance coverage that covers on-site accidents. It is common for plumbers to work on construction sites. This insurance coverage provides financial security in case of an accident.
You can promise overtime pay for late-night calls. Your job description will be noticed if you offer this incentive.
You should clearly state that online payments are possible or will be managed by an administrator. This will allow candidates to feel secure as clients might not pay on time or claim that they have not received the payment.
Ask your company if they offer financial assistance for training or if they have mentorship programs that introduce candidates to new areas. Many candidates will seek further training to progress their careers and be more familiar with the trade.
1.2
Post your job.
Your job advertisement should be posted to job boards like Indeed. These boards have a large audience and are free. It makes it easy to find a plumber. You can also post job vacancies on your company career page. But make sure that it conforms to the Google Jobs format.
2.
Screen applicants via email or telephone.
2.1
Screening questions for email applicants.
Once you receive the applications, you can filter them by sending them screening questions via e-mail. You should ask these questions to find out if the candidate matches your requirements. This will ensure that you only hire qualified applicants.
Ask for references from previous clients or former employers to find a competent plumber. This is the best method to determine which candidates are less experienced since they won’t have to give references.
Example questions: Do you hold a valid certificate to work in this particular state? How many years have you been a plumber? Have you completed an apprenticeship? Could you please provide a list with references?
2.2
Conducting a telephone interview.
A telephone interview lets you get to know candidates better without the need to arrange to meet in person. The interview will determine if the candidate is interested in working for your company and what their salary expectations are. It also helps to establish if they have the necessary experience in this field.
Evaluate whether any candidate’s answers suggest they aren’t suitable for the job and remove them from the list of candidates you are considering for the role. You must find a plumber who is a good fit for your company and can perform high-quality tasks.
Some examples of questions: What salary expectations do you have? What are your hours of availability Did you receive any training? Is your plumbing experience as an independent contractor, or in a business setting? Are you an apprentice or a graduate of a trade school? Did you ever get in an accident at work? Who was the responsible party?
3.
Reduce your applicant pool by conducting the in-person screening.
3.1
Request job candidates to do a job.
If you want to determine if the candidate is capable of performing well, you must see them perform. To avoid risking your reputation, it is best to send the candidate to a client’s place in a controlled setting. Check that your candidate addresses every issue in a logical, thorough way.
A qualified plumber should supervise the candidate’s test to make sure they are safe. The plumber will also be able to advise whether the candidate has adequately addressed any issues.
Candidates could be asked to estimate the cost of a job by asking them to solve a hypothetical problem with plumbing. This test will help you determine if your candidate has a realistic idea of the costs of each part and how they value their time.
3.2
Have an in-person interview.
To clarify any phone interviews or ask questions about the motivation behind the test, conduct an interview after the job has been completed. It is also a chance for candidates to ask questions regarding the role.
If you are interested in a candidate, ask them what they most like about the job. Then, explain the details to them so that they will continue to be interested in the position.
4.
Contact the candidate to make an offer.
Once you have chosen a candidate to be your employee, you must give them a formal job opportunity before another company recruits them. Let the candidate know you are pleased with their performance.