Simple Changes You Can Make to Attract More Skilled Workers

RCS Influencer Mandy McIntyre says providing a transparent snap shot of your job openings will increase response rates.  

Editor’s note: What follows is a transcript of a monthly podcast RoofersCoffeeShop conducts with our RCS Influencers. In this episode, you will learn how to attract and retain more people for your company. You can read the transcript below or listen to the podcast.  

Megan Ellsworth: Hello there, my name is Megan Ellsworth back again at rooferscoffeeshop.com for October Influencer Response, and today I have Mandy McIntyre. Hey Mandy. 

Mandy McIntyre: Hey Megan, how are you? 

Megan Ellsworth: Doing good. So, this month's topic is all about retaining people, finding new hires. What programs do you have in place for finding workers and new hires? 

Mandy McIntyre: So, I wouldn't even say it's a program, it's really more strategies that we have, and some that we've recently used and they're really working out. So, the first thing that- 

Megan Ellsworth: That's awesome. 

Mandy McIntyre: So, I've been on a recent recruiting campaign actually, it was a two-week hardcore campaign on every platform out there to see how many people we can get while we're in this last phase of the year to get as much production done possible before the snow falls because we're in Cleveland, Ohio and winter could start in two weeks in all reality. 

Megan Ellsworth: Right. 

Mandy McIntyre: So one of the things that I did was, and a lot of this goes back to my DEI training and just what I have researched and read and got certificates on and all of that, it's really the language that you use in your ads. 

So, for this recent campaign that we did, instead of saying "now hiring", every ad starts with "welcoming skilled roofers", "welcoming roofer apprentices". It doesn't even say... There's no "now hiring" even in the advertisement. And I have noticed the last really strong campaign we did was in April and May. And it was the typical "now hiring" and I've noticed the response has been a lot higher with simply saying "welcoming". 

Megan Ellsworth: Wow. 

Mandy McIntyre: Another... It's really been pretty cool. And then the other thing that we like to use in our ads is really trying to give a snapshot of the company culture and I think a big thing right now, I mean, as we're going through what's called the great resignation apparently...So, really emphasizing your company culture for attracting new employees, but retaining your current employees. 

So, it's sticking to your core values, it's making your employees feel appreciated, making them feel like they have opportunities for growth and giving them the guidelines on how to do that. Cause it's really easy to say "oh yeah, you can grow as much as you want here". Yeah, but how? You know what I mean? So, we have for our field employees, we have labor, apprentice, journeymen, leadman, foreman outlined exactly what you need to do the years' experience and the expected pay rate for each of those job titles. So, it's a clear and transparent way to work yourself up the ladder, so to speak in your career. 

And so, when we recruit and bring people in for interviews, all those are laid out on the table. And a lot of times I'm running behind, because I do see initial interviewing, a lot of times I'm running behind. And so, it gives them a chance to look at those. And when I do come down there, they're, "I really like this, this is really laid out." So, I think it's very important for every candidate to know that even though they're hired for one position, there's a clear outline in how you can grow from that position, whatever it may be. So that has been huge, language and career growth. 

Megan Ellsworth: I think those are two very strong points and something that not everyone else has hit on this month. So that's brilliant. 

Mandy McIntyre: Well thank you. I may have said this in an earlier podcast, just about the disconnect between field staff and office staff during the onset of COVID and it's really taken a long time. I mean, it's really up until recently that it finally has started to feel like it did pre-COVID. So, I think getting back to that company culture, getting back to those team building events, getting back to just talking to people without masks on or six feet away. That type of thing is really helping to build that bond again of trust and just comradery. So, I think- 

Megan Ellsworth: Absolutely. 

Mandy McIntyre: Those things too will help retain. And then when you do hire new candidates, it's asking "so, do you have kids?" Remembering their names and then a couple weeks later, "so how's little Bobby doing?" And just those little things are what builds trust and what helps engagement, because then they're working not just for a company, they're working for people. If that's making any sense, you know what I mean? You kind of you're in this together and you can relate on a human level versus just as a job level. 

Megan Ellsworth: Totally. You know the person behind the title. 

Mandy McIntyre: Yes. And a lot of that goes with empathy, leading with empathy, asking how people are doing and not just hearing "hey, how are you?" And people say, "oh, I'm good." Are you good? You seem like something's troubling you. What's wrong? You can talk to me. And inviting those conversations because a lot of times people just want to be heard and they're afraid to be heard by management or by office staff and creating that safe space to be able to express concerns or feedback, is really healthy for employees and for the company. 

Megan Ellsworth: That is so, so true. Wow. Yes. And that's like you said, that not only is going to entice people, but also entice them to stay. Which is another problem people are facing. So thank you for sharing your thoughts. 

Mandy McIntyre: Oh, you're welcome. I was actually so excited to talk about this because I'm in the middle of a campaign right now, recruiting campaign. And then also, what do we need to do to keep the people that we do have here? So, I think this is a huge topic in any industry really, but roofing, especially because we've always had labor issues and now we have them even more. 

Megan Ellsworth: Thank you again, and any last thoughts? 

Mandy McIntyre: I really think my last thought will be for all managers, company owners to really lead with empathy. I think it's so important to build that trust with your team and for them to see you, not just as a boss, to respect you as a boss, but to be able to relate to you on a human level. 

Megan Ellsworth: Precisely. 

Mandy McIntyre: That's my last two cents. 

Megan Ellsworth: Wow. You really hit it out of the park this time, Mandy. Thank you so much. 

Mandy McIntyre: Thank you Megan. 

Megan Ellsworth: That was great. So important to lead with empathy and I think you set an excellent example. 

Mandy McIntyre: Thank you very much. I appreciate that. Thank you. 

Megan Ellsworth: Yes, of course. Well, everyone listening, thanks for listening. And we will hear more from Mandy next month. Thanks Mandy. 

Mandy McIntyre: Thank you. Bye. 

See Mandy's full bio here.