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How to Find All-Star Team Members that Will Help Grow Your Company

Are you ready to hire your first real employee?

Not that guy who answered the ad, you offered him $20 an hour, because that’s what he asked for and 2 days later, it didn’t work out, so it put a sour taste in your mouth.

I am talking about an employee that is going to help you grow your company –that would allow you down the road to step outside the bucket, if that’s what you are looking for.

I want to share 3 tips with you.
I am Ron Ramsden, I am a DYB Coach and I am also a painting contractor, so I feel your success and sometimes I feel your pain because I have been there.

1. Job Description

First of all, you are going to need job descriptions.

This is going to tell them exactly what their responsibilities are.

If you are hiring an apprentice painter, maybe it’s somebody that’s never touched a brush before, you want to spell out their responsibilities and duties.

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You want to give them an income range on that, and the income range could be whatever is demanded in your area, because what’s in New England, Texas, California and what’s in the mid states are completely different.

Maybe it’s a range, and this is for an example, $12 to $14 an hour.

They know they are getting started at $12 an hour, but they know as they move up, they can reach up to $14 an hour, and then on maybe a ‘Painter 1’ or just call them a painter and then maybe ‘Painter 2’ or ‘Advanced Painter’.

You are going to give them additional responsibilities with an additional compensation range, maybe it is $14 to $16 dollars an hour, and then maybe the advanced one would be $15 to $18 to $20 an hour.

You are also going to have a lead painter, a crew leader or whatever you want to call them, with different responsibilities.

This is going to take care of that time when you get to a job site, you are on a job, or you get that phone call or text that says, “Can we talk when you have a moment?”

That means two things in my experience; they are leaving, or number two, they want more money.

If you give them a road map to their success in the painting industry, they are more apt to have something to strive for, and something to look forward to, and know when they are due for a raise, so it is a win-win for both of you.

2. Painter’s Agreement

I love this, this is what we just shared in one of our mastermind groups, we have a shared file, and this is a painter’s agreement.

This painter’s agreement spells out their responsibilities and then if they don’t live up to what they do, you actually have a termination clause in this.

For me, the termination clause could save me, if unfortunately, they don’t work out, could save me a call from the unemployment office to find out if they are eligible for unemployment.

Right there, you have given them responsibilities, so they feel like they are part of the company.

3. Ask these 11 Questions

And number three, this is the biggest one, this is where it all starts.

We can talk about where your painters are going to come from, where you are going to find them, that’s a whole other video.

We use these 11 interview questions.

The 11 questions are most different than anything that these painters have ever been asked during a job interview, this is going to find out their character.

No longer are we going to ask them, “How much do you want to get paid?” “What can you do?”

That is beside the point, everybody is experienced and they want a lot of money, but what we want to do is find out if they have good character.

We are going to ask these 11 questions, we are going to make them think during the interview.

After they have done this, and you know they have a good character, pay and quality of work is secondary.

We can teach quality and pay will go along with their altitude in the field.

Let’s go over them again:

We need job descriptions of their responsibilities, a painter agreement, and the 11 interview questions.

These will help you find employees that want to stay with you and have good character for team building.

If you are looking to get out of the bucket down the road, this is going to help you get there.

Anyways, I am Ron Ramsden,, if you would like to talk to me, if you would like to chat, I would love to chat with you.

Find me on Facebook, send me a message, I talk every week with many other painters and I would love to talk to you.

Have a great day. Go hire!

About the Author

Ron Ramsden is the owner of the successful Ramsden 1-800-PAINTING, who implemented the DYB SYSTEM, and crushed it in 2015, and now coaches other painting contractors around the nation to do the same.