Why “Start Your Own Painting Business” Is Our Hiring Mantra
As a painting business that trains most of its employees from scratch, our new hires are often hungry for upward mobility. It doesn’t get much better than that, from an employer’s perspective. Working with up and coming young guys and gals who want to work hard and grow is every business’s dream.
We promote from within as much as possible but for some, going off on there suits them better, whether that means exploring a different trade or starting their own business. And if that’s the case, we’ll help them do that.
Now why would a company like ours create it’s own competition? It boils down to a couple of things:
- There is plenty of work to go around and I would much rather compete against a guy who I know is going to do a job the way it’s supposed to be done than some schmo
- We would never attract the level of talent that we do if we didn’t accept that the people we hire may one day grow beyond their role at our company. A desire for growth is the #1 thing we look for when hiring new painters.
How Do We Promote Growth?
It’s one thing to say that you promote growth, it’s another thing to entirely to actually execute on that. So, how do we do it?
We Help Them Get Their Feet Wet
Assuming an individual has elected to stick with painting and shows interest in starting their own painting business, we help them get their feet wet by pointing them to books or articles like this one: http://www.corkcrm.com/how-to-start-a-painting-business/ which provide an overview of what it takes to start off on your own.
After that, we’ll start involving that person in activities that cross-over to the business side by bringing them on estimates, looking over financials for a job, lining out a marketing plan for the next quarter, or having them plan out and conduct employee meetings.
After that person gets comfortable with the basics, we show them how to get their painting business setup and we push them out of the nest. As much as we may want to coddle them through the startup process, we’ve found through experience that tenacity at the upstart is one of the greatest predictors of success
down the line.
Now, of course, we stay in touch through coaching, but if someone can’t ultimately figure out how to fly mostly on their own, then they have no right to claim to the skies. [Hopefully you aren’t too lost after that metaphor]
Our business if focused on residential re-paints so we try and steer our guys in non-competing market segments like apartment re-paints and new construction [where the market tends to favor smaller companies]. With that said, the residential re-paint space is where they learned their trade and if they migrate that way in a few years, more power to them. Again, there is more than enough work for everyone here.
With that said, we will pull them back into the business as subs if we’re in a pinch, with the benefit to us being that they know exactly how they’re supposed to do things. But, for the most part, these guys will continue to operate independently, and we promote their success as a testament to the success of our hiring and training program to the next generation of go-getters looking for an opportunity to grow.