The Recruiting Flywheel
Great systems don't depend on one recruiter. They turn everyone into one.
If you’re waiting for the “perfect” leads to come through an ad to find your next crew, you’re going to be waiting a long time.
In industries like construction or masonry, the community is tight.
Your best recruiters aren’t on LinkedIn; they’re already on your job site.
I gave a client a simple strategy this week: Incentivize your guys.
Tell them if they find someone who stays for 60 days and does good work, you’ll give them a $500 finder’s fee.
It sounds simple, but here’s why it works: It gives your guys social credit.
They get to do a favor for a friend, they get to work with someone they already like, and they get a bonus for it.
You get a vetted worker who already has a reason to be loyal to the crew.
The $500 you give out isn’t a cost.
It’s the price of moving your backlog from five weeks to two weeks.
You make that money back immediately because you’re actually finishing the jobs that are sitting there waiting.
Stop letting the buck stop with you on hiring. Push the recruiting to the people who are already in the trenches.
How much money are you losing every week because your backlog is too long, and why haven’t you paid your team to fix it for you?