Motivated and engaged employees are 41% more likely to show up to work.
Mariana Preprotic

1. Identifying the Right Candidates
   1. How to Attract Top Talent
      1. Post Attractive Job Ads
      2. Skills & Personality Surveys for Identifying Top Talent
   2. Interview Questions & Best Practices
2. Retaining Employees in the Rental Industry

Wow, your business is booming! It’s fantastic to see those orders rolling in non-stop. But hey, more business means more to juggle – new orders every day, mounting paperwork, and then it becomes a challenge to keep everything on track. It’s a lot, right?

Every business reaches a point where going solo just doesn’t cut it. It’s time to think about growing your team. But where do you find top-notch talent, and more importantly, how do you get them to stick around? This article will dive into finding the right fit for your team, with insights from real business owners, and explores how motivation is key to keeping them on board. Let’s get started!

Identifying the Right Candidates

Before you post that job ad, let’s zero in on what you really need. What tasks are you looking to offload, and who’s the right person for the job? More than that, who’s going to give you the best value for your investment? Hiring is like striking a business deal – you pay someone to make your business run smoother, so you can earn more and boost those sales. 

But if you’re new to hiring, you may not know where to start.  No worries! Here are three key questions to think about before you start your hiring process:

1. What specific skills or expertise does my business need right now? Regardless of the market your business serves, it is generally known that the rental industry is fast paced and challenging. Think about bringing on folks who’ve been in the thick of it before – those with a knack for managing inventory and rocking customer service. They’ll slide right into the fast-moving parts of your business.
2. What kind of personality traits would complement my team’s current dynamics? Hiring is not just about skills, it’s about fit. Believe it or not, personality plays a large role in whether an employee will be a good fit for your team. They may have the skillset you need, but can your candidate roll with the punches and play nice with the team? Are they resistant to change? It’s these traits that often make or break their success – and they’re not listed on a resume.
3. Can I offer growth opportunities that attract ambitious candidates? Remember how personality is important? Well, you’re not going to attract the go-getters without growth opportunities. Consider what growth paths you can offer ambitious job seekers, and how you can use that to motivate them to consider working with your company. Remember, interview candidates are not the only ones in the spotlight – you are too. If you aren’t prepared to make your job attractive to candidates, you’ll lose out on big talent.

How to Attract Top Talent

Alright, you’ve reviewed the questions above and you have a pretty good idea on what you’re looking for in a candidate. Now how do you attract the right candidates?

Post Attractive Job Ads

If you’re new to posting job ads, look no further! Sites like LinkedIn or Indeed are perfect for connecting with candidates. Just set up an account and start posting. But wait, what goes into a job ad that really draws in the talent? Let’s break it down:

• Accurate and Clear Job Titles: Keep it straightforward and searchable. Think ‘Event Coordinator’ or ‘Warehouse Manager’. You want your target prospects to be able to find you!
• Details About Your Company: Share your story. Are you a quirky startup or a family business? Do you have a mission that you’re proud of and want your prospects to align with? Let candidates know what makes your business special and why they’d love to be part of it.
• Role Summary and Duties: What’s the job, and what will they be doing day-to-day? Be clear, so they know exactly what they’re signing up for. One way to ensure that this section is crystal clear is to use bullet points! And be honest. If an employee will be responsible for something, make sure that it is actually listed in their job description. Nobody likes the ol’ switcheroo, and lack of transparency is a surefire way to cause confusion in the workplace or lose out on great employees.
• Required Skills/Qualifications: Lay out what you need. Do you need somebody who can go to bat to sell your product, or a whiz on excel? Think “2 years of sales experience” or “Experience with excel.”
• Benefits and Opportunities: Do you offer flexible hours, are you family friendly, or are there awesome career growth opportunities? This is the place to brag about it. Tell prospective candidates what they get out of the deal. 
• Be Transparent About Pay: 82% of US workers are more likely to apply for a job if the pay is listed. To be honest, we can talk about benefits and transparency until we’re blue in the face – but money speaks for itself. If you want to attract legitimate applications and waste less time interviewing candidates who may not be a great fit, posting your pay range for the position is a surefire way to make sure that those applying for the job know exactly what they are getting into.
• Equal Opportunity Clause: Always include a statement affirming that your business is committed to equal opportunity. Including this clause ensures that you are in legal compliance with equal opportunity hiring practices.

Here’s an example of what an attractive job ad might look like:

Skill & Personality Surveys for Identifying Top Talent

One way that you can identify good fits for your company is by having potential candidates take surveys that will provide you with an objective summary of their personality traits and abilities. These surveys allow employers to identify specific skills that are related to the job and eliminate bias in the hiring process. They also make it easy to compare candidates, making the hiring process easier for you and more fair for candidates.

Here are some surveys you can use to identify top talent for your organization:

• LimeSurvey: This website allows you to build candidate assessment surveys with multiple question types, and analyze your results all in one place.
• HiPeople: This website provides job specific assessments designed for candidates to fill out in less than 10 minutes. Results are easily shareable, and they have a free package for 5 candidates per year for all you first time employers!

Interview Questions & Best Practices

Alright, you’ve crafted a killer job ad, and now you’re swimming in applications. It’s interview time! But remember, mindset is key. To attract top-notch employees, you’ve got to shine as an employer. Think of interview prep as if you’re the one in the hot seat.

Why? Because when it comes to snagging the best talent, they’re also sizing you up. Top candidates will come loaded with questions, eager to find out if your company is the best fit for their lifestyle and skillset. It’s your job to be just as prepared for them. Here’s how you can do this:

• Know the Role: Brush up on every detail of the role you’re hiring for. Be ready to discuss the nitty-gritty of day-to-day tasks, growth opportunities, and how the role fits into the bigger company picture.
• Understand Your Company Culture: Candidates are looking for a place where they’ll fit in. Be prepared to paint a vivid picture of your company’s culture, values, and what makes it a unique place to work.
• Prepare Your Questions: Craft questions that dig deep into the candidate’s experience and potential fit. But go beyond the resume; ask about their aspirations, how they handle challenges, and what they’re really looking for in their next role.
• Showcase Growth and Development Opportunities: Talented individuals want to know they’ll grow with you. Have examples ready of how your company supports professional development.
• Be Transparent: From company challenges to future plans, honesty is your best policy. Candidates appreciate transparency, and it sets the stage for a trust-based relationship.
• Listen Actively: This isn’t just about you assessing them; pay close attention to their queries and concerns. Their questions can give you insights into what they value most in a job.

Here are some sample interview questions you can ask, according to common roles in the rental industry:

Event Coordinator/Planner

1. Can you describe an event you planned from start to finish? What challenges did you face and how did you overcome them?
2. How do you manage and prioritize multiple events simultaneously?
3. Tell us about a time when you had to deal with a difficult client. How did you handle the situation?
4. What strategies do you use to stay within a client’s budget while still delivering a high-quality event?
5. How do you measure the success of an event?

Warehouse Manager

1. How do you organize and manage inventory in a warehouse setting?
2. Describe your experience with logistics and supply chain management.
3. Can you give an example of how you improved warehouse operations or efficiency in a past role?
4. How do you ensure safety and compliance in the warehouse?
5. Describe a time when you had to manage a fast-paced, high-pressure situation in the warehouse.

Sales/Marketing Manager

1. Can you share a successful sales campaign you’ve led in the past and its results?
2. How do you stay informed about trends in the events industry?
3. Describe a time when you turned a dissatisfied customer into a repeat client.
4. What metrics do you use to measure the effectiveness of a marketing campaign?

Customer Service Representative

1. How would you handle a client who is unhappy with their rental?
2. Can you give an example of how you’ve gone above and beyond for a customer?
3. Describe a time when you had to handle a complex customer service issue.

Delivery/Setup Technician

1. How do you ensure the timely and safe delivery of equipment to event sites?
2. Have you ever faced a logistical challenge during delivery or setup, and how did you handle it?
3. How do you prioritize tasks when setting up for multiple events in a day?
4. What safety protocols do you follow during equipment delivery and setup?

Retaining Employees in the Rental Industry

Congratulations! You’ve hired your first employee. But now its time to discuss the elephant in the room – turnover. In the rental industry, statistics are working against you. It’s a tough market, and not everybody is cut out for it. The rental industry has traditionally experienced a high turnover rate, making it difficult to maintain a consistent staff. 

But you can always hire somebody else, right? Why does turnover matter if you can just hire more employees? To put it simply, turnover is very expensive. In fact, research shows that it can cost up to $1,500 per hourly worker that is lost to turnover. That is a lot of time and money spent on unhappy employees!

Employees are often lost in the rental industry due to long hours, stressful work environments, and low wages. So, how can you keep your employees motivated and happy under the pressure of a traditionally high-stress market?

• Start strong on day one: Your employee’s journey begins on their first day. It’s crucial to make them feel welcome and equipped to tackle their new role. Invest in thorough training and be approachable for any questions they might have. Dan Heath’s ‘The New Employee First Day Experience’ offers excellent insights into how a positive start can significantly impact a new hire’s outlook and performance.
• Give your employees something to work toward: Employees need more than just a paycheck; they need a purpose. It’s vital to communicate the ‘why’ behind your business. Beyond financial goals, what drives your company? Maybe it’s about bringing joy to families, creating unforgettable events, or innovating in the rental space. Clarify this purpose and unite your team around it. Check out Simon Sinek’s TED Talk “How great leaders inspire action”, which goes into more detail on this concept!
• Give credit where it is due: Regularly acknowledge and reward hard work. Recognition can be as simple as a ‘thank you’ or as significant as an employee of the month program.
• Offer flexible scheduling and time off: In a high-stress industry, balancing work with personal life is key. Offer flexible scheduling or time off policies to help employees manage their stress and prevent burnout.

You’ve got this!

Hopefully now you feel well equipped to get out there and hire some great employees for your rental business. With the right attitude and preparation, you’ll build a strong team in no time!

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