5 Tips to Hire the Right People for Your Interiorscape Business

How’s your hiring process going? If you’re anything like me—and most interiorscape owners—you’re probably so busy with the day-to-day operations that the idea of quickly posting a job opening and hoping for the best seems appealing. However, this approach often causes more problems than it solves. I have found (mostly through less-than-ideal hiring practices) the importance of taking time to thoughtfully consider and refine your hiring strategy. This effort is crucial to attract the right hire—someone who will contribute to your business’s growth and success. So, how do you develop a process that secures the right candidate? Keep reading for five strategic tips to get you started.

Hiring Tip #1: Clarify your core values

I can’t stress enough the importance of your core values and mission. They should guide every business decision you make, including the selection and hiring of your team members. So ask yourself, what are the core values that guide every aspect of your company? From daily operations and workplace culture to training processes and customer interactions, defining your core values and establishing a solid mission will significantly streamline spotting potential employees who share the same attitudes and values. For instance, if your company values consistency, or if the role involves repetitive tasks, you’d ideally seek out and hire individuals who enjoy a routine and shy away from frequent changes. By being straightforward and enthusiastic about your core values, you’ll naturally draw like-minded employees to your business.

Hiring Tip #2: Develop a positive workplace culture

To retain top talent over the long haul, interiorscape business owners need to develop a positive workplace culture. A company that promotes work-life balance, acknowledges and celebrates achievements, opens avenues for advancement and professional development, and offers flexible working hours becomes a highly desirable employer. Additionally, fostering an environment where feedback is encouraged and acted upon strengthens team cohesion and satisfaction. In such a nurturing setting, employees feel valued and motivated, further strengthening their loyalty to the company.

Hiring Tip #3: Accurately define the job role

One of the key steps in attracting the right talent is creating a job posting that thoroughly and accurately outlines the position. Take time to carefully consider what you’re looking for in a candidate, as well as what your company can offer them. Reflecting on past hiring experiences, especially those that didn’t work out, can be enlightening. For example, I’ve hired plant technicians I believed were perfect for the job, only to realize post-hiring that they couldn’t manage the physical requirements. Now, I make it a point to list the physical requirements in detail within the job description and emphasize them during interviews, which helps save a lot of time and disappointment.

Essentially, your job posting should clearly list the daily responsibilities of the position, including necessary skills and any opportunities for growth and advancement. Outline what the potential hire can expect in both the short and long term. Also, consider including the salary range and benefits offered. Doing so will help vet candidates before they even send their resume.

Hiring Tip #4: Select Prime Platforms for Job Posts

Once you develop an excellent job posting, it’s crucial to share it in the right places—some job listing platforms work better than others. Craigslist hasn’t been effective for us because of a high number of unqualified candidates. However, Facebook has proven to be useful for sourcing potential hires. Its targeting capabilities allow for a more precise reach to the desired applicants compared to other platforms.

That said, I’ve also discovered quality candidates through well-known paid employment sites. Indeed.com is a popular choice, but it’s also worth considering other sites such as LinkedIn, which is known for its professional network and targeted job-matching. These platforms each have unique strengths and can significantly increase your chances of attracting the perfect hire.

Hiring Tip #5: Question With Intent

Keep the momentum going. You’ve diligently crafted an engaging job posting and successfully reached your target applicants. Now, avoid wasting those efforts with a disorganized interview process that could cost you time, energy, and resources.

Begin by refining your interview strategy with a comprehensive set of questions to ask. Include “cultural fit” questions based on your values and mission. I like to break questions into two groups—basic qualifications (availability, physical capabilities, etc.) and behavioral inquiries. When asking behavioral questions, I’m assessing if a candidate will fit well with our company culture. To come up with the behavioral questions, let your company’s core values and mission be your guide. This will help ensure you find someone who’s truly in tune with the role and your company.

Here are five examples of behavioral questions:

• Can you tell me about a time you dealt with a difficult customer and how you managed the situation?
• How do you organize your work on a daily basis?
• Have you been recognized for your work?
• What has been your greatest accomplishment?
• Have you been or are you involved in any volunteer efforts?

Remember, an interview is a two-way street (they’re assessing us just as we’re evaluating them), so it’s important to accurately represent your company and culture. Reflect on how their responses match with your organization’s mission statement and core values.

Hiring Excellence

Developing a solid hiring process takes time and effort, but the challenge of hiring the wrong person can be far greater. With an effective hiring strategy in place, your recruitment efforts will yield candidates who are not just filling a position but will hire on to become valuable resources for the company.