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In recent years, RAWSO as a company has grown exponentially. Just a few years ago, we didn’t have much more than a dozen employees, and there wasn’t really any specific hiring practice in place. It was mostly just word of mouth or walk-ins. When things started ramping up a bit more, we would post openings directly on Indeed. That’s the way we went for a while until we got our website, which was the start of developing our hiring process.
Today, our hiring practices start with Bamboo HR. That’s where we post job openings, and those are automatically cross-posted to Indeed and GlassDoor. We think a lot of people pick them up through those two sites. Folks can also apply through our website — they can just click on a job opening under the “Careers” tab, and that directs them to the Indeed job posting.
Sometimes we’ll still have walk-ins, or people will call us, and we can direct them to the appropriate resources to get them an application. We also still get a lot of referrals, when our existing employees will recommend someone through word of mouth. To this day, that’s actually how we find close to half of our new hires.
As far as attracting talent, we’ve made a lot of progress in that area as well. When RAWSO was first getting started, we didn’t even have company logos on our equipment, so even just doing that gave us some more exposure in the area.
However, everything regarding attracting new hires changed when we started taking full advantage of social media. These days, just about everyone that applies here says that they’ve seen our pages on Facebook or Instagram. That has significantly helped us attract quality people, just because our company is so much more visible than it used to be.
Regardless of how they hear about us, or how we get their information, we have a standard practice for integrating new applicants into our teams. First, we send their resume to our three superintendents, because they know which foremen are looking for help. They will decide which team the applicant would be a good fit for, and that applicant will do an initial interview with a foreman out at a job site.
This allows the foreman and the applicant to talk face-to-face, get a good feel for each other, and see if the applicant will be a fit for that team. If not, we might send the applicant to another foreman to see if he might be a good fit for a different crew — just because he doesn’t mesh with one foreman doesn’t mean he won’t be a positive addition to another one of our teams.
Once we’ve matched the applicant with a foreman, we process the paperwork in our office, send the applicant for a drug screening, and initiate the actual hiring process. When they’ve passed their drug screen and background check, we schedule them for a new hire orientation. Once they’re finished with that, they go straight to the job site.
Overall, experience is always important in our industry, but we try to focus as much as we can on each applicant’s personality. We try to make them feel at ease. We’ll sit down with them for a few minutes and just let them know that this isn’t the kind of company that puts their employee number on their hard hat. Nobody is better than anyone here at RAWSO, and that starts from the first day you walk into our office.More blog