Hiring Slow, Firing Fast, and Building a Team that Aligns with Your Culture in the Specialty Trades 

The Specialty Trades—plumbing, HVAC, electrical, landscaping, etc.—is built on skilled workers who represent your company to customers every day. Hiring employees who excel at their craft and align with your company culture is essential for business success. However, many business owners struggle to fill positions due to rushed hiring practices, inadequate compensation, or failure to foster a positive workplace environment. By following the principles of  hiring slow, firing fast and avoiding common pitfalls, you can build a reliable, motivated team that aligns with and thrives in your culture and helps your business grow. This article explores the hiring process, ensuring cultural fit, the importance of compensation, and mistakes to avoid. Let’s dive in. 

    1. Hire Slow: Take the Time to Get It Right

“Hiring slow” means carefully vetting candidates to ensure they are the right fit for your business, both in terms of skills and culture. Rushing the process often leads to costly mistakes, high turnover, and team morale issues. 

Steps to “Hire Slow” for the Specialty Trades

1. Clearly Define the Role

• Write a detailed job description that outlines technical skills (e.g., ability to repair HVAC systems) and soft skills (e.g., teamwork, professionalism). 

• Be upfront about expectations, from work hours to customer interaction.

     2. Focus on Core Values Alignment

• Identify your company’s core values, such as quality work, dependability, and customer-first mindset. 

• During interviews, ask behavioral questions like: 

• “Tell me about a time you exceeded a customer’s expectations.” 

• “How do you handle feedback from a supervisor or peer?”

    3. Use Multiple Rounds of Interviews

• Conduct an initial phone screen to assess basic qualifications and communication skills. 

• Follow up with in-depth in-person or video interviews to evaluate technical ability, work ethic, and cultural fit. 

• Include a hands-on skills test if applicable (e.g., fixing a mock system).

4. Involve Your Team

• Bring potential hires in to meet staff members. Your team can provide valuable insights into whether the candidate will fit the team dynamic.

   5. Check References Thoroughly

• Call their previous employers and ask about reliability, performance, and attitude. This extra step can save you from costly mistakes.

   2. Fire Fast: Address Problems Early

Even with a careful hiring process, not every employee will work out. When someone is harming the team environment, productivity, or customer satisfaction, it’s important to act quickly. 

How to “Fire Fast” Effectively 

1. Set Clear Expectations from Day One

• Provide a detailed employee handbook outlining your values, policies, and performance standards. 

• Establish clear goals during onboarding and monitor progress.

      2. Monitor Performance Early

• Use a 30-60-90 day plan to track new hires. Evaluate their skills, attitude, and cultural fit at each benchmark. 

• Document any recurring issues for reference.

     3. Have Honest Conversations

• If an employee isn’t performing, address the issue directly. Provide specific feedback and an improvement plan with measurable goals and deadlines. 

• If there’s no improvement, part ways respectfully but promptly.

    4. Protect Team Morale

• Keeping a poor performer too long can demoralize your team and send the message that subpar work is acceptable.

    3. Compensation: You Get What You Pay For

In the trades, top-tier talent is in high demand, and the phrase “you get what you pay for” couldn’t be more true. Offering below-market wages may feel like saving money, but it often results in higher turnover, unqualified hires, and lost productivity. 

Why Competitive Compensation Matters 

      1. Attract Top Talent

• Skilled professionals won’t settle for low pay. Competitive wages help you stand out as an employer of choice.

      2. Retain Great Employees

• Fair compensation and benefits encourage loyalty. Employees are less likely to leave for a competitor offering slightly higher pay.

      3. Improve Work Quality

• Talented employees demand higher pay—and they’re worth it. Skilled workers complete jobs faster, more efficiently, and with higher customer satisfaction.

     4. Build a Positive Reputation

• Treating employees well builds your reputation as a great company to work for, attracting better hires over time. 

What to Include in a Competitive Package 

• Wages: Research industry averages and aim to pay at or above the standard. 

• Benefits: Offer health insurance, retirement plans, PTO, and paid training. 

• Bonuses and Incentives: Tie bonuses to performance metrics (customer reviews, job completion speed, etc.). 

• Career Growth Opportunities: Provide training, certifications, and a path for advancement. 

The Cost of Paying Too Little:
Underpaying employees leads to high turnover, low morale, and subpar performance. Investing in your team pays off in the long run. 

 4. Ensuring Cultural Fit

Cultural fit is critical in the Specialty Trades, where employees work closely together and represent your business to customers. Misaligned employees can impact both team morale and customer satisfaction. 

Strategies for Ensuring Cultural Fit 

1. Define Your Company Culture

• What values are most important to your business? For example: 

• “We value teamwork and solve problems together.” 

• “We treat every job site with respect.”

     2. Ask Culture-Focused Interview Questions

• Examples: 

• “How do you define great customer service?” 

• “What kind of work environment do you thrive in?”

     3. Use Trial Periods or Ride-Alongs

• Allow candidates to shadow your team or complete a short trial period to observe their behavior and work ethic in action.

     4. Foster a Positive Onboarding Experience

• Welcoming new employees into a strong, well-defined culture increases their engagement and sense of belonging. 

 5. Common Mistakes to Avoid

Many business owners inadvertently undermine their hiring process and team culture by falling into these traps: 

What Doesn’t Work:

      1. Rushing the Hiring Process

• Leads to poor hires and high turnover.

      2. Paying Below Market Rates

• Attracts underqualified candidates and increases turnover.

      3. Ignoring Company Culture

• Creates a disengaged workforce, lowering team morale and work quality.

      4. Avoiding Performance Issues

• Not addressing toxic or underperforming employees can harm team dynamics and customer satisfaction.

      5. Overpromising and Under-Delivering

• Failing to meet employee expectations damages trust and increases turnover.

      6. Neglecting Training and Development

• Employees feel unsupported and less motivated without proper onboarding or growth opportunities.

      7. Treating Employees as Disposable

• High turnover and a lack of investment in employees can damage your reputation and productivity. 

 6. Benefits of Hiring for Culture While Compensating Competitively

When you take the time to hire slow, fire fast, and prioritize cultural fit and competitive compensation, you’ll: 

• Reduce Turnover: Employees who feel valued and aligned with your vision stay longer. 

• Boost Team Morale: A cohesive, well-compensated team works harder and smarter. 

• Improve Customer Satisfaction: Happy employees deliver better service, leading to happier customers. 

• Protect Your Reputation: Skilled employees who align with your values enhance your brand.

Key Takeaways

The Specialty Trades thrives on people—your team is your most important asset. By avoiding common pitfalls, offering competitive compensation, and focusing on cultural fit, you can build a motivated, skilled workforce that helps you succeed. 

Remember: invest in your people, and they will invest in your business. A thoughtful, deliberate hiring process backed by fair pay and a positive culture ensures your company will thrive for years to come.