With summer right around the corner, it's time we take a look back at some of the salient advice our Industry Editor, Brock Yordy, has shared in the past about hiring summer help for drilling and construction work. How can company owners not only hire quickly for the summer season but also ensure their new hires are worth the extra time and training? This is where Yordy's tips and tricks come in handy.
The best way to find summer helpers that are sure to be able to handle the heat and demands of drilling and construction is to approach the hiring process with a clear plan for training, safety, and engagement. But, to make the process even easier, we've broken it down further below:
1. Define Clear Expectations and Responsibilities
Start by outlining clear expectations and responsibilities for your summer help. Avoid assigning mundane tasks that don't contribute to their learning or the company's productivity. Instead, plan each week to teach them new tasks that are integral to your operations. This approach not only keeps them engaged but also helps them understand the industry better.
2. Emphasize Safety Training
Safety should be the first lesson for any new hire. Make sure your summer helpers understand the importance of safety protocols in the drilling and construction environment. Comprehensive safety training will not only protect them from potential hazards but also instill a sense of responsibility that they can carry forward in their careers.
3. Introduce Them to the Industry
Educate your summer employees about the significance of your work. Explain how drilling brings water out of the ground, the environmental benefits of geothermal projects, and the importance of being good environmental stewards. Understanding the broader impact of their work can motivate them and foster a sense of pride.
4. Foster a Team Environment
Encourage a team-oriented approach by involving summer helpers in various team activities. Whether it’s following the rig down the road or working together on a challenging project, these experiences can help them feel part of the team and understand the camaraderie in the industry.
5. Make It Fun and Rewarding
Reflect on what made the business enjoyable for you and share those experiences. Making the job fun can leave a lasting impression on young workers, making them more likely to return or even consider a long-term career in the industry.
6. Treat It as an Audition
Think of hiring summer help as an audition for both the employer and the employee. Show them what the industry is all about and assess if they have the potential to be valuable long-term employees. This approach can help you identify and cultivate future talent.
7. Provide Professional Development
Invest in their professional growth by offering training that goes beyond basic job skills. Encourage them to think critically, solve problems, and provide mentorship to guide their development into young professionals.
8. Create Memorable Experiences
Provide experiences that they can take back to school or their next job. Good memories and valuable skills will make them ambassadors for your company, potentially attracting more young talent in the future.
9. Plan for Long-Term Engagement
Consider how you can keep these young workers engaged beyond the summer. If they enjoy their experience, they might be willing to help out on special projects or during busy times throughout the year.
10. Shift Your Perspective on Temporary Workers
Stop thinking of summer help as disposable. Each young worker is a potential long-term employee. By investing in their training and development, you are contributing to the future of the industry and building a pipeline of skilled workers.
By following these strategies, you can hire summer help that not only meets the immediate needs of your drilling or construction projects but also fosters a future generation of skilled professionals. These practices ensure that your company remains productive, safe, and prepared for long-term success no matter what season or reason you need a new hire for!
