Hiring Playbook

Description

“Nobody Wants to Work Anymore” Is What Contractors Say When They Don’t Know How to Recruit

You don’t have a labor shortage. You have a recruitment problem. This playbook fixes it.

The Pain Point

• You blame “nobody wants to work” instead of asking why nobody wants to work for you
• You post a job on Craigslist and wonder why you get no responses
• You have no system for finding good people—you just hope your buddies know someone
• You lose good crew because you don’t know how to keep them
• You’re competing with bigger companies and don’t know it
• Your crew is tired of working with mediocre temp people because you can’t find permanent people
• You have no idea what you’re actually paying per hour compared to competitors

What’s Inside

• 12 places to find good people — Not just Facebook and Craigslist. Where contractors actually find their best crew.
• Job posting framework — How to write a job description that attracts A-players, not tire-kickers (with examples)
• Candidate screening template — Phone questions that reveal who’s serious and who’s just browsing
• Interview guide — What to ask to spot culture fit, reliability, skill, and work ethic (hint: it’s not about credentials)
• Compensation audit — What you’re actually paying vs. what you should be paying to attract quality
• Offer strategy — How to structure an offer that people accept (salary, benefits, flexibility, growth path)
• Retention playbook — Why good people leave (and how to stop it)
• Onboarding system — Your first 30 days with a new hire so they don’t quit before they start
• Crew communication framework — How to keep people engaged and loyal
• Scaling hiring — Once you find one good person, how to build a pipeline for the next 5

Who This Is For

• Contractors frustrated with crew quality and turnover
• Business owners saying “nobody wants to work” without realizing it’s a recruitment issue
• Firms trying to grow but can’t find people fast enough
• Anyone losing crew to bigger competitors (and wondering why)

Testimonial Placeholder

“I was hemorrhaging crew—good people leaving every six months. I thought it was just the market. Turns out my compensation was 15% below market, my jobs had no growth path, and I had terrible communication. Fixed all three things from this playbook. Now I have 8 people asking to work for me and I only have room for 2. Best problem to have.” — Robert M., General Contracting, Arizona

Price & CTA

$27

[GET THE PLAYBOOK – $27]

Good people don’t want to work anymore. They want to work for someone who respects them.

FAQ

Q: What if I’m a small company competing against bigger firms? A: That’s your advantage. This playbook shows you how smaller companies win on culture, flexibility, and direct relationships—things big companies can’t match.

Q: Can I really hire good people if I’m just starting out? A: Yes. You’ll do it differently than an established company, but it works. This playbook covers both.

Q: What if someone I hire turns out to be a bad fit? A: Better to find out in month one than month six. This playbook shows you how to have that conversation and move forward.

Q: Is salary really that important? A: It matters, but it’s not everything. This playbook shows you what else people are actually looking for (and it costs you nothing to give).

Final CTA

Your crew doesn’t need pity. They need leadership.

Stop blaming the market. Fix your hiring.

[GET THE PLAYBOOK – $27]

Product Specs

• Format: PDF (28 pages, highly practical with templates and examples)
• File size: 2.6 MB
• Compatibility: All devices, printable
• What you get: Recruiting sources with links, job posting template, interview questions, screening checklist, compensation benchmarks, offer template, retention strategies, onboarding protocol, crew communication guide
• Time to read: 50 minutes
• Implementation: You can post your first improved job posting within 2 hours
• Bonus: Email template to reach out to past employees who left (recruiting boomerangs)
• Bonus: Crew survey template to find out why people are actually leaving