Hiring HOA maintenance is not just a matter of quantity over quality. HOA communities need a lot of maintenance workers, especially for the common area maintenance. So, hiring HOA maintenance company teams to manage the work can be a major undertaking. Check out the interview questions for maintenance workers below that you can add to your list as well.
Hiring HOA Maintenance Company Workers to Keep the Community Clean and Safe
Great HOA maintenance workers are a major asset in so many ways. Good workers bring a huge sense of pride to their supervisors. Also, their excellent work greatly improves the quality of life in the community they work for. It’s not too far off the mark to refer to them as “gems.” You’ll soon find out that this comparison to invaluable treasures is accurate. That is exactly what high-quality HOA maintenance companies are. They are a precious commodity.
Especially when you consider how hard you need to work to separate the good ones from the not-so-good. So how do you maximize your chances of finding those “gems”? When your HOA is in the market for a maintenance worker or company, keep these tips in mind.
1. Be Thorough, Don’t Settle
Patience is the key. It is important to be patient during the search process. All too often, a lesser candidate is “settled for” because of our busy schedules and the immediate need to fill the position.
Desperation can cause a lowering of standards that can have long-lasting, negative effects. Dealing with an unqualified worker will cost much more valuable time and money. You’ll soon wish you took the extra time needed to find a good HOA maintenance company.
If several interviews do not turn up that “gem”, don’t settle for a mediocre maintenance company. Keep looking. If possible, set up more interviews and keep trying. The more interviews you hold, the better chance a great maintenance company will turn up. Then all you have to do is make sure they stay.
2. Create a Detailed Job Description That Fits Your Budget
Know what you want and what the community can afford. Be realistic in what you expect the person to do. Based on these requirements, create a job description listing all the duties and requirements. Make sure to organize the reporting hierarchy as well. By organizing the reporting order this early, you’re also making sure to avoid communication problems later on.
Knowing the exact job description helps develop questions and a checklist that can be used during the interview.
3. Identify the Right Skill Set in the Interview
Create a checklist for the prospect to fill out that lists the job skills and allows them to rate their knowledge and skill level for each category on a scale of 1 to 5. For example, if irrigation is an important part of the job, then it would be important that the prospect has a high score in that area. The interviewer should use this same checklist to rate the skills based on how the questions are answered.
Most interviews will address previous work history and education level. However, finding a great maintenance worker requires more. The first place to start is to identify the skills needed for the position and prepare the documents to use at the interview. Keep in mind that excellent customer service is a required skill for community association maintenance positions.
4. Prepare for the Interview
Create a checklist for the interviewer that lists important customer service-related issues, such as:
- Was the prospect on time?
- Was the prospect presentable and well-groomed?
- Is the prospect’s body language and speech friendly and non-threatening?
- Is the prospect’s demeanor such that he or she will be able to deal with a broad spectrum of demanding residents?
These complete checklists are useful later as an important comparison tool to identify the best candidates. In addition to these documents, also prepare a list of questions to ask the prospect. Then, make sure that you ask these questions, consistently and uniformly, of all candidates you interview. This way, you ensure that the interview process is based on bona fide requirements. you’re also making sure that you are treating all candidates equally.
Also, try to include these questions in your set. These can help you to bring out the prospect’s personality. These can also let your candidates to better demonstrate their ability to interact with residents. Here are some examples of questions:
- Do you prefer to work alone or in a group?
- Give me an example of a difficult situation at your last job and how it was overcome?
- What kind of people do you find most difficult and how do you deal with them?
- How would you handle a situation where you have made an obvious error?
- When you have been told about a problem with your job performance or discovered it for yourself, how have you dealt with it?
5. Interview the Team
Finally, make sure to involve the person who will be the supervisor in the interview process. This can be the team supervisor of the maintenance company. Or he or she can be your community association manager as well. If these maintenance workers need to report to a person, make sure to include that person in the interview process.
This step cannot be overstated. The relationship between the worker and the supervisor will likely be long-term. So, it is imperative that they are a good fit.
Also, the supervisor’s impression of the prospective employee should be given importance. It can be a crucial deciding factor on whether or not to hire the person.
Hiring HOA Maintenance the Right Way Saves You Headaches Later
Patiently applying these key interview elements will vastly improve your chances of finding that valuable “gem” of a maintenance worker. Once a successful candidate has been found, the interview process turns into the hiring process and such things as the level of pay, benefits, and the necessary documents required by law are discussed in earnest. Hopefully, hiring the right HOA maintenance workers ensures that your neighborhoods are safe, clean, and well-maintained by the quality staff screened and selected by your HOA board.
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