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The Future of Hiring in Trades | Smart Recruiting & Training Strategies | Stephen Rhyne

📅 March 25, 2025 ⏱️ 50:36 🎤 Chad Peterman, Stephen Rhyne

Chapters

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  • 0:00
    Importance of Recruitment & Retention
    Chad Peterman introduces the critical need for effective recruitment and retention strategies beyond just finding new talent in the trades.
  • 1:33
    Stephen's Background & Conveyor
    Stephen Rhyne shares his background in direct sales and software, leading to the creation of Conveyor, a platform for recruiting, onboarding, training, and retention in the services industry.
  • 3:50
    Onboarding as a Continuous Sale
    Stephen and Chad discuss how onboarding is a continuation of the sales process, crucial for retaining new hires, especially in competitive markets.
  • 5:54
    Automating Onboarding Processes
    The discussion shifts to automating onboarding for efficiency and creating a streamlined, linear experience that frees up time for personal connections.
  • 9:06
    Modern Recruiting Beyond Indeed
    Stephen explains how to move beyond traditional job boards like Indeed by creating marketing funnels, leveraging referrals, and utilizing social media for talent attraction.
  • 11:26
    Leveraging Employee Referral Links
    Stephen details how to implement a system where current employees can share unique links to refer prospects, automatically nurturing and tracking referrals.
  • 13:40
    Lowering the Bar & Developing Talent
    Chad and Stephen discuss the strategy of lowering initial hiring bars if supported by robust, consistent training and management systems that foster continuous development.
  • 16:09
    Scaling Management with Data & AI
    They explore how technology, including AI, can empower managers with data-driven insights to have more effective one-on-one conversations and support their teams' growth.

Speakers

C
Chad Peterman
Host
S
Stephen Rhyne
founder and CEO of Conveyor

Key Takeaways

✦

Shift from passive 'order-taking' recruiting (e.g., Indeed ads) to a proactive 'marketing engine' approach that continuously sells your company and opportunity to high-quality candidates.

✦

Automate as much of your onboarding process as possible to create a streamlined, linear, and consistent experience, freeing up managers' time for high-value personal interactions with new hires.

✦

Recognize that recruiting doesn't end with a hire; continue to 'sell' the opportunity to new employees, especially during the onboarding phase, to ensure buy-in and reduce early turnover.

✦

Incentivize your current employees to refer new talent by providing them with easy-to-use, trackable referral links and clear rewards, leveraging their networks for higher-quality candidates.

✦

Design training around specific 'aha moments' or key accomplishments a new hire can achieve in their first week or month, focusing on belief-building and essential skills rather than overwhelming them with too much information.

✦

Create a culture of consistent, data-informed one-on-ones between managers and employees, ensuring managers are equipped to support individual growth and address struggles proactively.

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