Springtime is usually the time of year when there is an abbundance of help wanted ads for pest management technicians. I admit, there are times each spring when I shake my head and ask, “Why am I not hiring now?”

With a growing company, I certainly have open positions. The fact is, I already hired last fall for the upcoming spring. The frugal part of me would love to conduct a “just in time” hire each spring. One that, with little direction, can take over a route.  Occasionally this happens, but it's more out of necessity than design.

I prefer to do hiring for my company in the fall, so as to complete these items related to the introduction of new hires to my organization before the spring rush:

1. To be 95-percent sure that new staff understands and practice skills related to safety and liability (The last 5-percent is the role of continuous quality assurance).

2. To eliminate any bad habits brought from other environments.

3. To train new staff in a comprehensive service portfolio.

4. To acclimate new staff to our corporate culture.

5. To train new staff in our consultative sales approach.

6. To provide existing staff time to explore the strengths and weaknesses of new staff and adjust to how new staff impact previously set roles.

7. To allow management time to evaluate new potentialities for the company, with the introduction of workers with unique skill sets, particularly knowledge skills.

8. To build into “off-season” markets with services that are needed year-round, thereby stabilizing revenue throughout the year.

9. To develop a “Plan B” for the spring season should the new hire fall short of expectations or when old staff members fail to evolve as the new hire reshapes and evolves the company.

As new hires invest their time with us, so we should invest our time with them.

You can reach Weitz, management/technology consultant and PMP with Hearts Pest Management, through his Web site at www.heartspm.com.