Hiring the right people is one of the most challenging aspects of running a business, especially in the construction and trades industry. We've all heard the horror stories—or worse, experienced them ourselves—when a hiring decision goes wrong. Whether it’s a new hire who doesn't fit the company culture or one who claims to have all the right skills but can’t deliver, these mistakes can cost your business time, money, and reputation.

In this episode of the PTB Podcast, hiring expert Ryan Englin joins us to share some of the worst hiring mistake horror stories he’s encountered while working with contractors. Not only does Ryan shed light on these nightmare scenarios, but he also offers practical advice to help you avoid making similar mistakes in your own business.

Here’s a breakdown of Ryan's key insights, shared in a conversational and supportive tone to guide contractors and small business owners toward smarter hiring decisions.

The “Idea Guy” Disaster

One of the most common hiring nightmares contractors face is bringing on the "idea guy." You know the type—the person who walks in on day one, claiming to know exactly how to fix all your problems, without even understanding your business yet. Ryan shares a story about a contractor who hired someone based solely on a polished resume, only to find out later that this "fixer" had no real grasp of the company’s challenges.

Lesson learned:
Don’t rush to hire someone who appears to be a hero on paper. It’s important to evaluate how a candidate behaves, their problem-solving approach, and whether they align with your company’s values. A great resume might get someone in the door, but it doesn’t guarantee they’ll be a great fit for your team.

The Resume Trap

Ryan explains that there are three types of resumes: those written by professional resume writers (which are often embellished), those written by people with little resume-writing experience, and now, thanks to AI, even resumes written by machines. These resumes can be misleading, giving you the wrong impression about a candidate’s qualifications and experience.

The fix:
While resumes can be helpful, don’t rely on them too heavily. For roles in the trades, like field technicians or installers, practical skills and cultural fit are far more important. If you need a resume for certain office roles, make sure you evaluate beyond the document—look at how the person thinks, behaves, and solves problems.

The Culture Mismatch

Hiring someone who doesn’t align with your company’s culture is another recipe for disaster. Ryan emphasizes how hiring for convenience—such as bringing on an old friend or family member—can backfire if they don’t share your business values or customer service standards. Misalignment in how people behave and approach work can lead to constant frustration for you and your team.

How to avoid this:
Take the time to define your company’s culture and values. Know what you’re looking for in terms of behavior and attitude before you start interviewing. Then, evaluate candidates not just on their technical skills but on how well they align with your culture. Ask yourself, "Will this person represent my company the way I would?"

The Vodka in the Yeti Cup Incident

One of the more extreme hiring mistake horror stories Ryan shares is about an operations manager who, after being hired based on a great resume and a personal referral, turned out to be drinking on the job—straight vodka from a Yeti cup. The owner, blinded by the candidate’s appearance and credentials, overlooked red flags in her work history. This hiring decision led to major disruptions in the business and a costly lawsuit when she was finally let go.

The takeaway:
It’s easy to get distracted by surface-level traits like appearance or a shiny resume, but it’s critical to look deeper. Pay attention to potential red flags during the hiring process, such as frequent job-hopping or inconsistent performance. Trust your gut and do your due diligence when vetting candidates.

Building a Rockstar Team

Ryan’s biggest piece of advice for avoiding hiring mistakes? Start by defining what you’re looking for in an ideal employee. Think about the traits and values that matter most in your company. Once you’ve done that, evaluate candidates based on those standards, not just technical skills or past job titles. And remember, great employees are often already employed elsewhere, so it’s important to build an attractive employer brand that makes people want to work for you.

Pro tip:
Get creative with your recruiting. Share employee testimonials, highlight your company culture, and make sure your business is a place where people want to be. When you do this, you’ll attract better candidates—and you’ll avoid the hiring horror stories that plague so many contractors.

Show Notes:

Guest: Ryan Englin, CEO of Core Matters

Key Takeaways:

• Hiring the Idea Guy: Don’t be swayed by someone who claims to have all the answers without knowing your business.
• Resumes Aren’t Everything: Watch out for embellished resumes, and instead, focus on cultural fit and behavior.
• Avoiding Culture Mismatches: Hire based on shared values and business behaviors, not just convenience or technical skills.
• Red Flags Matter: Ignoring red flags can lead to disaster, like hiring someone with an alcohol problem who ends up drinking on the job.
• Build an Employer Brand: Attract the right people by creating a company culture that people want to be part of.

YouTube:
You can also watch the full episode to learn more about avoiding hiring mistakes and improving your recruitment process! https://youtu.be/kWpElCo0msM

Resources:

• Connect with Ryan on LinkedIn: Ryan Englin