Essel Environmental

A high-end home builder came to us with a familiar problem: they were constantly losing their finish carpenters. They were asking finish carpenters to handle tasks outside their expertise, like site cleanup. This led to burnout and high turnover. Their initial instinct? Hire more finish carpenters. But here's where most get it wrong: The problem wasn't a lack of skilled workers, it was a lack of workforce planning. What they needed was more of a flexible workforce. For example, they needed a skilled laborer for 2-3 weeks in the front of one project. Then they would go on to the next project, a finish carpenter would come in to replace them, and take it to the finish line. By that time, the original person would come back, assist with cleanup, and get the project ready to hand over to the end user or the client. This flexibility and workforce planning was something that our client assumed that we just didn't do. But fact of the matter is, construction is a dynamic environment that can be very unpredictable. A typical one-size-fits-all approach generally doesn't work. That is where we provided value. We were able to understand where exactly the problem was that they were having in retaining their existing talent, which then created the need for them to reach out and talk to someone like us. We were able to create a dynamic workforce planning structure that helped them get what they needed on multiple projects without feeling like they only had one way to solve that problem. I'm proud of our recruiting team for figuring that out and providing a solution that was outside the box. But at the same time, I was proud of our client for recognizing our value and taking a shot on our recommendation. Nik #construction #skilledtrades #workforcesolutions

Very excited to work with Affordable Housing Management Association of Northern California and Hawaii (AHMA-NCH) ! Maintenance techs are one of the hardest positions that owners & managers. We are looking forward to sharing our insight on what we have seen in the market. Our key takeaways are going to be the following: 1. How to reinvent your maintenance tech recruiting 2. Skills / tactics to find better fits or skillset matches 3. How to retain your existing maintenance tech database Join me and our experts to get the tools you need to solve your maintenance tech problem!

Stop asking “How was your day?” Because they’ll likely respond with “good” without much detail. And if you want a meaningful conversation, that’s not gonna cut it. But… if you ask, “What was the highlight of your day?” well now they're prompted to share more specifics. The same principle applies at work. Instead of asking your manager, “What am I supposed to do today?” or “How can I do things better?” try these questions instead: 🗣 “What does success look like for someone in my role?” 🗣 “What do the top performers in my position do on a daily basis?” These questions elicit more detailed responses, giving you insights into key skills and actions that drive success. By asking specific, targeted questions, you’re more likely to receive the valuable feedback you need to excel. What other questions would you add to this list to get better feedback from your superiors? Nik

We need 2.1 million skilled workers by 2030. How are we going to get there? 👇 Here's a 3-step plan to bridge the gap: 1️⃣ Recruit: Yes, automation is eliminating some jobs, BUT it's also creating new ones. Think smart homes, sustainable energy systems... these need skilled workers! Let's target those displaced by technology and show them a new path. 2️⃣ Re-Skill: Training is key. We need programs that equip people with the right skills for these evolving roles. Let's invest in education and apprenticeships that bridge the gap between old jobs and new opportunities. 3️⃣ Deploy: Connect trained workers with companies that need them. This is where partnerships with organizations like Essel come in. We can help place new talent into the workforce, ensuring a smooth transition from training to thriving careers. The future is definitely bright for the skilled trades! Let’s make sure it stays that way. What other steps would you add to the list? Nik #skilledtrades #recruiting #constructionstaffing

I fired a top performer because they weren’t a team player. Here’s what happened: Our team was having a hard time in lot of high volume recruiting needs from our clients. I found a recruiter that was very efficient and just really good at getting the job done. But within the first few weeks, we noticed was that they were not a team player. They were very abrasive and somewhat of a morale killer. So, while we were succeeding on the financial side and executing on tasks, the team overall never felt worse. It was my first time in dealing with that type of work environment and that type of personality. Observing the impact that just one person could have on an entire organization taught me a lot about the importance of making sure a new hire is just as much a cultural fit as a business fit. In the end, despite the multitude of conversations we had with that recruiter we had to part ways. So, what did I learn from all this? 1️⃣ Execution can not be your only priority in the hiring process. This led to hiring this specific recruiter in the first place who was clearly not the right fit. 2️⃣ I learned that culture was NOT just for big companies- it’s for any company including startups! 3️⃣ Negativity from one person can cripple an entire team of people. Now, we involve the team in meeting candidates during the hiring process, listen to their feedback, and take it into consideration. I also ask for examples of past work experiences they’ve had where they had to step in and assist their coworkers. All of that is so important to the success of an entire team. The moral of the story? Past history is the best example of future behavior. Would you agree? Nik

Our team is BACK from the holiday weekend and ready to get after it! 💪 Here's Erick Garcia and Savanna Parangan out in the field meeting with some of our clients and employees. 🤝 Let's GO! #construction #skilledtrades #workforcesolutions

How can we get the younger generation more engaged and curious about the skilled trades? In my opinion, there's three key things that we need to do 👇 ✅ Number One: We need to meet them where they're at. Let's stop shunning the TikToks and the Instagrams. THAT’S where the new generation’s eyeballs are, so why wouldn’t you show up there too? ✅ Number Two: Skilled trades leaders need to get out there and tell stories of their great accomplishments! Young folks need to see the hope, the possibility, and the outcomes that the skilled trades can yield. ✅ Number Three: We need to make it clear that working in the skilled trades can provide you opportunities like entrepreneurship, CEO-status, and building your own business! Focus on the sense of ownership and accomplishment that can come from being your own CEO and creating the career you want, not that someone else sets for you. What else would you add? Nik #skilledtrades #bluecollar #laborshortage

Rise & Shine☀️ 🏗️It’s that time👷🏻♀️ On site to deliver PPE to our ESSELERS 🚧 Have a great day everyone 🦺 #essel #skilledtrades #workforce Essel Environmental

Some of the best mentors I’ve seen all have these of 3 characteristics 👇 🤲 First is vulnerability. They're willing to share what areas of their careers they may not have succeeded in and what they learned from those experiences. It’s their willingness to look imperfect, yet knowing that their imperfection does not define them. 💪 Second is a growth mindset. It’s the understanding that there's always a comeback and the diagnosis of what a comeback from a setback might look like. It’s the ability to take a step back and slow things down. Asking yourself, what happened and how can I approach it better next time? Folks who have the ability to not get caught up in their emotions and are able to objectively move forward with new knowledge are great examples. 🤔 And third, curiosity. The ability to ask questions versus constantly just coming up with solutions. These folks are able to step in and help guide their peers through tough situations they may be experiencing. Maybe it’s even letting others fail sometimes, but then stepping in to help them pick up the pieces. I’m lucky to have witnessed firsthand some excellent mentors develop on my team. Watching their growth and how they interact with their fellow team members inspires me to be a better mentor every day. What else would you add to the list? Nik #mentorship #leadership #teamwork

The E-Team can't stop GROWING! 📈 We thrilled to announce the addition of Max Baiz to Team Essel as a Senior Recruiter. 👏 Please help us welcome him in the comments below! 👇