Finding the right people for your holiday light crew is key to a smooth season. Learn how to hire reliable, skilled installers and avoid headaches.
Remember last holiday season? Phones ringing off the hook, schedules packed, and maybe... a crew member who wasn't quite up to snuff? A bad hire during your busiest time can cost you time, money, and even your reputation. But imagine a season where your team works like a well oiled machine, installations are flawless, and customers are thrilled.
That dream starts with hiring the right people.
This guide will walk you through exactly how to find, interview, and onboard the best crew for your holiday light installation business, setting you up for your most successful season yet.
Table of Contents
- Figuring Out Who You Need
- Where to Find Your Future Stars
- Making Smart Choices: The Interview Process
- Doing Your Homework: Checks and Balances
- Setting Up for Success: Onboarding and Training
Figuring Out Who You Need
Before you even think about posting a job ad, you need a clear picture of what your ideal crew member looks like. How many people do you actually need? This depends on how many jobs you plan to take on.
For example: If each job is approximately $1,500, and you plan to just have one core crew, you can expect to make to install just one to two homes per day.
8 houses per week * $1,500 * 9 weeks = $108,000
If you’re interested in learning to grow your business this season, take a look at our blog post on Reaching $1M Annual Revenue.
You don’t just need to think about your sales targets. You need to think about your dream crew’s required skill level.
Do they need experience working at heights? Should they be comfortable with basic electrical connections? List out the must have skills versus the nice to have skills. Don't forget physical fitness; installing lights can be demanding work involving ladders, roofs, and carrying equipment. Clearly defining the roles and responsibilities from the start makes finding the right fit much easier.
💡 Pro Tip: Holiday light installation is a seasonal job (usually). Set clear expectations for new hires to ensure they’re committed for the entire season.
Where to Find Your Future Stars
Once you know who you're looking for, where do you find them? Don't just rely on one source. Post clear, engaging job descriptions on popular online job boards like Indeed, Craigslist, and ZipRecruiter.
Reach out to local trade schools or community colleges; they often have students looking for hands on work. Networking is powerful too. Let your current employees, business contacts, and even friends and family know you're hiring. Sometimes the best candidates come from referrals. Consider local community groups or social media pages where people look for work. Be creative and cast a wide net.
💡 Pro Tip: Offer a small referral bonus to your current employees if they recommend someone you end up hiring. It incentivizes them to find good people.
Making Smart Choices: The Interview Process
Okay, the applications are rolling in. Now what? Start by screening resumes, looking for the key skills and experience you defined earlier. A quick phone screen can save time, allowing you to gauge basic communication skills and interest before inviting candidates for a full interview. The in person (or video) interview is your chance to dig deeper. Go beyond just asking about their work history. Ask questions that reveal their problem solving skills, attitude towards safety, and ability to work in a team.
Asking the Right Questions
Prepare your interview questions carefully. Mix technical questions with behavioral and situational ones. For example, ask 'Describe a time you had to handle a difficult situation on a job site' (behavioral) or 'What would you do if you noticed a frayed wire on a light strand?' (situational/safety). Ask about their comfort level with heights and weather conditions. Pay attention not just to what they say, but how they say it. Are they enthusiastic? Do they communicate clearly? Do they seem like someone who would represent your company well?
| Question Type | Purpose | Example |
|---|---|---|
| Technical Skill | Assess specific job related knowledge. | Have you used different types of clips or fasteners for light installation? |
| Behavioral | Understand past behavior as a predictor of future actions. | Tell me about a time you worked successfully as part of a team. |
| Customer Success | Evaluate their ability to create a positive experience for new and returning customers. | What steps would you take if a customer was unhappy with the placement of their lights? |
| Safety Awareness | Gauge understanding and commitment to safety protocols. | What safety checks do you perform before climbing a ladder? |
For an in-depth list of questions, check out our blog post on the Top 5 Must-Have Characteristics to Look for When Hiring Christmas Light Installers.
💡 Pro Tip: Ask for at least two references. Prepare specific questions for them beforehand to get the most useful information.
Setting Up for Success: Onboarding and Training
Hiring is just the beginning. A strong onboarding and training process sets your new crew members up for success and ensures they meet your company's standards. Start with the basics: paperwork, company policies, and introductions to the team. Clearly communicate expectations regarding job duties, schedules, and customer interaction.
The most critical part is safety training. Cover ladder safety, electrical safety, working at heights, and proper equipment usage. Don't assume they know everything, even if they have experience. Provide hands on training for your specific installation techniques and quality standards. A well trained employee is a confident, safe, and productive employee.
💡 Pro Tip: Pair new hires with an experienced crew leader or senior installer for their first few jobs. This provides mentorship and reinforces proper techniques.
Image suggestion: A small group of workers in company jackets attentively watching an instructor demonstrate ladder safety or a light installation technique. — Alt text: “New holiday light installation crew members receiving hands-on safety training.”
Building a great holiday light installation crew takes time and effort, but the payoff is huge. A reliable, skilled, and safe team is the backbone of a successful seasonal business. By carefully defining your needs, searching strategically, interviewing effectively, performing due diligence, and investing in thorough training, you create a team that not only does great work but also makes your life easier during the busiest time of the year.
Ready to build your dream team but need support with other aspects of your lighting business? Big Star Lights offers more than just products; we offer partnership.
Book a call with us.
Frequently Asked Questions
How much should I pay my holiday light installers?
Pay rates vary based on location, experience level, and whether they are temporary or permanent staff. Research local wages for similar positions (like general labor, roofers, or landscapers). Offering competitive pay helps attract and retain better quality workers. Consider factors like skill level and responsibilities when setting rates.
Do my installers need specific certifications?
While there isn't usually a specific 'holiday light installer' certification, certifications related to ladder safety, aerial lift operation (if used), or basic electrical knowledge can be beneficial. Ensure all crew members receive thorough safety training specific to the hazards of the job, regardless of prior certifications.
What kind of insurance do I need for my crew?
You absolutely need adequate insurance. This typically includes General Liability insurance to cover property damage or injury to third parties, and Workers' Compensation insurance to cover injuries to your employees while on the job. Consult with an insurance professional specializing in contractor businesses to ensure you have the right coverage.
Summary
- Hiring the right crew is crucial for a successful holiday light installation season.
- Start by clearly defining the skills, experience, and number of people you need.
- Use multiple channels like job boards, referrals, and local schools to find candidates.
- Conduct thorough interviews using technical, behavioral, and situational questions.
- Always check references and consider background checks for safety and reliability.
- Implement a comprehensive onboarding and training program focused on safety and quality.