Hire Slow, Fire Fast

The pool industry operates on a rhythm as predictable as the seasons themselves. While homeowners are lounging poolside in summer, behind the scenes, pool professionals are racing against time to maintain crystal-clear waters and happy customers. But what separates thriving pool businesses from those that merely survive? According to the latest episode of the Talking Pools Podcast, it all comes down to one critical principle: hire slow, fire fast.

The Golden Window: Timing Your Hiring Right

In the pool industry, timing isn't just everything—it's the difference between profit and chaos. As the season ramps up, many pool business owners find themselves scrambling to add staff when they should already be hitting the ground running with a fully trained team.

I have to say, wherever possible, I always try to add to my staff maybe in July. Definitely August. By September, it was too late. I was already hitting the ground running.

— Lee, Talking Pools Podcast

This strategic approach to hiring makes perfect sense when you consider the seasonal nature of the pool business. Winter provides the crucial training period that new employees need to become productive team members. By the time the busy season arrives, they're ready to contribute rather than requiring constant supervision and training.

However, life doesn't always cooperate with perfect timing. Sometimes staff members decide at the last minute that they don't want to face another grueling season, leaving business owners in a bind. The key is planning ahead whenever possible and building systems that can accommodate unexpected departures.

Your Team: Your Biggest Investment and Greatest Asset

For pool service companies that have grown beyond the one-person operation, staff represents both the largest expense and the most valuable asset. This dual nature makes hiring decisions critical to business success.

Our staff are probably our biggest expense for those of us that have a team behind us and aren't single pollers... They are one of the biggest assets as well.

— Lee and Shane, Talking Pools Podcast

Understanding the true cost of an employee goes far beyond their hourly wage. Smart business owners calculate the complete picture: public holidays, sick days, annual leave, insurance, workers' compensation, vehicle costs, and training time. Only by understanding these comprehensive costs can you price your services appropriately and ensure profitability.

This holistic view of employee costs also reinforces why the "hire slow" philosophy is so important. Taking time to find the right person reduces turnover, minimizes training costs, and maximizes the return on your hiring investment.

Crafting Job Advertisements That Actually Work

In a competitive job market where qualified pool technicians are "few and far between," how do you attract quality candidates? The answer lies in understanding what motivates people and painting an authentic picture of the opportunity.

Rather than posting generic job descriptions, successful pool companies are getting creative with their recruitment messaging. Here's an example of how to hook potential candidates from the very first line:

Does being by a pool underneath a tropical palm tree with an ocean breeze sound like your idea of a job? Would you like a job that is physically active? Will challenge and engage you? Would you like to be part of a dynamic, supportive team that helps bring summer fun to our customers' lives?

— Sample job advertisement shared by Lee

This approach works because it:

• Immediately captures attention with an appealing visual
• Positions the work environment positively
• Focuses on the meaningful aspects of the job
• Emphasizes team culture and customer impact
• Sets realistic expectations about physical demands

The key is being honest while highlighting the genuine benefits of working in the pool industry. Yes, it's physically demanding work, but it's also outdoor work in beautiful settings with opportunities for problem-solving and customer interaction.

The Pool Industry: More Than Just a Job

One of the biggest challenges in recruiting is overcoming the perception that pool work is just a temporary gig. In reality, the pool industry offers diverse career paths and genuine opportunities for professional growth.

The industry encompasses retail, service, construction, equipment repair, sales representation, aquatic facilities management, and even education. In Australia, pool service technicians and builders are now recognized trades with their own classification numbers, opening doors to formal apprenticeships and industry awards.

Don't look at this industry or this trade as a stepping stone. It can be so much more. You could be fortunate like us, Shane, that they could own their own businesses at some point in time.

— Lee, Talking Pools Podcast

This perspective shift is crucial for both recruiting and retention. When you present pool work as a career with advancement opportunities rather than just a job, you attract more committed candidates who are likely to stay and grow with your business.

The Three-Month Test: Making Trial Periods Work

Even with careful hiring practices, not every new employee will work out. This is where the "fire fast" part of the equation becomes important. Shane's experience in New Zealand illustrates how trial periods can protect both employer and employee interests.

A three-month trial period provides enough time to evaluate:

• Technical skill development and learning ability
• Work ethic and reliability
• Customer interaction skills
• Team fit and cultural alignment
• Physical capability for the demands of the job

During this period, both parties can assess whether the relationship is working. If it's not, parting ways is straightforward and professional. After the trial period, making changes becomes more complicated, which reinforces the importance of thorough evaluation during those initial months.

Building Systems for Success

Successful hiring isn't just about finding good people—it's about creating systems that help them succeed. This includes:

Comprehensive Training Programs: New hires need structured learning that covers technical skills, customer service, safety protocols, and company procedures.

Clear Expectations: Job descriptions should accurately reflect both the rewards and challenges of pool service work, including physical demands and working conditions.

Ongoing Support: Even after initial training, new employees need mentoring and support as they encounter new situations and challenges.

Career Development Paths: Show employees how they can advance within your organization or the broader pool industry.

Fair Compensation: Ensure your pricing structure allows you to pay competitive wages while maintaining profitability.

The Long-Term Payoff

The "hire slow, fire fast" philosophy requires patience and discipline, but the payoff is substantial. Quality employees who are properly trained and supported become profit centers rather than cost centers. They build customer relationships, solve problems independently, and contribute to business growth.

Moreover, good employees often become ambassadors for your company, referring other quality candidates and contributing to a positive workplace culture that makes retention easier.

As the pool industry continues to professionalize and grow, businesses that invest in strategic hiring and employee development will have significant competitive advantages. They'll have more stable operations, better customer service, and stronger financial performance.

The message is clear: in an industry where your team is your most valuable asset, taking time to hire the right people and creating systems for their success isn't just good business—it's essential for long-term survival and growth. Whether you're adding your first employee or expanding an existing team, remember that the decisions you make in the quiet winter months will determine your success when the busy season arrives.

Episode Chapters

• 00:00 Introduction and Season Startup
• 05:30 Pool Maintenance Basics
• 12:15 Strategic Hiring Timing
• 18:45 Employee Costs and Pricing
• 25:20 Shane's First Employee Experience
• 32:10 Writing Effective Job Advertisements
• 40:30 Pool Industry Career Opportunities