The recruiters here at EcoWash had our busiest recruiting season to date! Here is a look at the numbers and what we did during our busy recruiting season.
Growth In Region Manager Headcount
This year, we expanded our management headcount. We have had two Region Managers for the past three years, and we expanded to three for this season. This was in response to our continued growth and will give us a chance to have Division Managers and labor staff have a similar relationship with their Region Manager, preventing Region Managers from being overburdened by headcount and spread too thin. Averages are expected to stay the same this busy season with ten Division Managers per Region Manager.
Our Recruiting Efforts
Over the past five years, our recruiting methods have changed dramatically. When we first started recruiting for our Division Manager Internship program, we got under 100 applicants in our first season. Growth was steady from there. This growth has come from methods like Handshake, LinkedIn, targeted emails, and internship fairs. Word of mouth has been a small, but growing aspect of our applicant flow.
Recruiting by the Numbers
At the time of publishing this blog, we had over 1,200 applicants, up from the prior year with 713 applicants. We sent over 30,000 targeted emails over a four-month period yeilding approximately 300 applicants, had over 200 applicants from the four internship fairs we attended, and the remainder were primarily from Handshake.
Hiring rates went down from 3.4% last year to 2.7% this year, and in our subjective opinion average hire quality has improved modestly and attrition rates should be lower than years prior. Even if hire quality is identical and attrition rates do not change, we are expecting a record-breaking season this summer.
Increased Training Efforts
The recruiting team took advantage of our free time this year and we have expanded our training program. We created an asynchronous marketing & sales training video series, expanded our video series on our services, and met with all of our incoming staff over the past few weeks to discuss pre-season preparation and hand off a book on sales to everyone. Our in-person meetings went extremely well and the staff were very responsive to our pre-season preparation ideas. We expect staff to be better prepared and more knowledgable this season, leading to improved customer service and project outcomes.
Expectations for the Year
This summer we are conservatively projecting sales of 1.2 million, with 1.5 million being a realistic high point. We are projecting an average revenue per division of $65,000, with the total sales record being broken. Our prior total sales record holder, Evan Fischer ($120,000) is back this season and will have some tough competition. A $140,000 division is not unrealistic for this upcoming season with a few divisions selling over $100,000. We are really looking forward to seeing what the Manager class of '25 can accomplish!
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