To be perfectly clear - our crew has been assembled for seasonal part time split shift temporary status. The main reason for this trend in employment style has always been that very few people like to work hard, even fewer want to get dirty and the smallest segment is awarded to those who enjoy working throughout all the hours the daylight allows. We have obviously evolved over the last 15 years with the consistency coming from a service demand always exceeding the available and qualified crew members and apt full time administration. Record seasons have accommodated up to 15 crew members and 3 administrators, all individually selected and orientated by Spike then delivered to the water for collaborative learning and development.
The patience and resolve to continue the highest level of service in any blend of skill, awareness and caring has driven many amazing people away from our team. It's often heartbreaking not knowing how to fertilize good intentions, taking new hires and cultivating into passionate and enthusiastic mariners blinded by the infinite horizons the recreational boating service industry and environment has to offer. WHY!
No question like those derived from an insatiable desire to scale this experience can fertilize good intentions.
Stage 1. Writing the ad - posting the ad - sharing the ad
Stage 2. Review replies - Do they mention "The Water",
a boating experience,
a desire to work outdoors,
a chance to enhance our brand with thorough representation
Stage 3. Review complete applications - Score completed applications - trash the rest
Stage 4. Beginning from the low score (5000 points) , high scores (8000 + points) We populate Monday and/or Tuesday with half hour interviews at beginning at 8am for three consecutive weeks.
Stage 5. Interviewees are judged immediately for promptness, personal grooming, holding eye contact, handshake strength and how well they receive Kugi
Stage 6. The questions we always ask : recorded in 360 video
What have you learned about Spike On The Water before today?
When was the last time you were on the water?
What is your specific availability to begin work with Spike On The Water ?
Do you have any questions about how we do what we do when we beautify boats?
Can you provide an example of your ability to exceed expectations ?
What was the last book you read?
What is the one thing that you absolutely refuse to do?
How do you feel about spiders?
Stage 7. Existing crew VR review and independently vote for new hires
Stage 8. Welcome to the water calls are made - if answered new hires are offered 2 training days at a training wage. - schedules alternate to observe various collaborations in action.
Stage 9. After 2 weeks of work successful candidates will receive a crew shirt and be asked to promote their new position via social media and awarded a journeyman crew wage.
Stage 10. Full integration to schedule - VR boat detailing lessons access - orientation of estimation and sales funnel procedures - Social Media Requirements and Responsibilities - Personal branding of job reporting forms.
Now that we have a qualified and confident candidate the goal shifts to development and maintenance. The tools we use include direct client response to reports , best report rewards monthly, weekly Q&A meetings to identify more successful strategies and 1 on 1 meetings by crew request.
Success in any experience, in my opinion, is reliant upon a 110% commitment to the values of the experience and/or organization.
Here are 21 of the books that have been integral to the development of our company culture. (Listed in no specific order of consumption) * Spike’s favourites for Re-Read
Thank you for reading.
If you are a new crew candidate - Nice Work finding this post!!
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