Hire For Attitude, Train For Skill

By: Scot Johnson, Contributor 

In today’s tight labor market, small businesses face a constant challenge: finding reliable, skilled, and motivated employees. Whether you run a two-bay shop or a multi-location operation, staffing shortages can stall production, overwork your core team, and limit your ability to grow.

Many of us tend to exhaust the same talent pools—online job boards, local classifieds, and word of mouth. But what if the best hires aren’t looking there at all? For small business owners, “thinking outside the box” can open up entirely new streams of dependable workers.

I want to share three sources that have been beneficial across various industries —temporary staffing agencies, individuals in prisoner re-entry programs, and former college athletes—and how to integrate them successfully into your team.

1. Temporary Staffing Agencies: A Flexible Workforce Without Long-Term Risk

Small businesses often hesitate to use temp agencies because they think it’s “too expensive” or that temps won’t care about the job. While agency markups can be higher than a direct hire, the value they provide in flexibility, speed, and reduced HR overhead often offsets the cost—especially when you’re short-handed during a big project or seasonal spike.

Benefits for Small Businesses:

• Speed to Fill Positions: Agencies often have vetted candidates ready to start within days.

• Trial Period Before Commitment: If you find a great temp, you can hire them permanently after seeing their work ethic firsthand.

• Reduced HR Burden: Agencies handle background checks, payroll, and even workers’ comp insurance.

• Workforce Flexibility: You can scale labor up or down based on workload without long-term commitments.

Best Practices:

• Be Specific in Your Needs: Clearly define the role, required skills, and any industry-specific knowledge. Let them know up front if this is a temporary assignment or a temp-to-hire situation. This makes a huge difference in the quality of candidates they will recommend.

• Partner with Agencies That Understand Your Business: Not all agencies are equal—look for ones with experience placing workers in manufacturing, repair, or warehouse environments. Hosting regular meetings at your business will help the agency address your changing needs and expectations.

• Treat Temps Like Part of the Team: Even if someone is “just a temp,” including them in team meetings and showing appreciation increases engagement and performance.

Example: Over the years, I have used temp agencies to fill several positions. Not all have worked out, but the success rate is around 75%. This includes one employee who started as a temp in a warehouse and then ran a DPF cleaning department. They have a mechanical background and can assist with meaningful jobs in the repair shop.

2. Prisoner Re-Entry Programs: Providing A New Start

Across the country, re-entry programs help formerly incarcerated individuals transition back into the workforce. These candidates are often highly motivated to prove themselves, grateful for the opportunity, and can be trained into long-term, loyal employees.

Benefits for Small Businesses:

• High Motivation and Loyalty: Many re-entry candidates are eager for a fresh start and value steady work to support their families.

• Training Support: Nonprofits and state programs often provide job readiness training, soft skills development, and even wage subsidies.

• Community Impact: Hiring through re-entry programs helps reduce recidivism and strengthens your company’s reputation as a community-minded business.

Best Practices:

• Partner with Local Re-Entry Organizations: They will pre-screen candidates and match you with individuals who fit your business needs.

• Start with Entry-Level Roles and Grow: Provide a clear pathway for advancement as trust and skills develop.

• Establish Clear Expectations and Mentorship: Assign a mentor or experienced employee to help the new hire integrate into the team.

3. Former College Athletes: Hire For Attitude Not Talent

When you think about your best employees, chances are they share qualities like self-discipline, persistence, and the ability to work well under pressure. These traits are ingrained in college athletes, regardless of the sport or level of competition. While their playing days may be over, their competitive spirit and work ethic typically remain strong.

Benefits for Small Businesses:

• Built-In Work Ethic: Years of rigorous training, being held accountable, and balancing academics make them candidates who understand the importance of performing well and holding themselves accountable.

• Team-Oriented Mindset: They understand how to play their role in achieving a larger goal.

• Adaptability: Athletes are used to being challenged to improve and taking instruction in order to better themselves and the team.
   

Best Practices:

• Network With College Athletic Departments: Coaches and career services often know graduating athletes looking for career opportunities. This can apply to two-year junior colleges with work programs or major four-year universities.

• Offer Clear Career Paths: Athletes often respond well to structured goals and milestones.

No matter which talent source you explore, there are common principles that increase your chances of success:

1. Invest in Onboarding – Don’t just hand new hires a wrench and hope for the best. Take time to explain the company culture, safety procedures, and performance expectations.

2. Provide Training and Upskilling – Whether it’s radiator rebuilding, brazing techniques, or parts sourcing, give people the tools to grow.

3. Create a Supportive Work Environment – Encourage open communication, recognize good work, and address issues quickly.

4. Think Beyond Skills—Hire for Attitude – Skills can be taught, but motivation and character are harder to instill.
    

Final Thoughts

For small businesses, labor shortages aren’t going away anytime soon. But by expanding your definition of a “good candidate” and embracing non-traditional talent pipelines, you can find hardworking, loyal employees who might never see your job posting on Indeed or LinkedIn.

The key is to approach these hires with the same care and structure you’d give any valued team member—because with the right support, they can become the backbone of your operation.
 

This editorial originally appeared in the 2025 November/December Cooling Journal.