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Plumbing, carpentry, welding, electrical work, painting, engineering and HVAC expertise are just some of the technical skills required to successfully maintain an attraction. Small-scale family entertainment centers (FECs) may not have the resources of larger parks and destinations that have separate teams, leaders, or entire departments devoted to these responsibilities. We work for local attractions where small teams oversee multiple areas of expertise. So how do we manage staff recruitment under these factors?
Finding and investing in the right candidate is the key to success. Seeking candidates who are proficient in every single trade skill is unrealistic.
While tradespersons who are experts in one area, such as the fields of hydraulics, HVAC, low voltage electronics, or mechanical engineering, may be readily available, they will find more robust opportunities in a trade union or staying field-specific. Asking a prospective candidate to wear hats other than the one they are proficient in is often a struggle.
So, what are we looking for? One of the more ideal candidates is a student or recent graduate of a trade program. Especially if the trade program is broad enough to cover multiple trade skills. Pros of this type of candidate include fresh ideas, a willingness to learn, and enthusiasm for starting a new career. Cons include more time investing in training and higher turnover rates. These candidates are typically younger, new to the workforce, and follow more of a ground-up training path. While they may have completed trade school, transitioning them to real-world practices and conditions can be challenging. Turnover at this stage can also be high if candidates are not properly vetted or if the nature of the role and the industry is not clearly communicated.
Another strong type of candidate is the pre-retirement professional. These are individuals who, due to union rules or the stage of their trade career, have retired but are still of working age. Pros of this candidate type include a deep well of knowledge, refined skills, and a willingness to share their expertise. Aside from site-specific tasks, onboarding and training can be relatively seamless. Cons are primarily centered on one factor: these are not long-term employees and will soon enter full retirement. In my experience, a team comprised of these two types—newer technicians and seasoned professionals—is most effective. The newer techs benefit greatly from working alongside professionals eager to pass on their experience.
Another important consideration when recruiting is the strengths of the existing team. Maybe team members already have experience in a particular trade. Look for new candidates with complementary skills to help balance the team. Once this team is built, identify opportunities for improvement—with strong third-party support. Find a trustworthy general contractor to work closely with and to help supply the expertise the team may lack.
It’s great to have a low-voltage technician, a controls specialist, or a plumbing expert, but be sure to balance that team and build it on one core foundation: an eagerness to work in this incredibly fun industry. Anyone who has the drive to deliver fun and safe experiences to our guests can be taught the other skills. Here’s to finding these ideal candidates who will keep our attractions running safely.
