Scaling Great Teams in High-Demand Industries

Talent Wins

Julia Ferry is the Director of Talent Acquisition at Helios Service Partners, a industry leader in multisite mechanical services specializing in HVAC-R for top national brands. With over a decade of experience in recruiting, she has played a key role in evolving Helios' hiring processes, successfully managing the hiring of hundreds of technicians across 42 states. Before joining Helios, she led recruitment efforts at companies like Agility Recovery and Service Experts Heating & Air Conditioning, as well as at Savannah College of Art and Design. Julia holds an MBA from the University of Phoenix and has earned certifications in nonverbal communication and interviewing techniques. Her background reflects a strategic approach to building talent pipelines and optimizing recruitment processes.

In this episode…

When it comes to assembling remarkable teams, does the demand for top talent dictate the pace and rigor of your hiring process? Finding the right balance between speed and intentionality can be the difference between mediocrity and excellence. What if the hiring process could evolve to enable quick hires while identifying exceptional talents destined to drive success?

Having achieved an 80% hiring rate in a high-demand trade industry, Julia Ferry dives into Helios Service Partner’s intentional approach to recruitment. With 862 roles filled within a year and a high acceptance ratio of 697-to-862, Helios has raised the bar, demanding more from candidates and the recruiters who scout them. Central to this transformation is the drive to hire A-Players—individuals with the right attitude and work ethic. Julia explores the company's "Torque Method," a robust reference-checking process designed to promote candidate honesty. To navigate the challenging yet rewarding world of talent acquisition, Julia recommends agility: be genuine, trust your instincts, and embrace technology to keep pace in the race for talent.

In this episode of Talent Wins, Chris Mursau chats with Julia Ferry, Director of Talent Acquisition at Helios Service Partners, about transforming hiring processes and team building. Julia discusses the evolution of her team’s hiring processes, the necessity of rigor and speed in today's hiring landscape, the essential factor of 'street cred' for recruiters, and how to improve attitude and work ethic across the organization. Tune in for the behind-the-scenes of staffing a leading service provider.

Resources Mentioned in this episode

• Chris Mursau on LinkedIn
• Topgrading on LinkedIn
• Topgrading
• Julia Ferry on LinkedIn
• Helios Service Partners: Website | LinkedIn

Quotable Moments:

• "I trust you. I wouldn't have hired you if I didn't trust you. That's the ticket."
• "When you hire an A-player, you don't hear 'I can't' or 'I won't'; you hear solutions."
• "A-players will always find something more to do and give more back to the organization."
• "Get curious and constantly ask why. If something feels fishy about an answer, find out more."
• "Use the power of technology and reach people how they need to be reached; know your audience."

Action Steps:

1. Establish a two-tiered interview process that assesses candidates for core attributes and delves into technical expertise: This approach efficiently filters candidates who fit the company's culture before investing in detailed technical evaluations.
2. Implement the 'torque technique' to encourage transparency during interviews: The technique serves as a truth motivator, ensuring candidates' honesty and validating their suitability for the role throughout the process.
3. Trust your team's competence and empower them with responsibility: Trusting your hires promotes initiative and accountability, essential traits of A-players.
4. Have recruiters earn ‘street cred’ with hiring managers by making successful placements quickly: Early successes build credibility for recruiters, facilitating smoother workflow and rapid hiring down the line.
5. Adapt communication strategies to match different candidate demographics: Understanding and leveraging the preferred communication methods of various demographics ensures a wider and more effective candidate reach.