BookedWork Pro
Hire for the work. Interview for evidence.
A vague “experienced painter wanted” posting can attract applicants with very different expectations. Say whether the role involves occupied interiors, exteriors, cabinets or another specialty. Describe the actual schedule, territory, supervision, pay basis and equipment provided.
Ask everyone the same core questions.
Use preparation, protection, safe-work judgment, communication and workmanship as consistent criteria. Ask for concrete examples. “What did you do when the substrate condition differed from the scope?” tells you more than a request to rate their own skill.
Plan any practical assessment carefully.
Use a supervised task relevant to the job, with training and protective equipment appropriate to the work. If the assessment involves productive work, address pay and employment requirements before it begins. Do not use an unpaid trial as a shortcut to free labor.
Make the first day a real handoff.
Give the painter a named supervisor, approved scope, product instructions and a clear way to stop and escalate uncertainty. Do not make a new hire responsible for unfamiliar hazards simply because the schedule is busy.
Source notes
The worksheets and questions are original BWP resources. Review the EEOC's small-business employer guidance for employment context and the Department of Labor Wage and Hour Division for pay and hours-worked guidance. Requirements depend on the role and jurisdiction.
Pair the kit with your painting project handoff process.