How to Attract and Hire Great Technicians
For far too many small businesses, the turnover rate in the field-service industry is exceptionally high. Part of the reason that turnover is so high lies in the fact that companies are simply not hiring the right candidates. From discovering what questions you need to ask to learning how to spot the ideal technician, the following post will help you hire smart in 2016 and the years to come!
How Much Do Techs Make and Other Questions to Ask Before You Create a Job Listing
Before you can even think about posting a listing for a new HVAC, plumber, electrician, or general service technician, you need to consider a few questions. First and foremost, you need to determine if your company has the money needed to hire a new employee. By asking yourself, “Can I afford to hire another tech?,” you can begin to think more clearly about your current and future business objectives. Will a new tech fit in with your future business goals? If so, what type of tech do you need to hire to help you meet these goals. Should it be someone with more experience or an agent that you are going to train on the job? These types of questions should then be applied to the following factors to creating an advertisement that will attract a great technician.
How To Attract Great Technicians in Three Easy Steps
Step 1. Figure Out Who You’re Looking For
The previous questions have helped you to determine what position you need to fill, which means it is now time to determine what type of candidate you want to hire. To find the type of HVAC, electrician, plumber, or other field service technician you need to hire, you need to think about exactly what the job entails on a day-to-day basis.
Step 2. Turn Your Most Valued Technicians Into Recruiters
The best technicians often come from internal referrals. Before you create a classified ad, ask your most valued technicians if they know of any qualified technicians who are currently looking for these types of jobs. If your employees don’t have any new hire suggestions, then make sure that your employees are at least involved in the interview process; after all, your field service technicians will know the personality as well as skill set that is needed.
Step 3. Test for Excellent Agent Training and Interpersonal Skills
Reviewing a candidate’s job experience is the first step to understanding if he or she has the skills needed to successfully meet all of the job requirements. However, testing candidates is a great way to make sure that they have had the proper training. Present your candidates with potential problem scenarios. For example, “How should you handle a disgruntled customer?,” or “What should you look for if the customer is complaining that the heat in the home isn’t matching the set temperature?” The former question tests the candidate’s interpersonal skills, while the latter question tests their technical skill set. From figuring out exactly who you are looking for, to thoroughly testing each candidate’s technical and interpersonal skills before making a decision, these three steps are designed to help you streamline your hiring process by helping your business attract the top candidates.
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