When you decided to start your own home services company, I bet you were looking forward to being your own boss. What you might not have considered is how much of a pain it can be to be someone else’s boss.
I’m not talking about the HR paperwork and the scheduling and the payroll taxes—although none of that is particularly fun. I’m talking about how tricky it is to find the right people to begin with. The kind who’ll actually show up and do the work. Correctly. The first time. And stick around to do it again tomorrow.
If you’re having trouble finding those kinds of techs, you’re not alone. In fact, 8 in 10 contractors are having trouble finding skilled workers right now. Know what that means? It means the shop across town isn’t just competing against you for jobs; they’re competing against you for the best employees, too.
Here are 11 tips to help you win that game.
Yes, I know you want someone who’s good with a wrench. But what else?
The truth is, just because someone has plumbing or HVAC expertise doesn’t necessarily mean they’ll be a great tech for you. They also need to be good to your customers, get along with the rest of your crew, have some initiative, and, you know, shower on a regular basis.
So grab a piece of paper, and start writing a description of your ideal tech. Think about attitude, work ethic, personality, leadership skills, experience, and certifications.
Then, decide which of those characteristics are non-negotiable, and make that clear in your job description. And here’s a pro-tip: Don’t go crazy with the non-negotiables. You’re looking for the right person first, and the right tech second. Competency can be taught; character and chemistry can’t.
Don’t wait until you’re already having trouble meeting customer demand to start looking for new techs. Start hiring people before you actually need them.
I know that seems risky, but the hiring process always, always takes longer than you think it will, and you don’t want to be caught with your phones ringing off the hook and no way to meet your customers’ needs.
Plus, if you’re slammed, that means your competitors are, too, which means they’re also trying to find the best people. Don’t you want to beat them to the punch? And if you’re desperately searching for help, you’ll be tempted to shrug off red flags and end up with a dud tech—or worse.
Honestly, the best policy is to always be hiring. Never, ever pass on a good tech just because you “don’t need another one right now.”
So what if you’re already slammed? We’ll get there in #5.
Newspaper ads are expensive and don’t have the reach they once did. So, get creative and think about where else your ideal techs may be looking and with whom they may be talking:
Notice that list does not include your competitors’ employees. Although some shops try to “steal” techs from one another, we don’t recommend that approach. Not only is it arguably unprofessional, but it’s also likely to end badly. After all, if a tech’s willing to be wooed away from one shop, they’ll likely be snatched away from yours at some point.
Your potential technicians are human beings who are hoping to find a great place to work. So, without going overboard, sell yourself.
The truth is, candidates are interviewing you, just as much as you’re interviewing them. As you’re writing your job post, don’t just think about the type of tech you’re hoping to hire. Instead, think about the type of work environment your ideal tech is hoping to find.
If you’re not sure where to start, ask your current team what they love most about working for you. (See #9 for some specific ideas.) If you’re feeling especially snazzy, create a 45–60 second highlight video that gives people a sense of your work culture.
Now, you’re probably wondering: why on earth do Google reviews matter for job hiring?
Fair question.
Let me ask you this:
Would you rather work for a 5-star company, or a 3.2-star company?
I rest my case.
The job market for plumbing and HVAC techs right now is nuts. Basically, if someone’s even remotely employable and they want a job, they’re going to have multiple options. So make it easy for them to choose you.
One way to do that is to way, way simplify your application process. For example, there’s a clear negative correlation between the length of a job application and the likelihood of an applicant completing it. So make sure your application is:
The bottom line is, if your process is too lengthy or complex, you risk losing the best candidates before you even get their contact information.
It can be tricky to assess someone’s character and work ethic in an interview. I mean, if you ask someone if they’re a hard worker, what’re they gonna say, “Nah. I’m actually kind of lazy”? Of course not.
So try to get an accurate read on your applicant by asking them more creative questions than, “What’s your biggest fault?” Here are a few to get you started:
Make this your mantra: Hire slow, fire fast.
If your phone’s ringing off the hook and you need help now, you should nevertheless take your time and engage in some conversations. Do not
Ryan Redding