May 18, 2022
5 min read
Hiring techs is the #1 problem HVAC companies are facing in 2022. Combined with the increasing demand for HVAC work, you need a hiring strategy that will help you attract and retain good techs.
You should be hiring constantly - regardless of the season - to build a pipeline of fresh talent.
Avoid scrambling to fill roles when the busy season hits by following this how-to guide we put together with Desiree Grosman of Female Home Service Pros.
This gives potential candidates a home base to apply to your company right on your website. Here are a couple of great examples:
List every open position you have. And give people an opportunity to reach out to you with their resume even if you don’t have any open positions. A simple form is just fine.
Provide your candidates with an ‘insider’s look’ on what it’s like to work for you. Here’s how D&F does just that:
Since Indeed is so popular, have existing employees leave reviews there. This is an easy way to draw attention to your job listings.
People crave transparency. Including the salary range is a great way to catch the eye of potential candidates, especially since many companies don’t include a range.
This also helps you avoid wasting time interviewing someone who wouldn’t take the job if they knew the salary from the get-go.
Here are some of the easiest places to run ads for your company:
Facebook & Instagram
Second Chance Employment
Here’s an example of a high-performing job posting ad:
When you’re hiring out of desperation, it’s easy to let culture-fit fall to the wayside. Wait for the right candidate that will fit in with your culture and will want to work for you long term.
Remember that the best employees are more than just the skills they bring to the table. When you schedule and run interviews, do everything you can to make sure the candidate will 1) fit in with your culture, and 2) stay with your company long term.
Take a look at your best techs and identify some common traits. Those are the traits you need to look for.
If you know who you are trying to attract, it will be easier to reel in people with those traits before, during, and after the interview.
You have candidates lined up. Now you need to find out if those applicants are actually a good fit for your company. Here is the blueprint of a great interview and some red flags to look out for.
You’re better off hiring a candidate who is motivated and willing to learn than an expert who doesn’t have the best attitude or isn’t a fit with your team’s culture. You should be able to get a good gauge of this during the interview.
Determine what your absolute must-have criteria is for the position but if there is room for training or development, leave those ‘requirements’ off the list and incorporate them into your training.
Remember, good people can be trained.
Walk in prepared with a few key open ended questions. Ideally this is a blend of behavioral and situational questions that apply to the position that you are hiring for.
A solid mix of these questions will show you more of who they are and give you a good idea of how they will be as a member of your team.
Remember, the candidate is evaluating you
In this hot job market, your candidates are evaluating you as much as you are them. Be on time, prepared, professional and ready to make a good impression.
If the candidate is consistently disparaging or placing blame on old bosses or employees, it could be a red flag that they are not willing to take responsibility for their own actions.
This typically occurs when you ask about their previous or current job.
If the candidate cannot answer simple questions about the job description, your company, or the position you’re hiring for, they could be wasting your time collecting job offers to use as leverage. Or if hired, might lack the passion needed to do good work.
Ask open-ended questions like:
“What do you know about our company?”
“What excites you the most about this position?”
“Are you aware of how we give back to the community?
Employee referrals tend to produce some of the best employees. These employees are typically quicker to onboard, work harder, and stay with your company longer.
#1 - Who do you need to hire?
Have a clear idea of who you are looking for and make it clear to your employees. This will get you some of the best candidates for your needs.
#2 - What is the process?
Whether it’s just having your employees write their referral’s name and phone number on a piece of paper, or having a dedicated referral form on your website, make sure to have a clear way for your employees to be able to refer others. Have a tracking system in place so your employees receive credit for their referrals.
#3 - What will the incentive be?
The incentive doesn’t need to be cash so get creative! Here are a few examples of non-cash incentives:
Extra PTO days or paying for a mini-vacation
Upgraded work vehicle
House cleaning service
Don’t assume what your employees want; ask them what their preferred incentives would look like and go from there!
#4 - When will the incentive be delivered?
Consider offering a small, immediate incentive when an employee refers a qualified candidate. A small up-front thank you is a great way to get employees to continue referring candidates.
Pay out a portion of the incentive when the candidate gets hired, and the remainder when they work through a specified probation period (e.g., 6 months).
#5 - Follow-up
Don’t wait until your employee reminds you that they referred someone. Be proactive about reaching out to referrals, and give out the incentives right away.
Hiring the right people is critical to your company's culture, employee morale, and customer satisfaction. Finding the right team involves knowing what to look for, where to find them, and how to consistently identify top techs.
Koalafi offers Lease-To-Own and Lending solutions. Loans issued by The Bank of Missouri, serviced by Koalafi