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Share your best Technician recruiting tip!

Joe Marconi
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bantar Community Regular

bantar

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16 hours ago, xrac said:

Hopefully you will not think this is unethical but desperate times require desperate measures.

As they say...   "All's fair in Love, War and Recruting!", so you're good.   Congratulations on creativity!

My ads are skewed to telling the prospect what we have to offer (many words).  Explain why they would enjoy working at your shop.  It doesn't take many words for the technician to understand the type of work that we are doing and the skills that we desire from the candidate.   You are looking to generate interest in a crowded field.    Most ads are written with exacting detail about what the shop owner wants from the candidate.    The goal is to have a wider net.  Part of this process is putting on your "Sunday Best" as well.  You can still weed out the misfits, but you have an opportunity to find a great fit with a crooked shell (that needs to be mended) and/or a perfect fit! 

We are not currently looking, but I do remember seeing both styles (formal and attractive) of job offers being posted... and very few of the latter.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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