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Rushing to hire a Technician make backfire!

Joe Marconi

By Joe Marconi
in Human Resources, Employees

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  • Joe Marconi changed the title to Rushing to hire a Technician make backfire!
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JimO

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Although this has not happened to me, be wary of the techs that seem good for the first 2-3 weeks then go sour. Quite often they are doing this on purpose to force you to fire them as a requirement to allow them to return to their normal life of sitting at home watching cartoons, playing video games and enjoying unemployment benefits. This happened to a friend with a trans shop near me. The new hire was great for two to three weeks then turned on a dime, late every day, extended break time, sloppy work area, poor workmanship. Naturally my friend had to fire him and later found out that this “behavior” was this guys way of beating the system. He would routinely live off unemployment benefits until they expired, get a job and work long enough to again become eligible for unemployment, then get discharged as opposed to quitting to once again secure eligibility for unemployment. On my way home from work I listen to talk radio. The topic last night was what the different states are paying people stay home and collect benefits. In my state, New Jersey, a person with a family can earn $109,000.00 a year in benefits without working! I heard this “news” while driving home after a 12 hour workday. Do we really need to wonder why we have a labor shortage? 

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Martin Apprentice

Martin

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I feel his pain. We are extremely busy and in need of 2  Tech's. 

However i learned this lesson a long time ago., dont take the first available person. he will cost you dearly. 

2 Technician Positions advertised 2 months ago and still not filled, lots of applications though but none that meets my criteria.

Same with service advisors, it took 3 months to fill the two open positions but in the end i found what i was looking for.

Hang in there, the right candidate will come along.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         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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