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DUFRESNES
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bantar Community Regular

bantar

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I've never used zip, but heard that they post to many boards.... except Monster and Indeed.   This costs extra.  You might want to check into their current practices.

We've been using Indeed for recruiting.  It works and it's pricey.   I've spent just over $2K with them this year (on both techs and GS's).   We're not actively looking at the moment, but we hired 2 Techs in January and replaced 1 apprentice tech that couldn't tighten bolts or run them in straight and his replacement is an A+ student from school, but D- at work.   That big boy could hide behind a skinny pole when there's hard work to do.   About to replace him too.    Sigh.    At least, this time, we are chasing a private lead that might pan out. 

I've not tried Monster as an employer.  They were the OG #1, but Indeed took over that spot.     And never tried Craigslist. 

On pay, I've taken the approach that I'm paying above market rates.   As they say in the Management class, after 18? billed hours, the tech is free of charge.  Don't remember the exact number, but the point is that there is a low hurdle to covering their costs.  This was from a discussion on 2 techs with 1 bay each vs 1 tech with 2 bays.

Personally, we write our ads to be attract people to want to work for us, rather than the typical I need, you must.   Our needs are in there too, but we're fishing with the best bait possible without overselling.   I wish you Good Luck!

bantar Community Regular

bantar

Posted
Posted
6 hours ago, DUFRESNES said:

Bantar, Would you mind sending me your ad.  I would change it to match our situation.  Please send to my email [email protected].  I would greatly appreciate it.  We have been here 53 years, not a beautiful building, but a great place to work.

Sent.   I recommend reading the other postings on Indeed.   Go on as a job applicant searching for a job and see what others are posting in your area.  They are your competition for talent.   Good Luck!!

  • 2 weeks later...
bantar Community Regular

bantar

Posted
Posted

Usually, Indeed calls me shortly after making a job ad to see if they can help improve things, but this is random.   When they are on the phone, they are helpful.

Please post details of your experience with ZipRecruiter afterwards.  I've never spoken with anyone that used this service.   For instance, I heard that they had multiple tiers, and posting on Indeed was a higher paid tier.   Is it a flat fee or a pay-for-clicks model?   Good luck on the search!!!

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  • 3 weeks later...

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