Single-family homes, apartments, condos and townhomes are on the rise everywhere you look. Nationwide, HVAC companies have an unprecedented opportunity to grow and expand with the housing market. Companies need a team of expert technicians who can diagnose HVAC problems and make the necessary repairs or replacements.
But where do these technicians come from, particularly during the current technician shortage? The answer is simple: You.
Rather than waiting for technicians to answer job postings, HVAC company owners need creative ways to recruit top candidates. The EverRest Group has suggestions for landing the top talent:
1.) Partner with local high schools and trade schools
Some of the best technicians come fresh out of high school vocational programs and trade schools. The graduates are eager, adaptable and ready to learn. HVAC companies that form relationships with these schools can watch students grow into the field as they learn advanced skills.
Reach out to the program leaders and offer your assistance:
- Make suggestions for the course curriculum
- Offer to be a guest speaker
- Hold fundraisers for the programs
- Offer to teach a course or part of a course
- Host internships, mentorships, apprenticeships, job shadowing, on-the-job training and company tours
HVAC company owners need to work slowly to cultivate the relationship for long-term success. Ultimately, the partnership is mutually beneficial to the school and the business.
2.) Simplify the application process
The quickest way to lose an applicant is through a long and complicated job application. And the most inefficient use of your time is scrolling through dozens of job applications for candidates who don’t even have the minimum skills.
Instead, use online screening questions to weed out candidates. Some to consider include:
- What is your educational background?
- Do you have the required licensure or certification?
- Why did you get into the trade?
- Why are you looking for a new job?
- How do you handle demanding customers?
- Do you prefer to work alone or with others?
If the answers align with your company’s goals, invite the job candidate to fill out an online application. Don’t forget to review the candidate’s driving records and references, among other details.
3.) Use referral bonuses
Referral bonuses provide great incentives for current employees to recommend qualified candidates. A good program gives employees ownership in the company and builds a sense of community. The programs also save time and money because you won’t be trudging through applications from questionable candidates.
As an alternative to cash bonuses, some companies offer different kinds of incentives:
- Paid days off
- Meal vouchers
- Tickets to a local theme park
- Charitable donations in the employee’s name
- Gift cards
4.) Make the job irresistible
The technician shortage means the best candidates prefer employers that can offer the best benefits. Of course, all employees want competitive pay, paid leave and affordable health insurance. But other perks can differentiate your company from a competitor when it comes to the hiring process. Consider implementing:
- Flexible work arrangements
- Performance bonuses
- Paid parental/sick leave
- Free snacks and coffee
In addition, in-house seminars and workshops are a great way to attract new talent and help technicians successfully carry out the EverRest method. The EverRest Group’s new Express Success program provides support to companies working towards 20% to 28% net profits. Through Express Success, HVAC companies partner with a Business Advisor who works as an extension of the company’s executive team. Express Success also provides personalized training programs, including in-house seminars and workshops, so technicians can become EverRest experts.
To learn more about Express Success, watch our informational videos here.
