Service Technician Careers Part 3: How to Recruit Top Technicians to Your Service Organization

recruiting service technicians

Having skilled technicians in the field can make or break your service organization. How will you attract top talent?

Welcome back to our Service Technician Careers series where we’ve been exploring today’s demand for service technicians and how companies can invest in the next generation of workers to help train and prepare new service technicians.

In this part of the series, we dive into the ways companies can identify and attract the right candidates to fill the growing number of technician vacancies. We explore answers to the ever present question in field service: how can I attract and retain skilled workers?

Strategies for Targeting Young Workers

Though the demand for service technicians is growing and many organizations are struggling to fill their field workforce, you don’t have to take it lying down. There are things you can do to fight back and attract quality workers. Start by meeting young workers at their level.

    1. Market your company and hype up your industry

    While it might seem unrelated, your marketing efforts and company brand matter a lot to potential employees. Marketing online and with relevant industry resources not only gets your name in front of potential employees, but also helps you create a consistent brand, which candidates want to be a part of. For example, if you consistently market yourself as a cutting edge service company that uses the latest technology and strategies, you’ll draw more motivated workers who want to work for a leading company.

    2. Make it easy to navigate your website and find career information

    One of the biggest mistakes companies make—hiding career information on a difficult to navigate website—is also one of the easiest to fix. Make your job ads prominent on the front page of your website and be sure the company homepage is simple and easy to navigate so if someone’s on your site looking for a job, they’ll find what they’re looking for without much effort.

    3. Incorporate social efforts into your recruitment strategy

    Not only will building a social presence help you connect and build relationships with a younger audience, but you’ll also be able to create a consistent brand across channels that communicates what kind of company you are and what it might be like to work there. You can also have current employees share job openings with family and friends so you have personal, direct messages vouching for your company.

    4. Go Mobile

    More and more people are using their smart phones and mobile devices to do everything, and young technical workers are no exception. If you want to meet new candidates at their level, make sure your job ads are optimized and available through mobile.

Effective Recruiting and Hiring Takes Work…But It’s Worth It

With companies competing for top talent, you need to find a way to rise above the rest and appeal to the best candidates. Now that you know some high-level strategies for reaching a young technician audience, let’s map out a specific plan to attract, hire, and retain skilled trade workers.

Step-by-Step System for Hiring the Best Candidates

[list_well][well_item] Determine your hiring budget: Figure out how much you have to pursue various recruitment tactics and stick to the budget. [/well_item] [well_item]Set a timeline: Know when you want new employees to start and how aggressively you should be recruiting. [/well_item] [well_item]Outline the skills and traits you want in an employee: Know what you’re looking for when you start recruiting so you can target the right candidates. [/well_item] [well_item] Find strong candidates through area technical schools and prep programs: Try stopping by or presenting at area technical schools, which are breeding grounds for the next generation of field service workers. [/well_item] [well_item] Stand out in the interview: Because service technicians are so in demand, you need to impress them in the interview just as much as they need to impress you. Stand out by emphasizing something strong about your company like a fun atmosphere or top-of-the-line field service software. [/well_item] [well_item] Make a strong offer: Offer the best candidates a strong salary with plenty of benefits; in other words, make them an offer they can’t refuse. [/well_item][/list_well]

Slow the Problem by Investing in your Current Technicians

And on that note of making a strong offer for new technicians, don’t forget to invest in your current technicians. Give your top performing employees raises, offer incentive programs that reward meeting certain goals, and let them know you appreciate their work. We all know it’s easier (and cheaper) to retain current workers than to hire and train new employees, so ask yourself if your technicians are happy and if the answer’s “no,” or even “maybe,” figure out how to change it to “yes.”

Conclusion: Don’t Settle for a Shrinking Service Department.

With the demand for service technicians so high, it’s unrealistic to expect quality workers to just show up on your door step. The reality is, taking steps like making your website easier to navigate and documenting where you’re top candidates are coming from, are the only ways to make sure your service department isn’t left with a technician deficit and unable to handle the demands of the department. Make technician recruitment a priority so your service department can continue to function as a profit center for your company.

Make sure to catch all of our Service Technician Careers series right here: Part 1, Part 2, Part 3, Part 4, Part 5, Part 6

Service Technician Careers: A Guide to Finding, Hiring, and Retaining Top Field Workers

A strong workforce is at the core of field service success. Use this comprehensive guide–with expert advice from Texas Caterpillar dealer and top applicant tracking company, BirdDog–to build a quality team for your organization.


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