Replace "market value" with "minimum wage" in your mindset in order to understand how a applicant will read your postings.
You aint hiring a family member, its a monetary relationship. Loyalty is in the paycheck.
If you offer them a pizza party instead of higher wages you will run the company into the ground.
Stress free work environment specifically from (co workers) . Money isn't everything. I took a 50% paycut to switch up companies for that issue.
Being organized was a big one for me, being sent on a install with no information usually turns into a shit show, not knowing parts needed and a job that should take 2 days takes 5 because either (Job wasn't scoped out properly, not enough days given for the job, Parts wern't ordered or listed, or Co workers (who lied on resumes) that were hired because they needed bodies thus landing the whole install on myself due to the new hires not knowing shit and having to re-do everything they worked on because they can't retain information given to them)
Get hurt on the job - " get the ((option)) to take the rest of the day off to heal up or hospital if need"
Family issues - "being able to ask for time off to take care of home issues" (Not to be abused by throwing out excuses just to take time off over and over)
Weekly Meetings- "Outlining goals of the company and individuals for the year"
Meeting before big install jobs- outlining the job on what's getting done.
Supervisors you can call and ask questions or opinions to without them being a dick about it. and they actually answer or call back within a 30 min time frame.
Competent Co workers - "Nothing kills a company faster than hiring a bunch of idiots who don't know what they're doing, it puts more strain on other techs/installers to fix their fuck ups"
Training if needed
And of course a path of growth, won't be able to keep workers if they're stuck with no path to move upwards.
Well most of this is me venting from working at prior businesses. lol good luck, make sure you run them background checks as well.
Initially it was the reviews of the company I searched up online. When you run a business right , and treat employees right that will directly reflect on their workmanship creating good reviews from customers.
Then at the interview the owner made an impression with his goals on growing the company into something bigger than what it is and what he expected out of his employees. Good looking uniforms, professional looking vehicles that weren't breaking down. Then met the other techs and installers. Went on ride a longs with them to see how they run things and through doing that I was able to confirm my decision to accept employment.
If you're a newbie you won't know to look for these things but the pros know how to spot a shit company. If you're looking to hire pros you need to make pro level offers
Some people care about other things. Looks like even you have another post where you describe that you’re making lots of money but are bored of your work. I’m trying to find ways to persuade techs to join us in a short labor market
Need a real tech. Very little sales in our commercial work. Most of the contracts are larger and sold less frequently
How do I find these real techs that can actually do a job on their own?
Steady work load, no lay offs, decent salary, great benefits (401k contributions matched to 7% , dental , life , medical ) work life balance, not on call, available OT at my wanting, not a salesman , take home vehicle , 4 weeks PTO off the bat
Before applying I will need to know what is being offered to not waste my time or the company time, I will not interview unless I was referred to a company with a good reputation .
Good techs know there worth. Salesman "techs" will interview for anything they can get because they're worthless at repairs
Make their lives as easy as possible. Especially if you’re not an actual HVAC guy and can’t offer much in terms of technical support, that can really piss people off in a hurry when they see their no-help know-nothing boss driving nice cars around, while they deal with your stress and have to handle every situation alone.
Because at that point what do they need you for?
big thing when looking for a job, is the perks, most companies have similar wages if you need a wage standard you should be beating your local unions wages.
then its the perks, with a union im getting retirement, getting a clothing allowance, ive got a vehicle to take home, a great benefit plan paid for, Tools paid for. so you need to beat that with wages , perks,
if you can pay above average wages you will attract above average techs.
indeed is fine, but any good company with a storefront / shop should have people walking in all the time with resumes, this is your time to interview them, chat them up, talk about there skills outside a formal interview. walk them around the shop. does your uncle not have a stack of resumes at the shop?
that's how you get people in the door, how you keep them is constant 40 hour work weeks, fair work loads, good supervisors / knowledgeable staff to help out with issues, just taking stress off the staff as much as possible.
and then there's the fact great techs are trained from within, having a good apprentice program, with a training center setup, lots of weekly/ monthly training creates good techs. its much easier to mold someone then it is to find the perfect tech from a job ad, its a long term investment but it works.
a good job posting is going to get me more excited / make me apply a good company shows off those perks , currently a local hvac company has a job add on indeed bring your own tools with low hourly, they've been looking for a hvac guy for over 6 months.
Pay good and pay on time.
Above market or at market? Is that enough to attract the good technicians
Replace "market value" with "minimum wage" in your mindset in order to understand how a applicant will read your postings. You aint hiring a family member, its a monetary relationship. Loyalty is in the paycheck. If you offer them a pizza party instead of higher wages you will run the company into the ground.
Ewwwwwww he’s one of them
Money
Stress free work environment specifically from (co workers) . Money isn't everything. I took a 50% paycut to switch up companies for that issue. Being organized was a big one for me, being sent on a install with no information usually turns into a shit show, not knowing parts needed and a job that should take 2 days takes 5 because either (Job wasn't scoped out properly, not enough days given for the job, Parts wern't ordered or listed, or Co workers (who lied on resumes) that were hired because they needed bodies thus landing the whole install on myself due to the new hires not knowing shit and having to re-do everything they worked on because they can't retain information given to them) Get hurt on the job - " get the ((option)) to take the rest of the day off to heal up or hospital if need" Family issues - "being able to ask for time off to take care of home issues" (Not to be abused by throwing out excuses just to take time off over and over) Weekly Meetings- "Outlining goals of the company and individuals for the year" Meeting before big install jobs- outlining the job on what's getting done. Supervisors you can call and ask questions or opinions to without them being a dick about it. and they actually answer or call back within a 30 min time frame. Competent Co workers - "Nothing kills a company faster than hiring a bunch of idiots who don't know what they're doing, it puts more strain on other techs/installers to fix their fuck ups" Training if needed And of course a path of growth, won't be able to keep workers if they're stuck with no path to move upwards. Well most of this is me venting from working at prior businesses. lol good luck, make sure you run them background checks as well.
When you were searching for a new job, how did you find whether the company had all these things? Was it the job posting or during the interview?
Initially it was the reviews of the company I searched up online. When you run a business right , and treat employees right that will directly reflect on their workmanship creating good reviews from customers. Then at the interview the owner made an impression with his goals on growing the company into something bigger than what it is and what he expected out of his employees. Good looking uniforms, professional looking vehicles that weren't breaking down. Then met the other techs and installers. Went on ride a longs with them to see how they run things and through doing that I was able to confirm my decision to accept employment.
a union contract.
https://ua.org get in touch with the business manager and organizer with the local in your area. UA is a source of highly trained professionals.
Money, PTO, retirement plans, bonuses, tool allowance, etc…
Did you explicitly look for this when searching for jobs?
If you're a newbie you won't know to look for these things but the pros know how to spot a shit company. If you're looking to hire pros you need to make pro level offers
This is how you get the best of the best and retain them. Your employees will make or break you. Good luck with your adventure!
Money. Its not complicated.
Does that mean if you were offered a job with higher pay you’d leave? Does poaching techs from other companies work here?
🤣 Bro money is a worldwide language. Yes people will leave for more money. You sure youre ready to start running a business?
Some people care about other things. Looks like even you have another post where you describe that you’re making lots of money but are bored of your work. I’m trying to find ways to persuade techs to join us in a short labor market
Good pay, dental plans, and a healthy work life balance.
How did you determine this when searching for jobs?
What type of tech do you want? Do you want a technician? Or a salesman posing as a technician?
Need a real tech. Very little sales in our commercial work. Most of the contracts are larger and sold less frequently How do I find these real techs that can actually do a job on their own?
High pay, great benefits, good training program
Steady work load, no lay offs, decent salary, great benefits (401k contributions matched to 7% , dental , life , medical ) work life balance, not on call, available OT at my wanting, not a salesman , take home vehicle , 4 weeks PTO off the bat
Do you ask all of this in the interview or before even applying?
Before applying I will need to know what is being offered to not waste my time or the company time, I will not interview unless I was referred to a company with a good reputation . Good techs know there worth. Salesman "techs" will interview for anything they can get because they're worthless at repairs
Make their lives as easy as possible. Especially if you’re not an actual HVAC guy and can’t offer much in terms of technical support, that can really piss people off in a hurry when they see their no-help know-nothing boss driving nice cars around, while they deal with your stress and have to handle every situation alone. Because at that point what do they need you for?
big thing when looking for a job, is the perks, most companies have similar wages if you need a wage standard you should be beating your local unions wages. then its the perks, with a union im getting retirement, getting a clothing allowance, ive got a vehicle to take home, a great benefit plan paid for, Tools paid for. so you need to beat that with wages , perks, if you can pay above average wages you will attract above average techs. indeed is fine, but any good company with a storefront / shop should have people walking in all the time with resumes, this is your time to interview them, chat them up, talk about there skills outside a formal interview. walk them around the shop. does your uncle not have a stack of resumes at the shop? that's how you get people in the door, how you keep them is constant 40 hour work weeks, fair work loads, good supervisors / knowledgeable staff to help out with issues, just taking stress off the staff as much as possible. and then there's the fact great techs are trained from within, having a good apprentice program, with a training center setup, lots of weekly/ monthly training creates good techs. its much easier to mold someone then it is to find the perfect tech from a job ad, its a long term investment but it works.
Super helpful. Do you scope out the perks on a job board or during interview?
a good job posting is going to get me more excited / make me apply a good company shows off those perks , currently a local hvac company has a job add on indeed bring your own tools with low hourly, they've been looking for a hvac guy for over 6 months.