HVAC Recruitment

[chevster01]

Whats the most effective way to hire an HVAC tech?

[Tech Rob]

chloroform and duct tape?

[Krzyd]

aim for jon boats and orange vests, ketamine is the preferred traquilizer

[maxster]

if you have exsisting techs offer $500 for anybody bringing in a lead tech $250 up front another $250 after 3 months.the only thing is tech are stupid when it comes to money and he will brag "i'm getting $500 for that new guy"and you know what the other techs will do....assassinate the poor sucker and he'll never see that other $250..seen it done in an OEM shop

[Krzyd]

Seriously, I think the supply house guys are generally the best source for recruits.

[Tech Rob]

If your shop is based in a remote area, you may have to offer some relocation assistance to lure the top techs away from civilization. I've never left a good job for a sign on bonus, and I've been offered thousands. When I had a good job, I have brought former co-workers and friends whom I trusted and had a good relationship with over to where I was working at. I think if you run a good business with good morale overall, then your employees will be your best recruiters and will actively scout talent for you once they know you're looking.

[Nuclrchiller]

If your shop is based in a remote area, you may have to offer some relocation assistance to lure the top techs away from civilization. I've never left a good job for a sign on bonus, and I've been offered thousands. When I had a good job, I have brought former co-workers and friends whom I trusted and had a good relationship with over to where I was working at. I think if you run a good business with good morale overall, then your employees will be your best recruiters and will actively scout talent for you once they know you're looking.

X2.

[ControlsInMT]

$$$$$

Pay them good wages once they have proven their skill and knowledge.

[timebuilder]

1) Hire a guy who is working now.

2) Pay him substantially more than he is making now

3) Show him a path of advancement in pay and responsibility in his future with the company.

[Tech Rob]

1) Hire a guy who is working now.

2) Pay him substantially more than he is making now

3) Show him a path of advancement in pay and responsibility in his future with the company.

Sometimes, all you need to do is #1 and #3. Many people will leave for a few bucks more an hour. If I were given the choice, I might consider taking equal to slightly lesser pay to move into a position that gets me closer to my long-term goals, and with real potential for advancement. I realize that if I ever expect to command the salary I desire, I have to perform like I'm already getting it. The bottom line is that what we want most of all is stability and a real future, not a sales pitch about "ground floor opportunities". For the sake of clarity, in case my employer is reading this; I am NOT looking.

[york56]

$$$$$$$$$$$$$$$$$$$$
If you pay them they will come.

[Lightning_Boy]

I would agree with supply houses, they can tell you who is busy, who returns compressor after compressor on same job, who is a pos who spends hours at the supply house bragging about how busy he is.
The problem with tech referrals is nepotism. There are already cliques in my company where 4-5 guys already knew each other and say screw everyone else. (not on my team btw)
Money is a big factor but not everything. Working conditions, how the company runs, perks (training, ipads,O/T, T/O, bonuses, tools etc) are more important to good techs than $$$, because good techs are already making good money.