Finding the right person to work on your team can be a daunting task to say the least. Making the “fill the van” person into a superstar could get exhausting if, deep down, you know he or she is not the right fit for the job. So how do you attract the cream of the crop when advertising for a new tech? First, you need to answer this question: Would I want to be an electrician at my company the way I’m running it now?
Next, make sure you’re following the golden rule: Treat people like you want to be treated. This simple philosophy can pave the way for lasting relationships and make it more attractive for the right tech to find you. Find you? Shouldn’t it be the other way around? Not necessarily. Great technicians know where to look, and they will find you — if you make sure you’re in the places they are looking. If you are interested in employing top-notch people, then take a look at the following recommendations.
1. Be a professional company.
Have a legitimate, physical office. Incorporate the use of uniforms so you look the part. Also, make sure you follow all OSHA requirements for your business. Employees need to know they’re going to go home at the end of the day.
2. Offer the best in training and development.
Some electrical contractors are afraid that if they train their employees, then the first thing their employees will do is take their newly acquired skills elsewhere. On the flip side, if you don’t properly train your employees, they could make your life difficult by alienating customers, making expensive mistakes, tarnishing your professional reputation, etc. Combat these possible pitfalls by giving your techs weekly and monthly training opportunities to keep them in constant learning mode.
3. Create an environment conducive to personal and financial growth.
The best way to achieve this is to offer incentive plans and bonuses. In addition, encourage your techs to take vacations and pay them for the week or two they are gone. Make sure they know you value their time, and be sure to respect their personal time away from the job.
4. Offer the best pay in the industry, and charge your customers enough to pay for it.
Yes, it is important to pay your techs well for the jobs they perform. Don’t try to be the cheapest guy in the trade because it will backfire on you.
5. Provide sufficient work for your techs.
This factor is essential to keeping top-notch techs. The easiest way to lose them is to not keep work consistent. Keeping techs busy will also cut down on gossip and complaints and help build morale.
6. Have a clear career path laid out for each tech you plan to hire.
Let them know where they can expect to be one, two, and even five years down the road.
7. Make sure you are advertising where they are looking.
Recently, by using social media sites, I received eight applications in two days — each potential employee of which had more than five years of experience. Another idea is to place word at the supply house that you are looking for good, clean-cut techs.
8. Make sure to pay your supply house bill.
Many of your potential techs visit the supply house from where you are getting materials. If you don’t have a good relationship with the supplier, then it could leave a bad taste in their mouth when a potential employee asks about your company. Trust me, it happens.
These tips can help you find and keep the right employees. As a manager, this is one of your key job functions.
Talbot is a licensed, master electrician in Georgia, where he was born and raised. He has been in the industry for 17 years and is currently the operations manager for Mister Sparky Atlanta, where he manages a team of technicians. In his spare time, he plays with his kids, volunteers, and is flipping his fourth house. He can be reached at [email protected].
