How to Find the Most Amazing Staff for Your HVAC Company?
By Bill Westrom | August 12, 2019 | Web TrafficWhile it’s true that the quality of your products and services do matter, majority of the success of your business can be owed to the quality of employees you have. It is important that you take the time to really filter out who are worthy to be part of your business and who needs to go. How do you acquire great talent?
In the hvac software industry, hiring the right people is paramount. You can’t dispatch unskilled and unprofessional people in the field because their work will reflect poorly on you. Customers will not criticize them for their work but will criticize your company as a whole. Do you think they will recommend you to family and friends after they have experienced crappy service? We highly doubt that. Remember that it takes years of hard work and dedication to build a reputation but it only takes one mistake to destroy it.
Spend Money to Find the Right People
First of all, you need to shell out cash in order to attract the right people to your business. Sure, you can take advantage of employment advertising services and resumes will start pouring in but there is no assurance that these people are the right fit for you. If you want to find the cream of the crop you need to use paid services like LinkedIn, Indeed and Monster. This is an investment that you need to make because if you think about it, you will be reaping all the benefits in the end.
Call Them to Pre-Screen Them
Before you conduct an interview, we suggest that you pre-screen candidates by calling them on the phone before you actually meet them. The verbal exchange via phone will help you know who will advance to the next stage of the interview process. When you talk to the candidates ask them to state their strengths and weaknesses and ask them to explain and support their answers. You can also ask them about their abilities and skills. Their answers will give you a better understanding about their work ethics, their skills and their abilities as employees.
Ask for References
Another excellent way to gauge the skills of a candidate and their performance at work is by reaching out to their references and their former employers. Assuming they answer your questions during the interview, you know for a fact that they would be selling themselves to get hired so all you’ll hear are how great they are or how professional they are or that they work with minimal to no supervision at all. Of course, there is no way you would know if they are telling the truth or not but when you ask their previous bosses you can validate if what they are saying are true. The feedback from their previous employers can give you a clear understanding of who they are and what they are capable of. This is why all applicants are requested to include a section in their resume intended for references.
Start with a Trial Period
Assuming you’ve gathered a number of new employees, don’t get excited right away and make promises because you might have to take them back later when you realize that the employees you hired do not measure up to your expectations. Yes, first impression lasts but the moment you start working with them the more you’ll see their true colors. We recommend that you consider the training period as a trial period and make sure they know about this. The trial period can run between one month and three months. During this time, you will be training them what to do and supervising them along the way. This is also a good time for you to evaluate if they can work well with your existing team. The trial period is not an assurance that they will be hired; it’s more of a probationary period wherein they will be evaluated to see if they can complete the job. If they can’t commit to the job and if their performance does not satisfy you, you can let them go.
Establish the Skills You Want for Your HVAC Technicians
Hire technicians who are not only teachable but those who really know about HVAC systems or even an hvac software, HVAC installation methods and controls. They should be familiar with the very basic fundamentals of HVAC systems, how to install gas piping, how to arrange duct systems and the like. The more knowledge your HVAC technician has the better he will be at his job and it will also be easier for him to understand and grasp new skills.
Aside from technical knowledge, hire HVAC technicians who have excellent communication skills. You want to hire employees who are able to explain well whether it’s a new product or service or explaining to a customer about his or her HVAC problem and how it can be repaired. They should be able to answer questions that bring clarity to customers.
Recruiting HVAC technicians for your company is not a walk in the park. It’s not just about putting up ads and hiring people just because they complied all the requirements. Remember that they are the face of your company; they represent you, which means they cannot mess up. The hiring process is tedious and meticulous but in the end it will all be worth it. So, don’t rush things. Follow these steps so you can be certain that the people you hire for your HVAC Company are the best people fit for the job.
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