3 Easy Tips for Recruiting Service Technicians
As we look ahead to the next decade, there is a lot of buzz about the potential shortage of food equipment technicians. According to the U.S. Department of Labor’s Bureau of Labor Statistics, the median age of technicians who work in commercial machinery and equipment repair is about 44 years old. As senior food equipment technicians start preparing for retirement or transitioning to less labor-intensive fields, many in the food service industry are wondering how to attract the next crop.
“We need new technicians,” said Richard Farrell Jr., CEO of Malachy Parts & Service. “That is industry wide. It’s going to be a very important thing to tackle in the next decade.”
Farrell and Tina Reese, Vice President of Commercial Appliance Parts & Service, have been actively recruiting the new wave of techs, and they’re starting to see results. Both offered some helpful tips for companies looking for new ways to recruit service technicians.
1. Partner with Local Trade & High Schools
During his presentation at August’s CFESA regional meeting, Farrell talked about the importance of reaching the next generation of prospects. He goes to local high schools on behalf of his company and talks to senior students about the benefits of becoming a technician.
But what do you tell young students searching for an alternative to college? Farrell stressed the importance of highlighting several benefits, including no student debt and the ability of finding work from state to state.
“There’s no debt” Farrell said. “Talking about no debt is huge for any individual out there looking. How much is college tuition? These guys are on a van right now their first year making $30,000 while they learn.
“We’re in New Jersey. But what happens when you meet someone, get married and want to move to Florida? All I have to do is make one phone call, and you have a position in Florida now. [Being a technician] is nationwide. It’s the biggest little industry ever known to man. We all know and talk with each other. I think that’s another big selling point of the industry.”
Reese shares a similar philosophy about reaching out to students. She believes there are a lot of perks that should attract those not interested in going to college.
“There are a lot of kids coming through that don’t really have a career path or won’t necessarily go to college to find it,” Reese said. “I think those kids have a great opportunity in this field. It pays very well, and there is usually a training program to help you learn while you’re working.”
She emphasized that going to career fairs or giving talks at technical colleges and schools is very beneficial. Her service company has participated in several local career days at high schools, military bases and vocational schools.
“We talk a lot about it being a viable career to support a family,” Reese said. “They need to be aware that there is an industry like this out there. It’s not advertised, so they just don’t know there is an existence out there for that.”
2. Create a Mentorship Program
Talking to different students about the perks of being a technician is one thing. However, having an internship or mentorship program helps create a direct pipeline of prospects into your business.
Both Reese and Farrell have tried this at their service companies. Reese advises getting involved with trade and vocational schools in your area, whether it’s sitting on their boards or creating direct programs.
“They want companies involved,” she said. “The quicker they can get those students going through their schools, the quicker they can get more people in. It helps with their success rate for getting people jobs, and you’ll actually get the cream of the crop from those schools when you bring them in for an apprenticeship.”
Commercial Appliance Parts & Service has an apprenticeship program to help onboard new prospects, whether they’re green, college-aged students or experienced HVAC techs looking to make a change. The program starts with training, which includes taking CFESA classes and different certification courses.
As training courses wrap up, the apprentice then starts doing some hands-on work. They ride along with a technician, assisting the tech with two-person jobs. They also might do some shop work and take manufacturing classes during this phase of the program.
If the technician they work under feels they’re capable of handling repairs and maintenance solo, they can graduate to their own van. According to Reese, the program can take roughly a year depending on the apprentice’s acumen.
Farrell has started a similar apprenticeship program at Malachy Parts & Service. So far, it’s paid off.
“I ended up hiring two young guys who are going to have their own van before the end of the year,” Farrell said. “We’re going to go back to the high school next year and do it again.”
3. Be Active on Social Media
Aside from standard advertising and job listings, showing off your service company can go a long way in terms of recruitment. Farrell has been a major proponent of this.
Known as Rich Malachy on social media, Farrell is constantly sharing tech tidbits and showcasing his company on YouTube, Facebook, Twitter and Instagram. He even has his own podcast called “The Care Factor,” where he talks with different people in the restaurant and food service industry.
“If you’re not on the media channels where the attention is, you’re not part of the conversation,” Farrell said. “You have zero chance of recruiting somebody, so why not just put yourself out there?”
Establishing a social media presence isn’t easy. However, Farrell recommended that service companies consistently engage on social media to stay relevant and part of the conversation.
“Start promoting your business as a whole,” he said. “Talk about the benefits that are there. Take it to the employees. Have them get on video and talk from the heart [about why] they love being there.
“You got to show the industry what your company is about. Show them your team. When you’re building something great, people want to be a part of those things.”