The Heating, Ventilation, and Air Conditioning (HVAC) industry is experiencing unprecedented growth, offering a plethora of opportunities for job seekers. HVAC technicians are the unsung heroes of modern society, ensuring that our indoor environments are comfortable and safe. If you’re considering a career in this booming field, this comprehensive guide will walk you through everything you need to know about how to become an HVAC technician.

What Does an HVAC Technician Do?

An HVAC technician is responsible for installing, maintaining, and repairing HVAC systems in various settings such as homes, offices, and industrial buildings. The work environment can vary from indoor to outdoor locations, and the tasks may include troubleshooting mechanical issues, performing regular maintenance, and ensuring that systems meet environmental standards.

How Long Does It Take to Become an HVAC Technician?

The journey to becoming an HVAC technician can take anywhere from 6 months to 2 years, depending on the training program and certifications you pursue. This timeline includes vocational training, apprenticeships, and the time it takes to obtain necessary certifications.

Requirements for Becoming an HVAC Technician

To enter this field, you generally need a high school diploma or GED. Post-secondary education in the form of a vocational training program is often recommended. Certifications such as the EPA Section 608 Certification for handling refrigerants are mandatory in most states. Additional licenses may be required depending on your location, making it crucial to understand the specific requirements for HVAC technicians in your area.

Step-by-Step Guide: How to Become an HVAC Technician

The journey to becoming an HVAC technician is a structured path that leads to a rewarding career in a field that’s essential to modern living. From the initial training to the continuous advancement of your skills, each step is crucial in building a successful career in the HVAC industry. Here’s how you can transform your interest in HVAC systems into a professional journey, ensuring that you are well-equipped to meet the demands of this ever-evolving trade.

1. Complete Vocational Training

Embarking on a career as an HVAC technician begins with comprehensive vocational training. This foundational step is where you’ll learn the principles of HVAC systems, including installation, maintenance, and repair.

Vocational programs, which can be found at community colleges, technical schools, or through online platforms, typically range from 6 months to 2 years. The curriculum is designed to provide a blend of classroom instruction on theory and hands-on experience. This training is crucial as it lays the groundwork for everything you will encounter in the field.

2. Gain Practical Experience

After acquiring theoretical knowledge, the next step is to translate what you’ve learned into practice. Securing an apprenticeship or an internship is invaluable for gaining on-the-job experience. These opportunities allow you to work alongside seasoned professionals, giving you insight into the day-to-day responsibilities of HVAC technicians. Apprenticeships can last anywhere from 3 to 5 years, but they are instrumental in building competence and confidence in your skills. 

3. Obtain Certifications

Certifications serve as a benchmark for the skills and knowledge that you possess. The EPA Section 608 Certification is a fundamental requirement for any technician who will be handling refrigerants. This certification is not just a formality; it’s a legal requirement for working with these substances. Beyond the basics, pursuing advanced certifications, such as those offered by North American Technician Excellence (NATE), can elevate your professional profile. NATE certifications are recognized industry-wide and demonstrate your ability to work at a higher standard of excellence.

4. Apply for Jobs

With training and certifications in hand, you’re ready to enter the job market. Crafting a compelling resume that highlights your education, experience, and certifications is key. Your resume should reflect not only your technical skills but also soft skills like problem-solving, communication, and customer service. Apply for entry-level positions to kickstart your career, and don’t underestimate the power of networking. Often, jobs are found through connections made during training and apprenticeships.

5. Continuous Learning

The HVAC field is constantly evolving with new technologies and regulations. To remain relevant and competitive, continuous learning is essential. This could mean taking additional courses, attending workshops, or obtaining further certifications. Staying abreast of the latest trends and technological advancements ensures that your skills remain in demand and opens the door to career advancement opportunities.

The Financial Aspect of HVAC Training

Investing in HVAC training can be financially rewarding. According to the U.S. Bureau of Labor Statistics, the median pay for HVAC technicians was $50,590 per year as of May 2020. The field is expected to grow 4% from 2019 to 2029, about as fast as the average for all occupations. This growth is driven by commercial and residential building construction and the increasing number of sophisticated climate-control systems.

HVAC Training Programs: How to Get Into HVAC

There are various training programs and certifications available to aspiring HVAC technicians. Community colleges, trade schools, and online platforms offer courses that can help you get started. When choosing a program, consider factors like course duration, curriculum, and accreditation. For those looking for job opportunities, check out our open jobs.

Kickstart Your HVAC Career with Work With Your Handz

Becoming an HVAC technician is a promising career path with significant growth potential. With various educational paths and training programs available, it’s a field that welcomes individuals with different educational backgrounds. The industry not only offers job stability but also provides opportunities for career advancement, making it a rewarding choice for those interested in technical trades.

If you’re serious about pursuing a career in the HVAC industry, Work With Your Handz is here to help. We offer personalized career advice and job placement services to help you find the right opportunities. Don’t hesitate to contact us for more information.

Recruiting employees in rural areas presents unique challenges, especially for employers seeking skilled trades professionals. This article will provide actionable recruitment strategies for rural areas to help you find the right talent for your business. We’ll delve into the challenges you may face and offer nine effective strategies to overcome them.

Challenges of Recruiting Employees in Rural Areas

Recruiting in rural settings often involves overcoming obstacles like limited talent pools, less exposure to job listings, and logistical issues. These challenges can make the recruitment process more complex and time-consuming compared to recruiting in urban areas.

Recruiting for Skilled Trades Jobs in Rural Areas

When it comes to skilled trades jobs, especially for recruiting HVAC technicians, these challenges can be even more pronounced. 

Challenges in rural recruitment are particularly acute for employers in skilled trades due to the specialized skills required and the limited local educational infrastructure to train such talent. Additionally, the high demand for these roles in rural areas often leads to stiff competition among employers, making effective recruitment strategies crucial.

Read on to learn how to utilize the following recruitment strategies:

• Understanding the Local Demographics
• Leveraging Local Resources
• Creating Appealing Job Listings
• Resonating with Candidates through your Brand
• Offering Training and Professional Development Opportunities
• Utilizing Technology
• Offering Relocation Assistance
• Partnering with Government Programs
• Working with a Staffing Agency

1. Understanding the Local Demographics

Understanding the local culture, values, and demographics is crucial. This knowledge allows you to tailor your recruitment strategies to resonate with potential candidates effectively. 

For instance, if the community values sustainability, highlighting your company’s green initiatives can make you more appealing to local job seekers.

If the local culture highly values community engagement and local support, showcasing your company’s contributions to local charities or participation in community events not only demonstrates that your company is invested in the well-being of the community, but also builds trust and rapport with potential candidates who share these values.

2. Leveraging Local Resources

Local resources can be invaluable in your recruitment efforts. Some examples include:

Local Job Boards

Local job boards often attract community members looking for opportunities close to home. These platforms are usually trusted by the community and can give your job listings a credibility boost.

Community Networks

Community events and local organizations can be excellent platforms for networking and spreading the word about job openings. Participating in these events not only increases your visibility but also allows you to engage with potential candidates directly.

Local Educational Institutions

Don’t overlook local colleges, universities, and trade schools as potential talent pools. These institutions often have career services that can connect you with students and alumni who possess the skills you’re looking for.

3. Creating Appealing Job Listings

Craft clear, compelling job descriptions that outline competitive compensation and benefits to make your listings stand out. Use language that speaks to the local community’s values and needs, making it easier for potential candidates to see themselves in the role.

Consider adding elements that showcase your company’s culture and values. For example, you could include testimonials from current employees or highlight recent company achievements that align with the community’s interests. Visual elements like photos or videos of your workspace, team, or community involvement can also make your listing more engaging.

4. Resonating with Candidates Through Your Brand

Showcase your company culture and values to attract candidates who would be proud to be part of your organization. Use testimonials, case studies, or stories that demonstrate your company’s positive impact on the community.

If your company has received any awards or recognitions, especially those that are aligned with the values of the rural community, make sure to feature them prominently in your recruitment materials. These accolades serve as third-party endorsements that can significantly elevate your brand’s appeal to prospective employees.

5. Offering Training and Professional Development Opportunities

Offering on-the-job training can broaden your candidate search and serve as an enticing benefit for potential employees. This approach not only attracts candidates who are eager to grow, but also allows you to shape their skills to meet your specific needs.

Providing professional development opportunities, such as workshops or access to online courses, can also be a significant draw. It signals to candidates that your company is invested in their long-term growth and career advancement, making you a more attractive employer in a competitive market.

6. Utilizing Technology

Leverage digital platforms like local social media pages to promote job openings effectively. These platforms allow you to target your advertisements to specific demographics, making your recruitment efforts more focused and efficient.

You can leverage social media to give potential candidates a behind-the-scenes look at your company. Share posts that highlight team-building activities, community service projects, or even day-in-the-life snapshots of what it’s like to work for your organization. This not only humanizes your brand but also allows candidates to visualize themselves as part of your team.

7. Offering Relocation Assistance

Relocation packages can attract talent from outside the rural area, and providing community integration support can be an added bonus. This not only widens your talent pool but also helps new employees settle in, increasing the likelihood of long-term retention.

8. Partnering with Government Programs

Government programs aimed at promoting employment in rural areas can be beneficial resources for employers. These programs often offer financial incentives or resources that can make your recruitment efforts more effective and less costly.

9. Working with a Staffing Agency

Partnering with a staffing agency can be particularly beneficial in rural areas where the talent pool may be limited. These agencies often have a broader reach and can tap into networks you may not have access to, providing a more diverse range of candidates who could be the perfect fit for your skilled trades positions.

Staffing agencies, like Work With Your Handz, specialize in connecting employers with suitable candidates, making the recruitment process more efficient. They have the expertise and networks to find candidates who not only have the skills you need but also fit well with your company culture.

Get Recruiting in Rural Areas Today

Ready to take the next step? Contact Work With Your Handz for more information on working with an experienced staffing agency. With the right strategies and resources, recruiting in rural areas doesn’t have to be a daunting task.

Hiring for skilled trades positions can be a volatile process. During one hiring cycle, it may take dozens of applicants before you find a rockstar trade worker. It could even take several months or more to find a viable applicant for several months. And of course, there’s always the chance that good hires will leave your company for new opportunities, making you need to start all over again.

All that time, expenses, and other resources can take their toll on you, your team, and your bottom line. Just last year, the Society for Human Resource Management (SHRM) reported that employers spend $4700 per new hire on average.

Knowing how to speed up the hiring process will save you time and money. Let’s dive into six proven strategies you can use to expedite your recruitment efforts.

Why Is Speeding Up the Hiring Process Important?

Last year, the skilled trades industry experienced a 49% drop in Gen Z applicants — contributing to the already-existing shortage in applicants for skilled trades jobs. So, when highly qualified applicants do come around, it’s critical to make the hiring process as fast and efficient as possible. As the saying goes, you’ll want to “strike while the iron’s hot” before your competitor scoops up that applicant instead.

Doing everything you can to expedite the hiring process will improve the chances that short-listed candidates will sign with your company, giving them a more robust candidate experience with your business from the start. 

The benefits go both ways, too. The sooner you fill that vacancy, the more your company will:

• Alleviate the heavier workload from your existing team.

• Operate like a well-oiled machine and be better positioned to take on additional contracts.

• Alleviate the experience of a lengthy, resource-heavy hiring process (saving you time, money, and more).

How to Speed Up the Hiring Process

Trades industries are facing a labor shortage in the U.S. The growing skilled trades labor shortage means you’re hiring in a candidate-centered job market. These six proven strategies will show you how to speed up the hiring process and secure the best talent.

1. Defining a Clear Job Description

Besides your company’s reputation and online reviews, the job description you advertise will be the job applicants’ first glimpse into the role and your company culture. Creating a clear job description chock-full of the essentials will allow applicants to easily visualize whether the position (and your company) are right for them.

What do we mean by including the “essentials” in your trade job description?

• State minimum and nice-to-have candidate qualifications, certifications, education, experience, and more.
• List all relevant responsibilities for the role.
• Include the salary range and other benefits and perks.
• Offer a clear picture of your company culture – details enticing the candidate to work for you.

2. Streamlining the Application Process

Anything you can do to automate and streamline the application process is better for your company and the applicants. The simplest and most affordable way is to hire a world-class team of recruiting experts to handle every stage of the application process.

Almost 92% of all job applicants won’t complete the process because of the length and complexity of the application. When streamlining the process, consider which steps are necessary. In short, determine what you must leave in place and what can go.

3. Leveraging Technology and Social Media

Today’s Gen Z applicants won’t likely walk through your doors and inquire about open positions. They enjoy the convenience of job searching at their fingertips. Almost 56% of Millenials and  62% of Gen Z job applicants use social media for job hunting.

Take full advantage of every free and low-cost opportunity possible, such as:

• Ensuring your website is up-to-date with current contact info, job openings, a job applicant portal, social media links, and more. 

• Creating a social media presence across multiple platforms and syncing them to ease management

• Generating a culture-fit video that interviews current employees and gives job applicants a glimpse of what it’s like to work at your company.

4. Implementing a Structured Interview Process

Recruiting skilled trades workers involves one or more remote or face-to-face interviews. Those interviews don’t have to be time-consuming for you or the job applicants.

Using a structured interview process has its advantages. First, by using the same set of interview questions with every job applicant, you’ll reduce the likelihood of interviewing bias or errors. This is especially effective when multiple candidates apply to the same role — allowing you to compare and contrast their responses and sift out the top candidate from the pool.

5. Utilizing Practical Skills Assessments

Let’s face it — a resume can only tell you so much about a job applicant. Instead, top candidates can show off their skills during a practical skills assessment test. At the same time, you’ll have a front-row view of how they’ll likely perform on the job.

Depending on your trade sector, consider using one or more of the following methods to assess your applicants’ skills:

• On-site skills tests that reflect the duties they’d perform on the job.
• Game-based or Virtual Reality (VR) assessments.
• Problem-solving activities to assess their critical and creative thinking skills.
• Time-based tests to determine efficiency and safety knowledge.
• Hypotheticals and other scenario-based assessments.

6. Partnering with a Hiring Agency

Finding skilled candidates with what it takes to perform well on the job and thrive in your company requires a helping hand. Partnering with a full-service hiring agency can expedite the hiring process. The hiring agency will get to know your business and what makes it tick before connecting you with a potential team member.

Work With Your Handz, for example, specializes in creating customized hiring strategies designed to target not only the most highly-skilled applicant pool out there, but also those candidates who will align best with your company’s core values and culture.

Speeding Up the Hiring Process by Working With Professionals

You know when to delegate to get the job done right. In this case, to hire the best team member, you’ll need to know how to speed up the hiring process and create an ideal candidate experience (and offer) that no top candidate could refuse. 

Work With Your Handz is a professional staffing agency on the front lines of hand-crafting an efficient and thorough hiring process for companies like yours. From getting to know what your business stands for to pre-screening applicants, facilitating interviews, background checks, and more, we’ll take the hiring process off your plate so you can focus on what you do best — running your business.

Contact Work With Your Handz and let our team show you how to speed up the hiring process so you can secure your ideal candidate and leave your competition behind.

One of the most common recruiting challenges in skilled trades industries is that companies often hire only on an as-needed basis.

An electric company, for instance, may put off recruitment efforts for several reasons. The company may delay new hires until it secures a major contract, or not even consider recruiting until an emergency arises. 

Why leave your recruiting efforts down to the wire? Knowing how to recruit electricians the right way can equip your company with a team ready to charge at a moment’s notice.

Our seven-step guide will walk you through how to recruit journeyman electricians, master electricians, and apprentices. We’ll also cover how to gauge the applicant pool for top talent and practical tips for long-term retention.

Statistics of the Electrician Job Market in the U.S.

The U.S. The Bureau of Labor and Statistics projects that by 2032, we’ll witness a 6% rise in employment rates for electricians. It’s projected that nearly 74,000 electrician vacancies will continue to become available annually. 

Here’s the problem, though —with the upturn in Baby Boomer retirees, there is now a shortage of skilled electricians to meet the demand. This leaves electric companies like yours with a fundamental yet pressing problem to solve — high industry-wide demand and a low supply of workers can only mean steep competition to recruit top talent.  

If you want to know how to recruit electricians with so few available, you’ll need an effective hiring strategy to attract the best talent to your company. Unsure where to begin? Start by defining the top traits and skill sets a new electrician should need to thrive in your company. But that’s just the beginning.

Hiring the Right Type of Electrician

For safety, accident prevention, code compliance, job-related efficiency, and more, your company — and your clients — can’t afford anything less than highly trained (and skilled) electricians on your team.

Many electric companies face challenges at all stages of the recruitment process. Some don’t create a recruitment strategy at all. Other businesses will fail to pay attention to the electrician candidate’s journey throughout the hiring process. 

As for what you should look for to ensure you hire the right type of electrician for your company? Consider the following questions before you begin the recruitment process:

• What would they need to thrive in your company culture (e.g., strong communication skills, flexibility with scheduling, etc.)?

• What trade school/vocational education, on-site training, and apprenticeship experience (if any) would they need to succeed?

• Which licenses and permits will they need?

• Would you prefer they already have a sub-specialty, such as electrical systems design or construction electrician experience?

• At a minimum, which electrical career level would the job applicant need to be? 

What Are the Different Career Levels of Electricians?

Similar to most other professions, there are different certification levels among electricians. The three main types of electricians include the following:

• Apprentice Electricians: As their title suggests, an apprentice electrician is still undergoing training and development under the guidance of an experienced (and licensed electrician).

• Journeyman Electricians: Otherwise known as a “licensed electrician,” a journeyman electrician has completed their apprenticeship and can work independently, including training a new crop of apprentice electricians. They labor across multiple industries and typically choose a sub-specialty, such as an inside wireman or an outdoor lineman.

  

• Master Electricians: Master electricians bring advanced skill sets and vast labor experience to the table. They’re equipped to tackle complex electrical systems, often with apprentice electricians under their wing.

How to Recruit Electricians in 7 Steps

As part of any successful electrician recruitment strategy, you’ll need a game plan that’s easy to follow and will bring highly-skilled electricians into your company. Let’s take a deeper look at how to recruit electricians in just seven steps:

1. Generate a Detailed and Accurate Job Description

Think of a job description as an opportunity to spotlight your workplace values and culture and all of the perks your company offers (but that your competition can’t). So, what should you include in your job description that will appeal to the right electricians for your company?

Consider including the following elements in your job description:

• The basics: the job title, job duties, licensure requirements, expected certification level, salary, and more).
• Put your company culture on display (i.e., employees enjoy flexible schedules; you value work-life balance, etc.).
• Articulate the benefits of working for your company (i.e., lucrative personal leave time, a sign-on bonus, funded professional and personal development opportunities, etc.).

2. Circulate Your Job Posting

You need to get the word out to job-seeking electricians that your company’s the one to work for. However, your professional circuit may be limited in scope, keeping you from reaching top talent in your backyard.

Of course, using social media to recruit top talent can be effective. In addition to posting on online job boards or advertising at local trade schools/community colleges, take full advantage of regional, statewide, and national electrician networking events.

3. Screen Applications 

Knowing which certifications, work experience, and skillsets (including soft skills) to look for in potential candidates will save you time as you screen incoming applications. Start by defining the must-haves/non-negotiables and the bare minimum qualities in a job candidate as part of your recruitment strategy.

4. Conduct Interviews

Once you narrow down the field of applicants, it’s time to schedule interviews with your top candidates. Think of the interview process as a skills and culture-fit stepping stone toward finding the best electrician for your team. 

Asking questions about their certifications or why they chose to apply to your company, while important, isn’t enough to learn if they’re the best-fit candidate for your team.

Also gauge the interviewee’s technical and safety knowledge with hypotheticals and on-site practical tests. You could even test their electrical skills through Virtual Reality (VR) simulation testing.

5. Amp Up Your Company Culture

You’ll want to amp up your company culture at every phase of the recruitment process – from the job ad through the interview (and even after you make an offer). Show applicants that your business is wired differently than the rest of the field. The most authentic way to do this is to show you’re invested in creating a diverse, inclusive workplace culture.

6. Relay an Offer

For your top candidates, there are circuit breakers, and then there are deal breakers. You’ll want to make them an offer they can’t refuse (before your competitor does). 

To do this, we recommend following a few guiding principles:

• Know current salary expectations. The US Bureau of Labor Statistics reports the median annual salary for electricians is $60,240.

• Modernize your benefits package (i.e., funded professional development, stipends for personal wellness, and more).

• Remain open to negotiations with salary and other benefits.

• Simplify and expedite the onboarding and training process with easy-to-follow steps.

7. Rewire Employee-Support Efforts by Investing in Retention

Just because you’ve hired top talent doesn’t mean they’ll stay. The latest survey by the Center for Energy Workforce Development (CEWD) — “Gaps in the Energy Workforce”  — reports significant employee attrition among young, non-retirees in the energy sector.

Retaining those employees will require more than a quarterly, company-wide BBQ or a monthly gift card giveaway to your top performers. Instead, supporting your employees means investing in retention efforts from the beginning with a world-class team of recruitment experts by your side.

Unrivaled in the industry, the team at Work With Your Handz will work with you to generate and execute a recruitment strategy meant to boost employee retention down the road.

Retaining Your Electricians 

Let’s say you’ve hired the ideal electrician for your team. Their background and skillset are electric — their up-to-date certifications and thousands of hours of on-the-job experience are on point. As for an added bonus, they’re hard-wired with professional communication skills and a sense of humor. Working hard since their hire date, they’re even out-performing the rest of the team.

Here’s the problem — even the best employees have their limits. The last thing you want is to overwork or burden them until they quit, or to provide a work environment that’s not enticing enough for them to stop looking into your competitors.

The real cost of employee turnover is high, too. It can cost you in multiple areas — from losing organizational knowledge to the lowered morale among remaining team members and more. Likewise, the cost of recruiting new talent, hiring them, onboarding, and training them also adds up.

With the energy industry facing ongoing challenges to retain top talent, the logical (and more affordable) plan is to channel your energy into improving employee retention by:

• Creating a positive work environment centered around trust, open communication, and work-life balance
• Soliciting employee feedback and taking their suggestions seriously
• Recognizing and rewarding hard work, achievements, and milestones
• Investing in learning opportunities and professional development
• Offering traditional and reverse mentorship opportunities

How to Recruit Electricians Through a Professional Staffing Agency

Knowing how to recruit and retain the best electricians for your team takes a lot of time and resources. Now pile on all the other work it takes to run a thriving electric company, and before long, you’ll find yourself running on a low-energy supply. 

Work With Your Handz is a professional recruiting agency with top industry experts leading the charge in hand-delivering top talent to companies in the skilled trades nationwide. From understanding your company culture and hiring needs to identifying the most qualified electricians in the field and interviewing them, Work With Your Handz is wired to streamline and simplify every stage of your recruitment process.

Power through with our team by contacting Work With Your Handz today. Let us be your energy saver in the recruitment process.

Of course, recruiting skilled plumbers is crucial for the growth and success of your plumbing business. Finding and hiring top-notch talent isn’t always easy, though. 

As many experienced plumbers approach retirement age, it can be difficult to find young, trained professionals entering the field to replace them – especially as younger generations often overlook plumbing as a viable career path, favoring university degrees over trade skills.

The plumbing industry also seems to struggle with an image problem; often perceived as a dirty and physically demanding job, a career in plumbing is not particularly inviting to potential candidates.

Lastly, there’s fierce competition among companies for the limited pool of skilled plumbers that are on the job market. Offering competitive salaries and benefits can be challenging, especially for smaller businesses with tighter budgets.

These factors combined make the recruitment process in the plumbing industry quite an undertaking.  This guide will provide you with effective strategies on how to recruit plumbers and overcome these obstacles.

1. Going Digital with Job Postings

In today’s digital age, utilizing online platforms like LinkedIn, Facebook, Indeed, and your business’s website can broaden your reach to potential candidates. Craft compelling job postings that highlight the benefits and opportunities your company offers and circulate them online.

Each platform has its unique advantages. 

• Facebook is a social networking site with over 2.9 billion active users worldwide, making it a fantastic platform for reaching a wide audience. With Facebook’s targeted advertising, you can specify the demographics of your ideal candidate, ensuring your job posting reaches the right people. Additionally, Facebook groups related to plumbing can be a valuable resource for finding potential hires.

 

• LinkedIn is a professional networking site that caters to 900 million users, including a vast number of professionals in the plumbing industry. It allows you to view candidates’ professional profiles, including their skills, endorsements, and recommendations. This means you can assess their suitability before even inviting them for an interview.  

 

• Indeed is one of the largest job boards globally for job seekers across all industries, including plumbing. Indeed allows you to post jobs for free (with the option to boost visibility through paid promotions), use screener questions to filter applicants, and view resumes directly on the platform.

 

• Your Business’s Website can be an extremely effective place to post job vacancies, as it ensures that potential hires are already interested in your company if they’re browsing your site. It also gives you a chance to showcase your company’s culture, values, and benefits in more detail. Make sure your careers page is easy to find and navigate, and that the application process is user-friendly.

 

• Job-Specific Platforms with dedicated job posting boards for industry-specific job openings, like Work With Your Handz, allow you to target your job posting specifically to experienced professionals in the plumbing industry.

Make sure your job postings are engaging, clear, and provide all the necessary information about the role.

2. Offering Competitive Benefits and Career Growth Opportunities

Plumbers, like any other professionals, look for attractive benefits and career growth opportunities. Packaging these benefits attractively in your recruitment process can tip the scales in your favor. For example, offering a competitive salary, health insurance, and continuous training opportunities can make your company more appealing to potential hires. Make sure to highlight these benefits clearly in your job description.

3. Developing an Employee Referral Program

The solution to your recruitment needs might be right there in front of you – your existing employees could be the key to finding new talent. By developing an effective referral program, you can leverage current employees’ networks to find qualified plumbers. Offering incentives for successful referrals can motivate your employees to participate actively in the recruitment process.

Follow these steps to create an effective referral program:

Establish the Program’s Goals

Before anything else, determine what you want to achieve with your employee referral program. This could be filling a specific role, improving the quality of applicants, or increasing the retention rate.

Outline the Referral Process

Make it as easy as possible for your employees to refer someone. This could involve creating a form on your internal HR system where employees can submit referrals, or setting up a dedicated email address for referral submissions.

Set Clear Rules and Eligibility Criteria 

Clearly define who can be referred and who can make a referral. Also, determine when and how the referrer will be rewarded.

Decide on Incentives

Determining the right incentive can motivate your employees to participate in the program. This could be a monetary reward, additional vacation days, or even recognition at a company meeting. The key is to choose something that will truly motivate your employees.

Promote the Program

Ensure all employees are aware of the program and its benefits. Regularly remind them about the program through emails, meetings, and posters.

Track and Review the Program

Keep track of the program’s progress, including the number of referrals made and hires resulting from these referrals. Review this information periodically to assess the program’s effectiveness and make any necessary adjustments.

4. Conducting Efficient and Thorough Interviews

An efficient and focused interview process is essential in assessing a candidate’s skills and suitability for your company. Prepare a set of questions that will help you evaluate the candidate’s technical knowledge, problem-solving abilities, and interpersonal skills. Remember, the right hire should not only be skilled but also fit well with your company culture.

5. Tapping into Apprenticeship Opportunities

Apprenticeships offer a valuable pool of potential hires. These individuals are eager to learn and grow in the industry, making them ideal candidates for your plumbing team. You can find apprentices through trade schools, trade-focused social media groups, or bulletin boards.

6. Creating an Appealing Company Culture

A strong, appealing company culture can be a unique selling point in your recruitment process. A positive work environment that values teamwork, continuous learning, and work-life balance can attract skilled plumbers. Remember, happy employees are more likely to recommend your company to their networks.

7. Leveraging Professional Recruitment Agencies

Professional recruitment agencies specializing in skilled trades can provide you with a shortlist of qualified candidates, saving you time and effort in the recruitment process. However, it’s essential to select the right agency that understands your business’s needs. Consider factors such as the staffing agency’s track record, fees, and terms of service before entering into a contract. The right recruiter will boost your industry image and play a significant role in attracting top talent. Choose a staffing agency that’s well-versed in effective plumbing recruitment strategies.

Kickstart Your Business Growth with Work With Your Handz

Recruiting the right plumbers is not a one-size-fits-all process. It requires strategic planning, effective execution, and continuous improvement. Contact Work With Your Handz to learn more about recruiting plumbers and to find out how a staffing agency can save you the time and stress of recruiting – so that you can focus on other aspects of your business as quality applications roll in.

It’s a sign of a successfully growing business when more employees are needed to meet the growing demand for the services your business offers. When hiring for your HVAC company, it’s important to have a recruiting strategy in place, whether you’ve been struggling to find the right HVAC technicians for a while or you’re just beginning the hiring process and want to do it in the most efficient and effective way possible. Learn how to recruit HVAC technicians here with our practical hiring tips and strategies.

 

Understanding the HVAC Technician Job Market

According to research from Markets and Markets, the HVAC industry is currently estimated to be worth 206.3 billion and continues to grow, with a projected worth of 280.1 billion by 2028. The U.S. Bureau of Labor Statistics reports that the employment of heating, air conditioning, and refrigeration mechanics and installers is expected to grow by 5 percent between 2021 and 2031, with over 40,000 job openings projected each year. With such high demand at play, knowing how to recruit HVAC technicians effectively is vital to drawing potential employees to your company.

Recruiting HVAC technicians who possess both technical skills and are a great fit for your company culture is imperative. A skilled technician can troubleshoot complex HVAC issues, ensuring your clients receive high-quality service. Simultaneously, an employee who embodies your company values can foster a positive work environment and enhance your brand reputation. However, finding such candidates is no walk in the park.

Businesses often face hurdles when recruiting HVAC technicians due to the competitive job market and the sometimes lengthy process of finding candidates who can seamlessly integrate into their corporate culture. To overcome these challenges for your business, you need a comprehensive understanding of the HVAC job market and innovative recruitment strategies that follow the recipe for finding skilled trades talent.

 

Hiring Strategies for Recruiting HVAC Technicians

As you work on developing the right recruitment strategy for your business, the following ideas can significantly contribute to success in hiring HVAC technicians.

Crafting attractive job descriptions:

To attract top talent, it’s important to create compelling job descriptions that highlight the benefits of working for your company. Clearly outline the job responsibilities, requirements, and any unique selling points your company offers.  Make sure your expectations are clear to potential HVAC candidates, but also give them a reason to want to apply to your company versus your competitors.

Leveraging online job boards and social media:

Tap into the power of online job boards and social media platforms to reach a wider audience. Post your job openings on popular job boards and utilize social media channels to promote employment opportunities and engage with potential candidates.

Networking within the industry:

Networking is a valuable strategy for finding skilled HVAC technicians. Attend industry events, join professional associations, and connect with other professionals in the field. Building relationships and fostering connections can lead to referrals and potential hires.

Offering competitive wages and benefits:

To attract top talent, it’s essential to offer competitive wages and benefits. Research the market rates for HVAC technicians in your area and ensure your compensation package is attractive and competitive. You can also consider leveraging innovative solutions like SkillCat to streamline your HVAC technician recruitment process. SkillCat takes care of candidate sourcing, screening, and selection, allowing you to skip the nitty-gritty details and focus on interviewing the cream of the candidate crop. With SkillCat‘s expertise in the skilled trades industry, you can expedite the hiring process and welcome skilled HVAC technicians who are ready to contribute to the success of your business from day one.

Partnering with a staffing agency:

Consider partnering with a skilled trades staffing agency like Work With Your Handz to streamline your recruitment process. Staffing agencies have access to a pool of pre-screened candidates and can save you time and effort in finding the right HVAC technicians for your business. A good staffing agency will have already ironed out how to recruit just the right employees for your business, so you can skip the process of determining what hiring techniques to use and get straight to the interviews.

 

Screening and Interview Process

Effectively screening resumes for HVAC roles is crucial to ensure you interview the right candidates. Look for relevant experience, certifications, and skills that align with your job requirements. During interviews, ask key questions that assess both technical competencies and cultural fit. Consider including a practical skills assessment as part of the screening process to evaluate candidates’ hands-on abilities.

Key questions you may want to ask when interviewing HVAC candidates include:

• Can you describe your experience with HVAC systems?
• What certifications do you hold related to HVAC work?
• How do you handle unexpected issues or challenges during an HVAC installation or repair?
• Can you describe a time when you had to troubleshoot a particularly difficult HVAC problem? What was the issue and how did you solve it?
• How do you ensure safety during HVAC installations and repairs?
• Can you explain how you stay up-to-date with the latest HVAC technologies and practices?
• How would you handle a dissatisfied customer?
• What types of HVAC systems are you most familiar with?
• How comfortable are you with reading blueprints and electrical schematics?
• Describe a time when you had to work as part of a team on a complex HVAC project. How did you contribute to the project’s success?

Questions like these will help you assess the candidate’s technical knowledge, problem-solving skills, customer service abilities, and teamwork, all of which are important for success in an HVAC role and ensure a good fit at your company.

 

How to Recruit HVAC Technicians with a Staffing Agency

The steps to effective recruitment can be daunting, and likely aren’t the only things you have on your plate while managing a successful HVAC company. Partnering with a professional staffing agency like Work With Your Handz can be a game-changer.

A staffing agency can handle the entire recruitment process for you, from sourcing candidates to conducting interviews and background checks – leaving you to focus on your business. Contact Work With Your Handz for more information on how to recruit HVAC technicians and streamline your hiring process.

Did you know the U.S. plumbing industry is worth over $124 billion? Every plumbing business wants its share of that profit pipeline. But it’s no secret that the industry is competitive. So if you’re set on growing a plumbing business, you’ll need a strategy – starting with focusing on customer satisfaction and retention. If customers disapprove of your work, they won’t hesitate to search for a new service, blocking you from growing your plumbing business the way you deserve.

That’s why we’ve put together five of the most successful strategies for how to grow a plumbing business. We’ll cover growth techniques in service marketing, how to improve customer satisfaction and retention, enhancing operational efficiency, and everything else you’ll need to scale.

The Importance of Growth in the Plumbing Industry

As of 2023, there are close to 127,000 plumbing businesses operating in the United States alone. Services remain in high demand, and plumbing businesses are expanding their reach to meet that demand. With so many competitors vying for their piece of the pie, it’s critical to envision your company’s goals and engage in strategic planning that will help you scale long-term.

You can use our five strategies as a roadmap to broaden your reach. Tailor these strategies toward what works for your business, budget, customer base, and who your local competitors are. 

5 Ways You Can Grow and Scale Your Plumbing Business

Mastering Service Marketing Growth Techniques

Not all marketing strategies will work for every plumbing business. For some companies in large cities, it may make more sense to create a website with an online booking system. For plumbers operating in a small town, word-of-mouth and local referrals may drive the bulk of the business. Let’s look at four service marketing growth techniques you should consider.

Grow brand identity and boost awareness.

To attract new customers, show them who you are and what your company does, and then take steps to spread the word about your services. Here are a few simple ways to boost brand awareness:

• Advertise at your local home improvement stores and town hall.
• Keep business cards with you.
• Incentivize with service discounts.
• Think about ways to improve your logo to create an instant brand identity.

Engage with your community.

Chances are, you have a variety of clients — from restaurants and bigger venues to private homeowners and renters. Get out there and get to know them. Write a proposal or an in-house plumbing service agreement to attract bigger clients. Then offer a discount if they partner with you.

Use local SEO & social media.

As a plumbing service that operates within a specific geographic area, your best bet is to use local SEO to spread the word. You’ll want to start by creating a free Google Business profile. Creating a profile is an effective way to:

• List your hours of operation.
• State the service area you operate in.
• Display updated contact information.
• Post customer testimonials and reviews.
• Link your website and social media pages.

Start a referral program.

To retain your customers, consider starting a referral program. For example, you can offer a discount on your services if they refer your company to a new customer — to whom you can also provide a deal.

Improving Customer Relationships & Retention

To scale your plumbing business, improving customer retention by earning their loyalty is key. Consider using one or all of the following strategies.

• Train your staff for better customer interactions.

Ensure your staff is as friendly and professional as possible. Invest in training to improve your staff’s soft skills to make their customer interactions positive.

• Remain transparent about the cost.

Your customers don’t need any surprises on their invoices. It’s best to let them know the cost and also if any changes occur, such as additional labor, discovering another problem during service, etc.

• Use quoting software.

Your customers may make several calls to other plumbing companies before reaching you. Integrate a quoting software on your webpage so they can decide if they’re getting the best deal in town.

• Launch a loyalty program.

To be your customers’ go-to plumbing service, incentivize them to choose you instead of your competitors. Start a loyalty program that rewards them with a discounted service after hiring you for X number of services.

Expanding Your Business’s Reach

• Offer new services.

Have you ever offered gas-line installation or repair? How about responding 24/7 to emergency calls? Grow your plumbing business by expanding the type of services you offer.

• Broaden your geographical service area.

Consider expanding your service radius to neighboring towns and cities to generate customer leads.

• Become an in-house plumbing service for larger businesses or local government.

Property management associations, large-scale businesses, and government facilities often hire a preferred vendor for plumbing needs. Compile a partnership proposal and reach out to their decision-makers.

• Partner with other companies. 

The word’s out that a local competitor plans to shut its doors. Consider joining forces (and resources) via a merger or partnership.

Enhancing Operational Efficiency

To increase operational efficiency in your plumbing business, consider every touchpoint with room for improvement. Here are several areas to get you started:

• Upskill your team.

Technology, infrastructure (and the services you offer) can change, so upskilling your team can prepare your business to meet the demand. Invest in additional training and local vocational courses to keep your team sharp and ready to handle any issue.

• Streamline administrative & communication processes.

Everyone in your business needs to be on the same page. Simplify your communication channels using live GPS tracking, texts, or two or three alternative channels.

• Automate & delegate whenever possible.

You don’t necessarily need a brick-and-mortar plumbing business with an administrative assistant answering phone calls. Set up an online reservation and scheduling system and delegate when possible to avoid double bookings, worker shortages, and other issues that stunt business growth.

• Ensure smooth scheduling & other logistics.

If you have multiple clients yet not enough staff to address their plumbing issues, you may find yourself backlogged with many complaints. Ensure the service schedule is available and you have the team necessary to take care of your clients’ needs.

Building Your Dream Team

Learning how to grow a plumbing business all starts with having the right employees. Recruiting effectively and efficiently is a must when growing your business!

• Identify skill-related gaps.

Some team members may specialize in home plumbing, others commercial, and some gas lines. Identify the skillsets of each employee and then determine where your team has gaps so that you can upskill existing workers or make new hires.

• Advertise your labor needs.

To find the best worker for your team, be specific about what you’re looking for and what your company values in your job listing. 

• Vet potential team members the right way.

Instead of spending the time and resources hiring just anyone, you’ll want a personalized recruitment strategy. This way, you’ll have a stronger chance of zeroing in on a highly-skilled worker that will fit into your company culture.

• Utilize recruitment strategies to find highly skilled workers.

There’s an art and a science to strategic labor recruitment —tackle it with a clear game plan. A top-tier recruiting service can hand-deliver superior talent to help your business scale.

Kickstart Your Business Growth with Work With Your Handz

As the saying goes, “Teamwork makes the dream work.” Growing a plumbing business requires a lot of hands on deck if you want to meet your goals and scale past the competition.

Through top-tier recruiting efforts, the experts at Work With Your Handz will hand-deliver your dream team, saving you time so you can get back to the day-to-day operations of your business.

The future of your plumbing business is in your hands and ours. Contact Work With Your Handz today!

Recipe for Finding Talent:
Serves all.

• 3 parts Soft Skills
• 3 parts technical aptitude
• 2 parts industry experience
• 3 parts good attitude
• 3 parts willingness to learn

Mix and serve immediately!

Continue reading “What Makes a Good Tradesman? The Ultimate ‘Recipe’” →

Today we’d like to introduce you to Kelly Presgrave and Dana Hubchen.

Hi Kelly and Dana, we’d love for you to start by introducing yourself.
We founded Work With Your Handz in 2018 while with family members at a residential services industry event. The predominant topic of conversation was a lack of skilled trades talent. The business owners at the event were in unison that they could grow their businesses with no problem except for the lack of talent. During the event, Dana and I were convinced that if we started a recruiting agency, we could not only perform the job well but we would also have fun doing it. By the end of the trip, we started brainstorming company names. Work With Your Handz was born a month later! We struggled with the name but surveyed multiple industry leaders, and it stuck. The company name has been an essential part of our success. Our tagline, Skilled Recruitment for Skilled Trades, came several years later.

We started slowly and grew organically. Our first client was a family members’ business, and we cut our teeth, learning everything we could about recruiting. Luckily for us, having been surrounded by the trades for 30 years with family members in the residential service industry, we already knew the attributes of a great technician. Whether a Plumber, HVAC Tech, or Electrician, we already had a very informed idea of the ideal candidate. It was recruiting that we needed to nail down. We both have outgoing personalities, and honestly, recruiting came naturally to us. From there, we had to define what we each liked and wanted to do daily as the company grew. Dana is process driven and is a fantastic recruiter; we took what worked for her and scaled it. She has moved to be our CPO (Chief People Officer), working on training and managing our staff. Kelly has intuitive business acumen and strengths in marketing and analytics, taking the reins there. She is the CEO and concentrates on growing the business and making sure all the moving parts are working in continuity. We are where we are today because we had vastly different assets to contribute and maximized that.

From inception, we already had a solid background in the business model for home service companies. We were very in tune with the technicians’ contributions to the bottom line. We partnered with a contracting group two years after being founded, which put us on the map. From there, we have continued our client growth and have formed other strategic alliances. As a result, we grew 293% in 2021. While other recruiting companies were on shaky ground during the pandemic, all our clients were essential, continuing to hire and expand throughout COVID. That is the beauty of the residential service industry – it is considered recession-proof.

We fine-tuned our processes and procedures and have grown our staff to six recruiters, one HR administrator, and a team of sourcers. In addition, we are hiring more recruiters as the demand for our services grows exponentially by the day, which is an excellent problem!

Would you say it’s been a smooth road, and if not, what are some of the biggest challenges you’ve faced along the way?
We have encountered numerous obstacles over the years. In the beginning, our biggest challenge was working together to develop a shared vision. Our personalities are opposites, which works well in many instances, but the vision and mission of the company were not areas for any discrepancy. Fortunately, we reached an agreement quickly, which helped us tremendously when we started to scale up and grow. We still occasionally have obstacles with me dreaming BIG and Dana’s more cautious nature. Truthfully, it works to have the opposite voices if it doesn’t hamper growth or conversely, take us off course.

Another challenge was setting ourselves apart from other recruiting companies. The saying, “what you don’t know, you don’t know,” held. It is counterintuitive, but it helped us that we did not have a preconceived notion of how recruiting was supposed to be done. We’ve heard time and again how our approach is different and refreshing. The result of our unique way of doing business is that we have incredible long-term partnerships with our clients, and we are very successful in finding the talent they need.

The next most significant challenge for us was the same as our clients face, finding the right talent and keeping them. We can relate to our clients in the staffing challenges and maintaining a workforce level when business coming in the door is fluctuating. As we grew and could offer better benefits, including 401k with a match, health, vision, dental insurance, and PTO, we have been able to draw in better talent. In addition, we are fully remote, which also helps. It has been a challenge managing a virtual team, but during the pandemic, so many new and brilliant solutions were built with the remote workforce in mind that it has been less of a challenge as of late.

We want to provide a great place to work for our staff, and we will work to improve continuously. Whether providing training, implementing their suggestions, or adding benefits, we take their pulse daily. We have an incredible team, and they are integral to our success. We envision atmospheric growth in the next decade and want them to be there for the journey, rising with us.

We have weathered our challenges with grit, determination, and hard work. We lean on other business owners and industry leaders when we need to and find that large or small, most companies share the same challenges and want to help each other.

Thanks for sharing that. So, maybe next, you can tell us a bit more about your business?
Work With Your Handz is a recruiting agency specializing in recruiting skilled trades, as well as the office staff and leadership positions that are required for residential service businesses. Our recruiters are well versed in headhunting that talent and vetting them for our clients. Our clients want workers who fit their company cultures, not just a warm body that can do the work. One of the biggest differentiators for us is that we get to know our clients. We understand what sets them apart in their markets and why someone would want to work for them over a competitor. We learn their core values, cultures, and management styles. Then, we can share that information with a candidate and get them excited about the opportunity.
Another thing that is unique to us is our guarantees. Our base pricing package guarantees our hires for 90 days; very few recruiting agencies do that. We also only take one client per market area. We promote our clients as the company of choice and the industry leader in their geographic location. Our average time to fill for 2022 is 23 days, far below the industry standard, and we are proud of that. Time is of the essence for our clients, so we strive to work with a sense of urgency. Through our almost five years in business, we have become an industry leader in recruiting for the trades. We have filled hundreds of roles, including tradesmen and women, administrative staff, and executive leadership. We pride ourselves on providing top-notch service and meeting all our client’s hiring needs.

We are continuing to grow and expand our reach. The residential service industry is currently our main niche, but we are always looking toward the future and expect to add recruiting for all industries that need skilled trades in 2023-24. There are so many industries that require trades talent; it is just a matter of time before we will have multiple verticals. Facilities maintenance, construction, commercial services, etc. the possibilities are boundless. Our processes work across industries and are incredibly scalable.

Alright, so before we go, can you talk to us a bit about how people can work with you, collaborate with you or support you?
We love to work with anyone who needs skilled trades talent and collaborate with all kinds of companies. Within the residential service space, we have found that collaboration with marketing companies is essential since marketing and recruiting go hand in hand. Really though, the opportunities for collaboration are endless. Any company that does business in the residential service industry is someone we would want to speak with about possible ways to partner together.

If anyone wants to know more about apprenticeship positions or how to get into the trades, we can point them in the right direction; that includes those transitioning out of the military. In addition, we would love to collaborate with trade schools and anyone that supports learning the trades.

We sponsor Women in HVAC and Explore the Trades, two incredible organizations.

Here at Work With Your Handz we work with companies large and small, from 3 employees and one service area to 250 employees and multiple locations. No matter the size of your company, the benefits of belonging to a contractor’s group are enormous, and the dividends can be felt far into the future.

Continue reading “Why Sign Up for a Contractor’s Coaching or Training Organization?” →