Rockstar HVAC https://rockstarhvac.com Hiring HVAC Technicians Made Easy Sun, 02 Jun 2019 11:32:07 +0000 en-US hourly 1 https://wordpress.org/?v=5.2.2 https://secureservercdn.net/166.62.109.21/p53.158.myftpupload.com/wp-content/uploads/2019/03/cropped-Rockstar-HVAC-JPEG-72PPI-32x32.jpg Rockstar HVAC https://rockstarhvac.com 32 32 The Most Important Skill To Hire For https://rockstarhvac.com/the-most-important-skill-to-hire-for/ https://rockstarhvac.com/the-most-important-skill-to-hire-for/#respond Sun, 02 Jun 2019 11:32:05 +0000 https://rockstarhvac.com/?p=527 When you are hiring an HVAC Technician what is the most important thing to look for in a candidate? Is it experience or maybe training? Nope it’s attitude! Experience can be obtained, training can be taught but the right attitude is something that is ingrained in someone. I am not saying that experience/training is not …

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When you are hiring an HVAC Technician what is the most important thing to look for in a candidate? Is it experience or maybe training? Nope it’s attitude!

Experience can be obtained, training can be taught but the right attitude is something that is ingrained in someone.

I am not saying that experience/training is not important, it is. You need techs that know what they are doing and depending on where you are hiring you may need them to have completed specific training or licensing, what I am saying is that when choosing between two similarly qualified candidates attitude should trump experience.

Why Attitude Is King

The reason you need solid attitudes on your team is for 3 main reasons

  1. Your Technicians are the face of your company
  2. Attitudes are contagious
  3. Your Shop Manager’s Sanity is Importnat

Technicians are the Face of your Company

It is obvious that your sales rep needs to have excellent customer service skills, they have to be likeable and seem trustworthy to make the sale. I would argue that this is just as import for your technicians and your installers. When a furnace breaks down your technician is who the customer sees, they are now the face of your company. Your company’s reputation is in the hands of your technician. They need to be likable and someone that can be trusted. If your tech goes into a customer’s home with a crusty attitude, that impression will linger with your customer. When it is time to replace their a/c unit they will be calling someone else.

It is all the little things that matter that are hard to train. Being personable but not chatting too much to be annoying, keeping their workplace clean, not leaving a mess behind, explaining to the customer what they are doing and why they are doing it etc. These are all things that ensure repeat business and are only getting done by techs that have the right attitude.

Attitudes are Contagious

This is something that you hear all the time and it is easy for it to go in one ear and out the other but it is so true. Bringing in one crusty tech, especially if they are working alongside a team of others can bring down the morale of everyone else on that team.

On the other hand, bringing in someone who works hard and doesn’t complain rubs off on everyone else. Particularly if you praise them, they become the example to the rest of your team.

Your Manager and Dispatchers Sanity are Important

Running a Service Department is a hard enough job as it is but the day only gets longer when you have to deal with both angry customers and technicians. You dread having to call the tech to do anything because you know they are just going to complain so you try and manage around them which only makes things harder.

This is true for dispatchers as well, having to deal with a bad attitude but highly skilled tech just makes life a little harder for everyone else.

Conclusion

Skills and experience are important but not important enough to sell out on the soft skills required to do the job. You are better off hiring good people with less experience that you can train as opposed to jerks that are fully trained but tarnish your reputation.


If you need help finding good people give Rockstar a call at 1-833-762-5787 or e-mail us at  info@rockstarrecruiting.ca. We take attitude very seriously when screening candidates and can help you improve your team.

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7 Ways To Increase Retention For HVAC Technicians https://rockstarhvac.com/7-ways-to-increase-retention-for-hvac-technicians/ https://rockstarhvac.com/7-ways-to-increase-retention-for-hvac-technicians/#respond Sun, 19 May 2019 11:43:19 +0000 https://rockstarhvac.com/?p=519 Hiring HVAC Techs is Hard. Use these 7 Tips to increase employee retention so that you do not have to hire as often

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7 Ways To Increase Retention In Your HVAC Shop

HVAC Technicians are hard to find and good ones are like unicorns. I am constantly hearing from companies about how they are doing everything to hire technicians: offering signing bonuses, paying relocation assistance, etc. but rarely are they doing anything to address retention.

Hiring HVAC Technicians is a lot easier if you do not have to do it as often. Spend some time looking at what you are doing for your existing staff to make sure they don’t leave. Once you have that taken care of then you can start hiring to fill vacancies and to replace some of your weaker techs with Rockstars.


If you are ready to start Hiring Rockstars, give us a call at 1-833-762-5787 or visit www.RockstarHVAC.com. Rockstar HVAC can help you find Residential and Commercial Technicians, Installers, Gas Fitters and Sheet Metal Techs.


Here are 7 things you can do to make sure your best techs stick around.

1. Coach Soft Skills

Spend some time coaching your technicians on soft skills including how to be a better employee, co-worker, and person. Not many companies will spend time on this, when it comes to training it is usually sending them for factory training. Spending time coaching them to be better at the soft skills of the job can go a long way to increase morale in the shop.

When you are hiring techs out of trade school they know the basics of repair but no one taught them how to be an employee. This is a key skill. When you are hiring someone from another HVAC company, they may be coming with some bad habits or some drama from their previous company, fix this as quick as you can before it spreads to the rest of the team.

2. Let Go of the Problem Children

A day in the life as an HVAC Technician is long enough and it only seems longer if they have to work alongside techs that suck. It can sound counterintuitive to fire people to increase retention but most companies have 1 or 2 techs that can make life suck for everyone else. If you get rid of those techs your better ones will stay. If you don’t then you run the risk of losing your good techs and only keeping the Problem Children.

There are 3 main types of Problem Children that I recommend getting Rid Of – The Complainers, The Lazy and The Practical Jokers

The Complainers – These are the techs that are always whining about something. They will find a problem with the sunniest day, these techs are not just annoying but they also make the rest of your employees start thinking the grass might be greener elsewhere. This attitude can spread through the shop like cancer, get rid of the whiners before they take over.

The Lazy – Nothing pisses off a tech like seeing other guys get away with not pulling their weight. If you are hustling and you know others are not it feels really unfair and if nothing is done about it your good guys can lose the motivation that they have to go the extra mile. This needs to get addressed, let your lazy techs know they need to shape up or ship out.

The Practical Jokers – Safety and productivity are on the line every time you have a prankster on the team. I hear all the time about jobs that go sideways because someone does something they think will be hilarious but it ends up causing big problems. The pranksters usually start small and if unchecked move to bigger and bigger pranks. Stop them early or get rid of them.

3. Invest in Training

Sending a tech to training can be expensive especially when you are losing time from them but it can go a long way to keeping your best ones. Most techs got into the trade because they have an interest in the field, keep that interest alive by introducing them to the latest and greatest in tech. Send them to factory training and trade shows so they know what is happening in the industry. As an added bonus this also makes them better technicians.

When possible, plan your training for your slow times so that it does not impact the business as much.

4. Replace Broken Tools

Tools break and go missing on the job all the time. Budget for this, work it into the price of your service and pass that along to your technicians. Offer a tool allowance or agree to replace any tools that break on the job.

5. Train Your Supervisors, Dispatchers and Managers

Many supervisors were great techs and got promoted without learning how to manage. A supervisor needs to know how to talk to their techs to get the most out of them. A poorly trained supervisor can ruin a techs day and lead them to look elsewhere.

The same can be true of dispatchers and managers. Send all your dispatchers, supervisors and managers for training, they must have a positive relationship with the techs. This will end up helping morale and retention for the whole company not just for techs.

6. Pay Them Right!

Techs talk, when they are out grabbing a drink with their other tech buddies money will routinely come up. You would be amazed how accurately a tech can give you an informal compensation analysis of other shops in the area. Make sure that you are paying them above average, if you are under they know it and will not hang around for long.

You don’t have to get crazy but don’t be cheap. Being cheap on wages always costs you more in the long run.

7. No Lay Offs, Ever

HVAC is a seasonal business and it can be hard to keep your techs active during your slow months but every time you lay off a tech you risk losing them forever. Take on side work for your slower months, offer discounts on installs for the offseason, send techs for training when it is slow etc. Save some money during your busy months so that you can afford to keep your techs when it gets slow otherwise you may not have them when you need them.


I hope these tips help. If you need to get rid of some problem employees but don’t want to be left down a tech give us a call (1-833-762-5787) we can get a confidential search started to replace your headache mechanics with Rockstars. Visit www.rockstarhvac.com for more info.

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Hesitation Leads to Frustration. Hire Your HVAC Techs Fast or not at all! https://rockstarhvac.com/hesitation-leads-to-frustration-hire-your-hvac-techs-fast-or-not-at-all/ https://rockstarhvac.com/hesitation-leads-to-frustration-hire-your-hvac-techs-fast-or-not-at-all/#respond Sun, 12 May 2019 13:20:23 +0000 https://rockstarhvac.com/?p=515 A long hiring process can cause you to miss out on Rockstar Candidates. The best techs do not stay available for long, once they have decided it is time to make a move they are usually in with a new company soon. If you get the opportunity to hire a good tech you need to …

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A long hiring process can cause you to miss out on Rockstar Candidates. The best techs do not stay available for long, once they have decided it is time to make a move they are usually in with a new company soon. If you get the opportunity to hire a good tech you need to jump at that.

The problem is that you do not want to just offer everyone a job that walks in the door. You do still need to do some homework to make sure they are the right fit. Below are a couple of quick things that you can do that will not extend your hiring process but will ensure that who you hire will be a good fit for your company. References

  • Ride Along
  • Technical Test
  • Technician Interview

1) References

Don’t take the candidates word for it, do some references and find out what others have to say about them. Go beyond the standard reference questions and go right out and ask what is bugging you. If they were late for the interview and you worry that punctuality will be an issue, ask their reference how they did with punctuality.

One big thing that you want to find out in a reference is attitude and team work. When interviewing you are not getting the real person, you are getting someone who is presenting themselves. Some do this very well, some are quite genuine and some are putting on an act. Many find interviewing to be an incredibly nerve-racking affair and in an interview it is easy to view their nervousness as something else like rudeness, arrogance etc. In a reference I like to ask “How did your impression of the candidate change from when they first started to now?” basically you are asking, what are they actually like when you get to know them.

2) Ride Along

Offer them a 1 day working interview or Ride Along. Pay them for their time (they are going to be taking a vacation day for this) and team them up with a tech that you trust. Get a full day of work out of them to find out who they really are. Unlike an interview where they have their guard up, this will allow them to relax a bit and you will get to see who they really are. At the end of the working interview you should have a better idea if they are a fit for your company and they will have a very clear idea if your company is somewhere they want to work long term. Remember they are interviewing you as well, and a job has to be a fit for both parties.

3)Technician Interview

Have one of your other techs meet with them. They are going to be spending most of their time working alongside other techs and it is important they can get along with them.

You will be surprised by some of the insights that you miss that a tech will pick up on right away. Ideally this will be a more informal, 1 on 1 meeting, maybe just grabbing a coffee of a shop tour. If a manager or HR rep is present it will likely result in a much less open and honest conversation.

Side note, make sure the tech you choose is versed in the basics of HR so they don’t start asking questions that they shouldn’t. I have seen this backfire when an untrained interviewer asks them straight up how old they are or if they are married.

4)Technical Test

If you are unsure about their technical knowledge have them do a technical test, either written or hands on or present them with a scenario to see how they do.

Avoid Waiting And Personality Assessments

1)Waiting

A lot of times, the feedback I get after an interview is that they thought the tech was good but they would like to see a couple of more for interviews so they can compare. This makes sense in a perfect world where there are 100’s of HVAC Techs out there begging for a job. This is not the reality, with the shortage of good techs available you might have been lucky to have even one apply. You do not have the luxury of waiting for other techs to apply so that you can compare them. By the time you meet with the other techs the first one is off the market.

Also, the delay in the process is a delay in when they can start with you which equals lost work/revenue. While I will always say that you should hire the best tech the caveat is that you should hire the best tech available.

Perfect is the enemy of good, do not go waiting for the perfect tech, hire the one that is good enough.

2)Personality Assessment

I recommend avoiding personality assessments or professional profiles. I have worked with many companies that provide them and have always found that the results are very generic and are not a great predictor of future success.


Use Your Gut

If the tech seems like the right fit give them a shot, if something seems off avoid the hire. Don’t lead them on, let them know that you have chosen not to move forward with their application at this time.


If you are having a hard time finding the right technician, Rockstar HVAC can help, give us a call at 1-833-762-5787 or visit us at www.rockstarhvac.comto learn more about how we can help you find the perfect HVAC Technician or Installer for your company.

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Preparedness as a Trades Person https://rockstarhvac.com/preparedness-as-a-trades-person/ https://rockstarhvac.com/preparedness-as-a-trades-person/#respond Fri, 19 Apr 2019 14:26:16 +0000 https://rockstarhvac.com/?p=505 Tips for preparing for a career as a Trades person

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So, planning on finding (or starting) a “fulfilling” career in the trades…? Wait a second, let me edit <fulfilling> to “prepared” career in the trades.

Don’t get me wrong, the trades can be VERY fulfilling; However, that’s not a guarantee – it’s up to you to make it fulfilling. Enough of the philosophical, let’s make sense of this & get to the point.

Many believe long gone are the days of simply getting your trade license & finding a well paying job in the trades. This is not entirely true…I believe (to some degree) that day really never was. I’d like to argue that tradespeople of the past probably invested a bit more in themselves than what we thought.

Perhaps, part of this was because of a “days gone by” attitude that some entering the trades mistake today for entitlement. (Hold the tomatoes, I said “some”…;)

For example, purchasing tools (beside some small hand tools) – something most young techs expect to “get” today from a employer, & many do offer them – reducing the investment into oneself. Perhaps, included is the willingness to “start from the bottom” with little pay -“sticking with one employer”, exchanging one’s time for “*learning & earning“. Opportunity is earned through education & experience, a responsibility discussed further below. These are the things that help build security in what my father would have probably call a “guaranteed job“. Today, the only security that exists is in one self. If you’ve invested in yourself, you’ll likely always be secure.

I believe many young Techs are not sure what to invest in & may be a bit “disillusioned”; Part of this with fault to employers, part of this with fault to trade schools, & part of this with fault to oneself. Things have changed in the trades & we have not done a great job in helping prepare new techs with many of these new skills.

What you’ll need to invest in are things that were likely not part of the curriculum years ago. For example, a new focus on communication, customer service, & sales training; While others, remain the same. “Dad” always said it began with the “right attitude” & willingness to “slug it out“… Unfortunately, that of which many today are unwilling to do – expecting “greatness” once graduation day comes, only to be sadly mistaken. Perhaps, this is in part due to a “false illusion” & security provided by the trade schools of today.

As prior mentioned, communication & sales skills is one of those VERY necessary things for a new tradesperson to invest in. This starts with having the right attitude; Including, reading & learning about what “today’s employer” expects, or needs. I highly recommend in getting some help with this and enrolling in a professionally structured course that teaches these ever-so important skills for today’s techs. Many organizations offer such courses, Service Excellence Training is one of them, a link can be found here.

Companies in the trades are struggling for qualified tradespeople, often young inexperienced techs feel overlooked, & trade schools build a curriculum that does little to nothing to really prepare & encourage steps to make oneself desirable (& more experienced) as a new tradesmen.

We all know there is a problem with the system today & it is hard to pinpoint where the “breakdown” started, but does it really matter? What does matter is what one does to overcome the obstacles.

Here’s a great video that helps summarize just one of those things I am talking about. It will take about 9 mins of your time to watch it, but it can be one of the some of the most important time spent when it comes to preparing yourself for your future.

As always, your future is your future alone – you set the course & effort you intend to invest in it.

Preparedness is the start.

*”Learning & Earning” is a phrase used by Todd Liles at Service Excellence Training.

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28 Interview Questions to Ask a HVAC Technician https://rockstarhvac.com/28-interview-questions-to-ask-a-hvac-technician/ https://rockstarhvac.com/28-interview-questions-to-ask-a-hvac-technician/#respond Thu, 14 Mar 2019 01:37:23 +0000 https://rockstarhvac.com/?p=454 Full List of Questions to ask an HVAC Technician in an Interview

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If you are Hiring an HVAC Technician a good interview can make sure you select the right one. To make sure it is a good interview you have to ask the right questions, this will not only give you a better idea of how good the tech is but will also show you how prepared they are.

When interviewing a HVAC Technician you need to find out about their:

  • Technical Ability
  • Attitude
  • Customer Service Skills
  • Safety

Use to below questions when Recruiting HVAC Technicians to get the best results. They are not office workers so don’t use standard interview questions that are geared towards someone in an office.I have broken the interview questions into 3 categories:


  1. General Questions
  2. Behavioral/Situational Questions
  3. Technical Questions

It is important to have a mix of all three types of questions but also don’t ask them all grouped together, mix them up within the interview. At the very end I will include a template you can use that is designed with the flow of the interview in mind. 


General Questions

1. Why did you get into the trade?

This is an interesting question that can give you a lot of insight about their motivations and interests. It is also a good one to start the interview with to get the conversation started.

2. Why are you available or looking at new opportunities?

Did they just get fired, do they hate their boss, do they need more money, a different shift, closer to home etc. Their motivations for making a move are important and can be a good indication if they will be a long term fit with you.

3. What do you know about our company?

Did they do some research on you prior to interviewing? If so that is a good sign that they are serious. If not it is an indication that they just need a job and may not care who it is with.

4. Why do you want to work with us?

This gives you a good idea of not only their motivations but what your selling features are to other mechanics for future interviews.

5. What in your previous experience and/or training makes you feel you would be a good fit for us?

6. What are your wage expectations?

7. What shifts are you available for and what is your preferred shift?

8. If selected, when are you available to start?

If they are currently working you want them to say 2 weeks, if they say immediately that likely means they are not going to give their company notice which is a red flag. It may also just mean they know their company has a policy of not accepting notice and they could be available immediately. 

9. Why did you leave your previous employers?

If they have routinely been terminated that is a red flag, if the same issue keeps coming up at multiple places that could also be a cause for concern.

10. Have you Ever Been Terminated From a Position Before?

11. Can you supply us with references?

Ask them to e-mail them to you, this will give you an example of their written communication and ability to follow direction. You can also see how serious they are about the job based on how quickly they get the references to you.

12. Do you have a valid driver’s license?

13. Do you have a clean driving record?

14. Is there anything that was not covered on your resume or in this interview that you feel we need to know?


Behavioral and Situational Based Questions

1. Tell me about a situation where you sacrificed safety for speed.

Don’t ask, have you ever sacrificed safety for speed, they will almost always say no, assume they have and see what they say.

2. Tell me about your favorite supervisor or manager that you have worked for, what made them great?

This will give you a good idea of what management style they respond best to, does this match up with your shops supervisor?

3. Tell me about a disagreement between you and another technician on the shop floor, how was it resolved?

4. You are working on a customer site and are late for the job. The reason you are late is not your fault but the customer is irate, how do you deal with them?

5. A Customer is angry about a bill, how do you deal with them?6. Tell me about a time that you took ownership of a situation or took the lead on the floor without being asked to.7. A customer job is taking longer than it should and you have somewhere that you need to be, what do you do?

 5. What is one safety violation that you see happening often?

6. What can be done to ensure that this violation no longer happens?

7. What safety rule/procedure that is currently in place do you feel is unnecessary?

8. Are their any additional policies, procedures or rules that you think need to be put in place at your current employer to help improve safety?


 Technical Questions

If possible have a technical person with you for the interview, they can ask probing questions and get a good understanding if the person knows that they are talking about or not.

1. What types/brands/models of HVAC equipment do you have experience with ? i.e. What Air Condiditioner brands, what size units etc.

2. What types of repairs and maintenance do you have experience with? What type of repair do you specialize on?

3. What are your favorite jobs to do?

4. What are your least favorite jobs to do?

5. What Certification do you have and is it up to date?

Sample Interview 

As mentioned above you want to have the interview flow and be a mix of general, behavioral and technical questions. Start with some really easy questions, keep in mind the interviewee is going to be nervous so you want a couple that they can answer easily. This will get them talking and more comfortable. 

Feel free to use the below for your next HVAC Technician interview. If you are having a hard time finding HVAC Technicians please see our article titled “How to Hire HVAC Technicians” or Contact Us to Get the Search for ROCKSTAR HVAC Technicians started.

1. Why did you get into the trade?

2. Why are you available or looking at new opportunities?

3. What types/brands/models of HVAC Equipment do you have experience working on?

4. What types of repairs and maintenance do you have experience with? What type of repair do you specialize on?

5. Tell me about your favorite supervisor or manager that you have worked for, what made them great?

6. What do you know about our company?

7. Why do you want to work with us?

8. Why did you leave your previous employers?

9. Have you ever been terminated from a position?

10. What are your favorite jobs to do?

11. What are your least favorite jobs to do?

12. Tell me about a disagreement between you and another mechanic on the shop floor, how was it resolved?

13. You are working on a customer site and are late for the job. The reason you are late is not your fault but the customer is irate, how do you deal with them.

14. A Customer is angry about a bill, how do you deal with them?

15. What is one safety violation that you see happens often often?

16. What can be done to ensure that this violation no longer happens?15. Tell me about a time that you took ownership of a situation or took the lead on the floor without being asked to.16. A customer job is taking longer than it should and you have somewhere that you need to be, what do you do?

17. Tell me about a situation where you sacrificed safety for speed.

18. What safety rule/procedure that is currently in place do you feel is unnecessary?

19. Are their any additional policies, procedures or rules that you think need to be put in place at your current employer to help improve safety?

20. What Certifications Do you Have and are they valid/up to date?

21. Do you have a valid drivers License?

22. Do you have a clean driving record?

23. What in your previous experience and/or training makes you feel you would be a good fit for us?

24. What are your wage expectations?

25. What shifts are you available for and what is your preferred shift?

26. If selected, when are you available to start?

27. Can you supply us with references?

28. Is there anything that was not covered on your resume or in this interview that you feel we need to know?

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6 Questions To Ask On Your Next Interview – A Guide For HVAC Techs https://rockstarhvac.com/6-questions-to-ask-on-your-next-interview-a-guide-for-hvac-techs/ https://rockstarhvac.com/6-questions-to-ask-on-your-next-interview-a-guide-for-hvac-techs/#respond Thu, 14 Mar 2019 01:32:08 +0000 https://rockstarhvac.com/?p=451 Prepare for your next interview, plan ahead questions to ask to make sure it is the right job for you.

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If you are Interviewing for a new HVAC Tech Job then make sure that part of your interview prep is writing down a list of questions that you want to bring up during the interview. No one likes job hopping so you want to make sure that the next job is a good long term fit. Below we will cover 6 questions that you can ask during your interview that will help determine if this is the right job for you. 

Before you decide which questions you are going to ask it can be helpful to either write down or make a mental list of what is important for you in your next job. There is a reason you are looking for work, what is it about your last job or current job that you like and you want to make sure exists in your next job and what do you not like that you want to make sure isn’t repeated.

Be sure to know what is a deal breaker and what is a nice to have. The following 6 questions are fairly generic questions, you may want to replace them with things that are more important to your particular set of needs.

One question I do not reccomend bringing up is about pay. A first interview is not the time to bring up money, it makes you look like someone who is only in it for the money and will jump at any new opportunity down the road that pays more (this might be the case but you don’t want them to know that, a potential employer wants someone that they think is going to last.) If the employer brings up money that is fine you can discuss but don’t be the one to bring it up, there is plenty of time for that later in a 2nd interview or at the offer stage.

1. Why is this position available?

Ideally someone just got promoted internally and they now have an opening. Other good reasons would be because they are busier, expanding or just had a tech retire.

What you want to watch out for is if they just fired someone, are planning on firing someone or someone has quit. These are not necessarily deal breakers but make sure you find out why that person is moving on. If it is because they were routinely late and you are not an ‘on time’ person then this is probably not the right job for you.

Also you want to make sure this isn’t a company with a lot of staff turnover. 

2. Overtime, what is the OT Availability and is it mandatory?

You need to know what you are getting into here, the posted hours may be 7am-3pm Monday to Friday but what are they really working? If it is typical that techs work late and you have other obligations i.e. have to pick the kids up from school, you need to know this.

If you rely on Overtime to pay your bills you need to know if they are busy enough for OT and how much to expect.

3. Do you send techs for training?

The best companies are constantly sending their technicians for training to keep them up to date. You want a company that is going to provide this for you. The more training and certification you receive the more valuable a technician you will be which will impact your pay rate.

4. What is the career growth potential?

You want to know if they typically promote from within. If there is no potential growth i.e. to a foreman or manager, that is fine but you should know that. If you have no interest in being promoted, which is also fine, then don’t bother asking this.

5. What is the Travel Requirements?

This has to do with what territory are you covering. If you have a territory covering several hundred miles that means you are going to be away from home a lot more. That may be fine for you but something you need to know ahead of time.

6. Why do you like working here?You want to get an honest opinion about what it is like to work there. If you just ask why do people like working here you will get the company line, if you ask what do YOU like about working here you will get an honest opinion.

Hopefully these questions help make a better choice.

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Interview Tips For HVAC Techs https://rockstarhvac.com/interview-tips-for-hvac-techs/ https://rockstarhvac.com/interview-tips-for-hvac-techs/#respond Thu, 14 Mar 2019 01:28:41 +0000 https://rockstarhvac.com/?p=447 3 Quick Tips For How To Nail Your Interview. Interview tips tailored for HVAC Techs.

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If you have an interview coming up for an HVAC Technician Job, we can help. An interview is all about selling yourself and most people who get into the trades do so because they don’t like sales but read below for a couple of quick tips that you can use to Kick Ass At Your Next Interview.

1. Prepare For The Interview

If you try and ‘wing’the interview, you will probably do just as well as when you ‘winged’ your exams in high school. Preparation is key, you don’t have to spend hours preparing but spend a little bit of time the night before getting familiar with the company and coming up with good answers for questions that you might get asked.

  • Check out the company’s Website and Facebook Page, this will give you a good idea of who the company is so you will have a good answer for the inevitable ‘what do you know about us’ questions
  • Read our article ’28 Interview Questions To Ask A HVAC Technician’ to see what questions you might get asked, think about what you would answer for each question
  • Write down or compile a mental list of achievements or big projects that you have worked on that you can talk about, ideally ones that are closely related to the type of work the company does
  • Bring with you questions to ask, check our article on ‘6 Questions To Ask at an Interview’

2. Sell Yourself

An interview is all about sales and the product is you. No one else there is going to sell you, that is up to you. 

Be confident, highlight previous work that you have done that is similar and talk about any achievements you have accomplished along the way.

One thing to remember, they asked you in to interview, they already saw something in your resume that was impressive. They want to hire you and want you to have a good interview, you don’t need to do anything crazy just don’t screw anything up.

Make sure you keep things positive, no one wants to higher a whiner. Speak positively about your previous employers, now is not the time to talk about how much of a jerk your boss was. 

Talk about safety, outline how important it is to you. 

Lastly, when you leave make sure you let them know you are interested in the job, something along the lines of ‘Thanks for taking the time to meet with me, I am very impressed with your organization and hope that you select me to join your team.” Companies want to hire people that want to work there.


3. Interview Etiquette

 The unwritten rules of the interview can make or break things, follow the following Interview Ettiquette rules and you will be fine.

  • Dress Code – Wear dress pant,a button up shirt and dress shoes. If you have piercings remove them for the interview as some shops will consider piercings a safety issue. Dressing nicely shows that you are taking the interview seriously and you really want the job. If you are coming straight from work and don’t have time to dress nice make sure you let them know ahead of time, it is ok to show up in work attire so long as they are expecting it.
  • Arrive 15 Minutes Early – For most employers if you are going to show up late you may as well not show up at all. If you show up late for the interview that is a strong indication you will be late for work.
  • Don’t trash talk your previous employers, you do not want to come off as a complainer
  • Thank them for taking the time to meet with you
  • Follow up the interview with an e-mail thanking them for meeting you, letting them know you are very interested in the role, recapping why you are a good fit and providing references
  • Don’t Bring up Money, if they ask you can answer but don’t be the one who brings it up

I hope these tips help, if you are looking for a new opportunity and are not getting the right interviews, give us a call. We can get interviews scheduled for you quickly for your dream job.

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How to Hire Rockstar HVAC Technicians https://rockstarhvac.com/how-to-hire-rockstar-hvac-technicians/ https://rockstarhvac.com/how-to-hire-rockstar-hvac-technicians/#respond Thu, 14 Mar 2019 01:25:41 +0000 https://rockstarhvac.com/?p=444 A quick overview of the steps you need to take to successfully hire HVAC Technicians and Installers.

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Hiring HVAC Technicians is tough. For a super short cut used a good HVAC Recruiter, Rockstar HVAC and we will find you qualified HVAC Techs ASAP, if you are a do it yourself type then keep reading, I will give you the 7 step process we use to Hire HVAC Techs.


The Steps

  1. Define the Role
  2. Find the Techs
  3. Interview the Best
  4. Select the Best of The Best
  5. The Offer Stage
  6. Constant Contact
  7. On Boarding

1. Define The Role

It is very hard to find something if you don’t know what you are looking for, too many companies skip this step and it costs them time and often ends up resulting in a bad hire. 

There are lots of different kinds of HVAC Techs out there and what might be a Rockstar for someone else is not a fit for you. Sit down with your team and define what it is you need, including:

  • Certification Required
  • Additional Certification You Would Like to Have
  • Scope of the job – Installation vs. Nice to Have
  • Soft Skills Necessary – Customer Service, Organization etc.
  • Specialties Needed – What does your company do a lot of i.e. do you mostly work on Carrier Products, if so it is important that they have experience working on Carrier Products
  • Specialties that you don’t need – Don’t pay extra for a technician that has a specific type of Gas License if you don’t need that

2. Finding Technicians

Finding the Technicians to Hire is the Toughest Part of the Process, Rockstar Mechanics Can Help, give us a call at 1-833-762-5787
Finding the Technicians to Hire is the Toughest Part of the Process, Rockstar Mechanics Can Help, give us a call at 1-833-762-5787

Finding the HVAC Technicians to hire is the hardest part of the process and typically why a lot of companies enlist the help of a Recuiter like Rockstar HVAC. For an in depth guide on How to Find HVAC Techs to hire see our article on How To Find HVAC Techs. To give you a quick overview, here are the 5 main sources you can use:

  1. Posting On Job Boards
  2. Referrals
  3. Networking
  4. Trade Schools
  5. Use a Recruiting Firm

More details on how each of these can be used is found in the article mentioned above. This is the hard part and where you may need to use a professional but it can be done.


3. Interview The Best

When you complete your search to Find HVAC Technicians, sit down with all of the resumes you have and schedule interviews with the best ones. You will ideally get all of the interviews scheduled over the course of a couple of days so that you can easily compare each candidate. A lot of the applications you receive are going to be garbage, delete them, those that look like they have the best experience, invite them in for interviews. Things to keep in mind when choosing who to interview:

  • How pretty a resume is doesn’t matter, you need a Technicians who is good at repairs, their Microsoft Word formatting skills don’t matter
  • Experience and Training are the most important things to look for on a resume
  • Look out for gaps in employment and candidates that switch jobs too often

Tips for a successful interview:

  • Try to have a technical person with you – They will be able to ask more in depth technical questions and should be able to tell you if the person knows what they are talking about
  • Use the same set of questions for every interview so that you are grading each candidate on the same answers
  • For a good set of Questions to ask a HVAC Tech Mechanic see our article ’28 Interview Questions to Ask a HVAC Technician’
  • Save the answer sheet to compare against the next round of interviews, if your hire this time worked out well you will want to be able to go back and see what their answers were
  • Sell the Job – HVAC Techs are in High Demand, make sure you give them reasons to choose your company over somewhere else. Be honest with this, tell them why you like working there.
  • Give them a tour of the shop or show them the service trucks so they can start visualizing themselves in the job
  • Ask them to send you references via e-mail

4. Select the Best of the Best

While finding the technicians may be the toughest part, this is the most important part, make sure you select the right candidate. When comparing the candidates you met with make sure you refer back to Step 1 – Define the Job and ask ‘Does this Technician Fit What we Need.’ 

Wants and needs are different things, way too often people hire the Technicians they like the best. The ‘like’ factor is a real thing but it shouldn’t be. Just because you have the same interests as a candidate and really hit it off does not mean they will be a good employee, that just means they might be a good friend and I have a bunch of friends who I love but would never hire. 

Evaluate each as a potential employee not as a person you want to spend more time with. 

Speed is another issue that comes up a lot, while selection is an important step it is also one that needs to be done quickly. Good technicians do not stay on the market for long, you have to move quick before your competitor does. 

But I only interviewed one Technician, I need more to compare them to! This is something that I hear all the time and it can be a killer. With the mass shortage of HVAC Techs out there it is likely that you might only get 1 or 2 to interview. 

If this happens compare them to the staff you already have, if they compare favorably or similarly to them they will probably make a good hire? One trick that works well is have your own internal mechanics answer your interview questions, how do their answers compare to the person you just interviewed? 

If all else fails compare the candidate against the job description, if they tick the boxes, make them an offer.


5. The Offer Stage

This is the most delicate part of the process, you need to make sure your offer is good enough to get accepted but not so rich that it puts your company in financial trouble. Things to consider when making an offer:

  • What do your other techs earn? 
  • What are the Average Pay Rates in your Area
  • What is the Candidate Earning Now?
  • What is your cost/profit margin?

When making an offer it should be higher than what the technician is earning now but not so high that it hurts your company or causes issues with other technicians. You can tell them all you want not to talk about pay, it will come out and when it does it shouldn’t cause a rift.

Do not try to low ball a candidate to get the negotiating started, most don’t like playing games, give them your best offer that you feel is fair and let them know that it is a take it or leave it offer. 

A recruiter (head hunter) can really help here as they should have a good relationship with the tech and will know at what rate they will accept and at what rate they walk. 


6. Constant Contact

This is the part that most of us suck at but it is essential in making sure the person actually starts. If you do all the work above and don’t stay in contact you are asking them not to start. 

Give them a day or 2 to think about the offer and then follow up asking if they have any questions. Once you get acceptance of the offer stay in contact with them until they start. Try to call once a week (less if the start date is a couple of months away.) This shows them that you care and that you are excited to have them on board. 

Do not call them just to say ‘you are still starting right?’ you do not want to look desperate. Have a question or two to ask and make sure they have all the info they need to start i.e. start time, what to bring on their first day etc. Questions you can ask to keep them on board:

  • How did it go handing in notice?
  • When would you like to move your tools into the shop?
  • What is your uniform size so that we can have it ready for you when you start?
  • Do you have any upcoming trips or appointments that you need booked off ahead of time?
  • If they are relocating – how did it go with the move? did you find a new place ok?
  • Do you have any questions prior to when you start?

If you don’t like the phone this can also be done via e-mail or text so long as the technician is responsive to e-mail. 

This is another area that a good recruiter can really help with. They know they have a commission coming if that mechanic starts so the good ones are usually pretty good at protecting that. 


7. On Boarding

First days are important, don’t screw them up. Make sure the technician knows where to go, who to report to and everything is ready for their first day. Before your technician accepted your offer they probably turned down a couple of others. If their first day, week or month doesn’t go great they may just pick up the phone and see if those other offers are still available (they will be.) All your hard work goes out the window if you don’t treat your techs right.


I hope this guide helps, if you are in the need of HVAC Techs ASAP, give us a call (833-762-5787) and we will get a search started for you immediately.

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