Guide to Hiring and Onboarding Field Techs
The trades are facing a massive labor shortage. Learn how to write better job descriptions, conduct practical interviews, and get new hires productive in their first week.
The Labor Shortage is Real
Finding good help has always been hard, but in the modern service industry, it feels nearly impossible. When you finally find a technician who shows up on time, has a clean driving record, and knows what they are doing, you have to compete with five other companies trying to hire them.
To win the talent war, you have to treat hiring with the same level of strategy that you apply to winning new clients.
1. Write a Job Description that Actually Sells
Most job postings read like a hostage demand: “Must have 5 years experience, must have own tools, must work weekends.” This repels top talent.
The best technicians already have jobs. If you want them to come work for you, your job description needs to sell your company culture. Focus on what you offer:
- Consistent, reliable hours
- High-quality company vehicles and well-maintained equipment
- Software that makes their job easy (no messy paper timesheets!)
- Clear paths for raises and promotions
2. The Practical Interview
A guy might interview perfectly across a desk but struggle when he actually gets a wrench in his hand.
Always include a practical component in your interview process. If you are hiring an electrician, have a dummy panel set up in the shop and ask them to wire a breaker. If you are hiring a landscaper, have them walk you through how they would tackle a specific overgrown property. You will learn more in 10 minutes of practical demonstration than in an hour of answering standard interview questions.
3. Rapid Onboarding with Technology
The biggest risk of a new hire is the time it takes them to become profitable. If your business runs entirely on tribal knowledge and messy whiteboards, a new tech will take months to figure out your systems.
When you use job management software like Job Pilot, onboarding becomes almost instant. You hand the new tech an iPad or smartphone. They see their schedule, the client’s address, the optimized route, the required materials, and the gate code—all without having to ask you a single question.
By giving your new hires a digital “playbook,” you empower them to work independently and profitably in their very first week.