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Posted

Yes, you should do a background check. Get references, even friends and family. I can't speak for all states, but your insurance company can run the driver's licence to check for a valid licence and to check for recent violations.

 

There are online services too that you can subscribe to to get information. You can even google people, or check Facebook and other social media sites.

 

As far as calling friends and family, people assume that these people will talk good about the candidate. That's ok, you can get a lot of information from friends and family and also, these are the people closest to the person you are considering to hire. So, you can get a good idea of the type of person he or she is.

 

Get references such as techs they worked with, or a service advisor they worked with. You will not only get a good source for a background check, but also another future potential employee.

 

Good luck!

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Posted

We always call references, you be surprised the things you learn from people. Little things they tell you about the candidate, e.g, he is a family man, drinks, he is usually late but shows up, etc.

Posted

All of the above, and we check their social media.

 

We had a very wise young man tell his Dad that he wasn't going out and partying New Years Eve. The reason was if someone sees him out partying, or pictures are posted of him, and a customer comes in and recognizes him, what kind of confidence will that customer have in his work?

 

Social media is a very powerful thing.

Posted

I personally don't care what an employee does on his/her own time unless it affects my business. Everybody gets regular counciling on "don't get arrested don't cheat on your wife we all can't afford it"

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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