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Where to find mid-level techs?


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I'm trying to hire, and literally cannot find anybody. Ideally I'm looking for a full time parts hanger. Somebody that has little or no diag experience or isn't comfortable with electrical work, but can do the basics on their own. Where do I even try to look?  I've tried CL and Facebook to no avail. I've called both of the local community colleges with automotive programs, and it's just crickets. I don't even want to pay them flat rate, I'll more than happily pay them hourly. 

 

And PLEASE, for the love of god, I don't want to hear the lecture on 'you need to hire nothing but master techs'. That doesn't help me, nor fix my current problems. I know what I need. I just need help trying to figure out how to find it. Nobody becomes a mastertech without doing basics first anyways.

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My thought on that though - who uses Indeed to find a job?  I never have, and don't know hardly anybody in our field who does. But I suppose it's worth a look.  Same theory I have with the local Chamber of Commerce.  As a regular consumer, I've never dealt with the Chamber before, and neither has anybody I've ever asked, so whats the use?

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I have a guy starting tomorrow and he was sent to me from a staffing agency. Basically his wife got a good job here in Florida from where they were living in PA and it was by the same agency. They charge a fee but they also take care of the witholdings, medicare,ss, unemployment ins, liability, etc. They do a background check,  e-verify, drug test. Basically they own the employee for about 3 months then you have the option to take over. Let's say you dont like the tech, you just call the agency and let him go. They can then send you another canidate. 

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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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