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DUFRESNES
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bantar Community Regular

bantar

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I've never used zip, but heard that they post to many boards.... except Monster and Indeed.   This costs extra.  You might want to check into their current practices.

We've been using Indeed for recruiting.  It works and it's pricey.   I've spent just over $2K with them this year (on both techs and GS's).   We're not actively looking at the moment, but we hired 2 Techs in January and replaced 1 apprentice tech that couldn't tighten bolts or run them in straight and his replacement is an A+ student from school, but D- at work.   That big boy could hide behind a skinny pole when there's hard work to do.   About to replace him too.    Sigh.    At least, this time, we are chasing a private lead that might pan out. 

I've not tried Monster as an employer.  They were the OG #1, but Indeed took over that spot.     And never tried Craigslist. 

On pay, I've taken the approach that I'm paying above market rates.   As they say in the Management class, after 18? billed hours, the tech is free of charge.  Don't remember the exact number, but the point is that there is a low hurdle to covering their costs.  This was from a discussion on 2 techs with 1 bay each vs 1 tech with 2 bays.

Personally, we write our ads to be attract people to want to work for us, rather than the typical I need, you must.   Our needs are in there too, but we're fishing with the best bait possible without overselling.   I wish you Good Luck!

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bantar Community Regular

bantar

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6 hours ago, DUFRESNES said:

Bantar, Would you mind sending me your ad.  I would change it to match our situation.  Please send to my email [email protected].  I would greatly appreciate it.  We have been here 53 years, not a beautiful building, but a great place to work.

Sent.   I recommend reading the other postings on Indeed.   Go on as a job applicant searching for a job and see what others are posting in your area.  They are your competition for talent.   Good Luck!!

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bantar Community Regular

bantar

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Usually, Indeed calls me shortly after making a job ad to see if they can help improve things, but this is random.   When they are on the phone, they are helpful.

Please post details of your experience with ZipRecruiter afterwards.  I've never spoken with anyone that used this service.   For instance, I heard that they had multiple tiers, and posting on Indeed was a higher paid tier.   Is it a flat fee or a pay-for-clicks model?   Good luck on the search!!!

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
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      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”

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