Our proven results are changing the home services hiring game across the nation
to a home services job ad on Wizehire
by customizing a Wizehire job template
by customizing a Wizehire job template
Our innovative, award-winning hiring platform empowers you to expertly craft and share your job post to 100+ traditional and niche job boards with just one click, increasing your visibility and attracting a larger pool of qualified candidates.
People-first starts with real people supporting you. You are the expert in your business; our coaches are experts in home services and skilled trade recruiting. We’re here to help you personalize and perfect your hiring process every step of the way and grow your team with confidence.
Find great crew members faster with our research-driven screening strategies. Spark quality connections with our comprehensive interview guides that help you make fair and informed decisions. Our evaluation suite is here to help you stop the guesswork and start finding the right people with confidence.
Once you find your people, we make it easy to bring them on as official members of your team. Our step-by-step onboarding flow guides you through preparing a legally-vetted e-sign offer letter, cashing in on any tax credits you may qualify for, and more—all directly from your Wizehire account.
CEO & Founder, The Stuart Group
CEO, Lark Hospitality
Chief Operating Officer
Sales Manager, Barker Mazda
Attract top skilled trade talent with customizable job templates designed to perform. Explore a sample of our optimized home services job descriptions below.
How can I attract qualified candidates to my home services company?
To attract qualified candidates for your home services company, focus on creating job postings that stand out from your competitors. Wizehire’s best-in-class hiring solution, keeps your job posts at the top of the job boards so they don’t get buried by the competition. Highlight the unique aspects of your company, such as its inspiring culture, growth opportunities, employee benefits like paid holidays, dental, vision health insurance, and competitive pay. Utilize various recruitment channels such as online job boards, industry-specific websites, and social media platforms to reach potential candidates. Leverage your network and encourage employee referrals to tap into passive job seekers. If possible, offer referral bonuses or other incentives to encourage employees to refer potential candidates. Additionally, consider attending job fairs and other recruitment events in order to network with prospective job seekers. Lastly, focus on building relationships with potential candidates to ensure the best fit for your company and maintain an ongoing dialogue. You might also consider adding a sign on bonus.
What skills and qualifications should I look for when hiring for home service positions?
Ideally, when hiring for your open home service positions, you’d look for experienced HVAC technicians, plumbers, and electricians with relevant technical skills and years of experience in the specific service area. Depending on the role, these skills may include certifications and experience in diagnosing plumbing, electrical work, HVAC, carpentry, or general contracting. But in this tight market, you might need to look for new talent to train and upskill in-house. Hard skills are hard to come by, but it’s the soft skills that will really help you attract more talent. If you want to increase your applicant volume in this tough market, don’t make hard skills a requirement for the role. Instead, prioritize soft-skills. Candidates with excellent communication skills, customer service skills, problem-solving abilities, and attention to detail are what you really want. The hard skills can be learned. You’ll also want certain job types to have a valid driver’s license and clean driving record.
How can I streamline my home services company's recruitment process?
Streamlining your recruitment process is essential to attracting and hiring the best talent for your home services business. Understand that every role has different skillsets. A journeyman, maintenance technician, and HVAC install technician interview and requirements will be much different. To ensure efficiency and fairness, create a detailed and comprehensive hiring process that outlines the steps in the process and estimated timeline for each step. Utilize an applicant tracking system to manage applications and store candidate data. Wizehire’s powerful platform has helped over 18,000 small businesses organize the entire hiring process, from job post to offer letter. Additionally, create a set of standard questions for interviews and utilize a structured interview process to ensure consistency and fairness. Where possible, automate administrative tasks such as sending automatic emails to candidates or setting tasks to remind you of important milestones. Doing so will not only save time but will also help you keep track of your recruitment process and ensure that all your recruitment efforts are as smooth as possible.
What are some effective ways to assess a candidate's fit for our home services company?
When recruiting new talent for your home services company, it is important to consider more than just the traditional interview process. It can be helpful to evaluate a candidate’s technical skills, problem-solving abilities, and ability to handle real-world scenarios through practical assessments or simulations. This technique can not only provide valuable insights into a candidate’s capabilities but also allow you to determine if they are a good fit for the company. Additionally, incorporating knowledge-based tests or Wizehire’s DISC+ personality assessments into the recruitment process can help you identify whether or not the candidate has the skills and mindset to excel in the role. Finally, don’t forget to check references as these can further inform your hiring decision.
Is it necessary to offer training and development programs for new hires in the home services industry?
Absolutely. Training and development opportunities are essential for new hires in the home services industry, and something you want to highlight in your job posts and interviews. An effective onboarding program should provide comprehensive instruction on technical aspects of the work, safety protocols, and company policies. By offering regular training and development opportunities after onboarding, business owners and hiring managers can ensure that new home service hires are up-to-date on industry trends and have the troubleshooting skills to move up within the organization. Investing in training and development programs for new hires is an important part of building a successful, long-term team.
How can I reach a broader pool of candidates for home service positions?
To attract a diverse range of candidates, you need to figure out a way to motivate passive talent to apply. Passive talent rarely looks at job opportunities and are content in their current jobs. They will look for jobs when they are inspired by new opportunities. This can be done by utilizing a combination of recruitment strategies. Advertise job openings on online job boards and industry-specific websites. Leverage social media platforms and maintain an active presence to engage with potential candidates. Develop partnerships with trade schools, vocational programs, and local industry organizations to tap into their talent pool.
What are some effective strategies for retaining top talent in the home services industry?
Retaining top talent in the home services industry requires creating a supportive and rewarding work environment. It also requires you be upfront about expectations. If the job requires your residential HVAC service techs to be on call one weekend per month, make it clear on your job post and in person during your interviews. Service company business owners and hiring managers should seek to provide competitive compensation packages that include fair wages and attractive benefits. Additionally, it is important to provide opportunities for growth and development, such as training and mentorship programs. Furthermore, fostering a positive work culture that emphasizes collaboration, recognizes employee contributions, and promotes work-life balance should be a priority. To ensure that employees are engaged and content with their work environment, employers should engage in regular communication and proactively seek feedback from employees, and then take steps to implement changes based on that feedback.
Are background checks necessary for HVAC pros, plumbers, and electrician recruits?
Yes, conducting background checks on your new team members is important for ensuring the safety and integrity of your customers and your company. Background checks should include criminal record checks, verification of employment history, and relevant licenses or certifications. Prioritize the safety and trustworthiness of your employees who meet and engage with homeowners and clients.
Are background checks necessary for recruiting HVAC pros, plumbers, and electricians?
Absolutely. Background checks are an essential part of the recruitment process for any HVAC pro, plumber, or electrician. These checks should include a criminal record search, a review of their employment history, and verification of relevant licenses and certifications. This will help ensure your customers’ safety and trust in your business. Don’t forget to also conduct reference checks, drug tests, and even financial background checks if applicable. Investing in these steps will help you hire the best-qualified professionals and protect your customers and the reputation of your business. Wizehire partnered with Checkr, so you can run compliant background checks straight from your dashboard.
How can I create a diverse and inclusive workforce within my home services company?
Successfully creating a diverse and inclusive work environment within a home services company requires comprehensive planning and proactive implementation. To start, ensure that any recruitment practices are inclusive and provide equal opportunities to all potential candidates. Educating employees on the importance of diversity and inclusion will also be essential, and can be done through training sessions and other activities. It is also important to create an environment where all employees feel appreciated, respected, and valued. This can be done through open communication among employees and providing support to underrepresented groups through employee resource groups. Finally, hiring managers should be aware of their own biases and strive to make hiring decisions without them. By taking these steps, any HVAC, plumbing, or electrician contracting business can create and maintain a diverse and inclusive workforce. Wizehire coaches can work with you to determine if your job posts, screening questions, and interview meet equitable and inclusive standards.
What are some effective ways to promote my home services company's employer brand?
Promote your employer brand (employer value proposition – EVP) by showcasing your company’s unique attributes and culture. Highlight your commitment to customer satisfaction, quality workmanship, and employee well-being. Utilize social media platforms to share success stories, customer testimonials, and employee spotlights. Engage with local communities through sponsorships or participation in community events. Foster positive relationships with existing employees, as their satisfaction can contribute to a strong employer brand.
The number of trade workers from younger generations is getting smaller. Many do not consider skilled trades as career options and this leaves businesses struggling to find qualified employees to fill vacant positions.
The HVAC industry is experiencing rapid growth, with an increasing demand for skilled professionals. As small businesses vie for top talent against larger competitors offering higher salaries, exploring alternative strategies for attracting and retaining the best employees is crucial.