Finding and keeping qualified HVACR technicians has become a constant struggle—with no-shows, high turnover, and unqualified applicants draining resources and hampering growth. During ACCA Strategic Partner Recruit4Business’ recent webinar, “Stop the Hiring Madness: How to Finally Get the Right Techs on Your Team”, Vice President Oksana Vlasenko revealed proven strategies to turn this challenge into a competitive advantage.
ACCA members can access the full webinar recording here.
Highlights from “Stop the Hiring Madness: How to Finally Get the Right Techs on Your Team
Hiring an experienced tech now takes up to 5 months
The data reveals just how challenging the current hiring landscape has become. On average, contractors are spending 4-12 weeks to hire an entry-level apprentice and 9-20 weeks for an experienced service technician. This extended timeline reflects the aging workforce and the labor shortage that’s been intensifying for the last decade.
With over 30,000 candidate assessments analyzed since 2004, Vlasenko brings unique insights into what separates successful hires from costly mistakes in the HVACR industry.
The 11-step process that transforms hiring success
Rather than leaving hiring to chance, Recruit4Business has developed a systematic 11-step process that addresses each critical phase:
- Update job descriptions
- Write compelling job ads
- Prepare interview questions
- Post on multiple job boards
- Conduct thorough resume screening
- Implement personality assessments
- Start with video/phone interviews
- Include team member interviews
- Complete reference checks
- Present written job offers
- Conduct background checks and drug screening
Thinking of skipping the personality assessment? Vlasenko explained why this is one of the most important steps in hiring the right tech.
“This is the only step in this 11-step process that’s non-biased,” she explained. “Every time we’ve gone against an assessment, we’ve shot ourselves in the foot.”
Three critical hiring mistakes (and how to fix them)
Mistake #1: Poor compensation advertising – Only one in 10 candidates will apply to jobs without listed wages. Contractors who advertise wide pay ranges like “$20-45/hour” miss out on experienced technicians who assume they’ll be lowballed. The solution, Vlasenko noted, is tightening pay ranges and being specific about experience requirements for each pay level.
Mistake #2: Lack of onboarding preparation – With 30% of candidates quitting within the first 90 days and 16.5% leaving in the first week, proper onboarding is crucial. The fix involves setting up role-specific training before hiring and ensuring someone’s ready to work with new hires from day one.
Mistake #3: Emotional attachment to candidates – Likeability and industry experience don’t always equate to the right match. Getting emotionally attached to a candidate you like can cloud your vision and stop you from seeing the bigger picture. The solution is using assessments to maintain objectivity and following the complete hiring process regardless of initial impressions.
Attracting the right candidates in a competitive market
Your brand is everything when attracting quality technicians. Instead of focusing on job requirements in ads, successful contractors emphasize:
- Company culture and values
- Specific benefits (not just “competitive pay”)
- Career advancement opportunities
- Top reasons to work for your company
- Employee success stories
“Your job advertisement is a marketing piece about you as an employer,” Vlasenko explained. Frequent communication during the hiring process is also vital. Reaching out within 24-48 hours of receiving applications keeps top candidates engaged.
Interview strategies that reveal the right fit
Moving beyond generic questions, effective interviews focus on situational scenarios:
- “What do you do when a dispatcher calls with a late-day service call?”
- “How do you handle a customer upset about an unexpected repair cost?”
- “Give an example of resolving a conflict with a customer.”
These questions reveal behavioral tendencies and problem-solving approaches that predict on-the-job performance.
Confronting the turnover epidemic
HVACR service technicians currently face an 18-22% annual turnover rate—nearly double the 10-12% average across industries. Surprisingly, top reasons technicians quit have nothing to do with pay, which ranked 16th among reasons for leaving. The top four reasons for high tech turnover are:
- Toxic work culture
- Job insecurity and reorganization
- Too much change/innovation
- Lack of recognition for performance
The solution, Vlasenko said, involves regular “stay interviews” (not just exit interviews), proper management training, and creating a genuinely positive work environment where employees feel valued.
Making data-driven compensation decisions
To stay competitive, contractors should conduct salary surveys every six months, comparing their rates to similar-sized companies in their market. During busy seasons when competitors offer aggressive signing bonuses, consider spreading bonuses over 6-12 months rather than inflating base wages temporarily.
The power of personality assessments
With a 95% success rate when assessments recommend a candidate (versus 50/50 without), these tools provide crucial insights into:
- Learning styles and training needs
- Motivations and interests
- Potential personality clashes
- Technical aptitude levels
- Management potential
For existing teams, succession assessments help identify whether employees are in the right roles and who has potential for advancement.
Building a team that lasts
“Hiring the wrong employees causes more chaos than waiting to hire the right employee,” Vlasenko stressed, advocating for a “hire slow, fire fast” approach. Key retention strategies include:
- Investing in proper management training
- Conducting regular stay interviews at 30, 60, and 90 days
- Recognizing good performance publicly
- Addressing toxic behavior immediately
- Showing appreciation through both words and actions
The message was clear: in today’s competitive labor market, success comes from treating recruitment as a strategic process rather than a reactive scramble. By implementing these proven systems, contractors can build teams that stick around and help their businesses thrive.
Recruit4Business is an ACCA Strategic Partner. For more information about our Strategic Partner Program, visit our website or email ACCA’s Strategic Partnerships Manager Kenzi Vizzari at kenzi.vizzari@acca.org.
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