W EEKLY EDITION AUG 23, 2017
How to Attract More Technicians
By Jane Clark, Vice President of Member Services for NationaLease, as published by FleetOwner on
fleetowner.com
The people shortage in the trucking industry is no surprise to anyone. In part, it is the result of a national
shor tage of skilled labor and the lack of programs to attract job seekers to our industry as drivers and
technicians.
The lack of skilled technicians is resulting in increased downtime and inefficiencies. It also leads to
dissatisfaction among your current st aff as they are tasked with doing more work.
There are several ways to deal with the problem and Paul Nowicki, director of sales and operations, and
Arthur Lon, senior account manager, at TransTech, shared their thoughts on the subject of hiring and
retai ning technicians at a recent NationaLease meeting.
• Invest in an internal recruiting team
• Offer better wages and benefits to cut down on turnover
• Partner with someone who has a training and development program, or create your own
• Work with an external staf fing company
Regardless of which option you choose, there are things you can do to improve your hiring process.
Reduce the amount of time it takes you to respond to candidates. In your recruiting efforts focus on what
jobseekers are looking for. According to Nowicki and Lon, that includes a career path and set
performance based wage increases and a competitive benefits package. Also make the needed
investments in technology that allow you to streamline the application process.
Another tip is to make sure you have a social media
presence on Facebook, LinkedIn, Glassdoor, Twitter and
Instagram. And make sure you update your social sites
regularly.
Spend some time writing a job description that actually will
attract people. In eva luating the job description ask
yourself if you would apply for the job after reading the
description. If the answer is no, rewrite it.
Employees today are placing a great deal of emphasis on
training and development. Make sure you share
development plans and training opportunities with
potential employees. With a plan in hand, not only will you
attract more qualified candidates, but you will also retain
more of the ones you do hire.
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