The timeline for hiring technicians depends on several factors, such as market demand, your location, and the attractiveness of your job ad. On average, it can take anywhere from 3 to 19 weeks to fill a service technician position. To speed up the process, ensure your job ads are well-optimized, competitive, and targeted to the right audience.
There could be several reasons your job ads aren’t generating the response you expect:
- Targeting: Are you posting in the right places where technicians are searching?
- Job Description: Is your ad clear, concise, and highlighting the right benefits for candidates?
- Competitiveness: Does your offer (pay, benefits, work conditions) match or exceed what other companies are offering?
- Application Process: Is your application process simple and easy for candidates to complete?
Our recruiters are experts in writing and posting high-performing job ads that attract top candidates.
Average time to hire varies based on location, experience level, and market demand. For the most common positions we’ve filled the average time to hire is:
- Service Technicians: 9 to 20 weeks
- Installer – Entry Level: 8 to 16 weeks
- Installer – Experienced: 5 to 12 weeks
- Customer Service Representative: 7 to 12 weeks
- Service Dispatcher: 5 to 11 weeks
- Service Technicians – Entry Level: 2 to 4 weeks
- Warehouse Person: 6 to 9 weeks
- Sales: 9 to 13 weeks
- Electrician: 3 to 5 weeks
- Bookkeeper: 6 to 10 weeks
- Administrative Staff: 44 – 70 days
These times estimates begin from the minute your job ad is posted to the day your candidate becomes an official employee in your company. We prioritize finding the right fit for your team over quickly filling a position.
Competitive wages vary depending on your location and the skill level of the position. We recommend researching local market rates, considering industry standards, and evaluating the experience of the candidates you’re seeking. Typically, HVAC technicians in the U.S. earn between $20 and $40 per hour, depending on their experience and certification.
You can compare your wages against industry benchmarks through salary surveys, market research, and job boards. Tools like PayScale, Glassdoor, and the U.S. Bureau of Labor Statistics can provide a baseline. Keep in mind these are just baseline metrics. We offer customized Salary Surveys that give a focus on your specific local market trends, competition, and cost of living in your area to keep you competitive in your market.
Posting wages in a job ad is increasingly important to attract qualified candidates. Candidates are more likely to apply when salary information is transparent, and in some states, it is becoming a legal requirement. Posting wages also helps filter out candidates who may not align with your budget, reducing time spent on unqualified applicants.
To stay competitive, consider including:
- Health insurance (medical, dental, vision)
- Retirement plans (401(k) with matching)
- Paid time off (vacation, sick leave)
- Training and career development opportunities
- Flexibility in Scheduling
- No On Call Time
- Additional Income Opportunities (spiffs and/or commissions)
These benefits are highly valued by today’s workforce and can help set your job apart from others. To have your Job Ads reviewed by a professional contact us. We’re happy to help you revamp your job descriptions to make sure you’re attracting the right candidates for your open roles.
There are several effective ways to find qualified HVAC technicians:
- Job boards like Indeed, ZipRecruiter, and LinkedIn
- Trade schools and apprenticeship programs
- Social media platforms and industry-specific forums
- Referral programs within your company
- Industry events like trade shows and HVAC conferences
Targeting multiple sources increases your chances of finding the right candidates. Our recruiting services include Sourcing through our networks and databases to find candidates for your open positions.
Candidate ghosting is a common issue in today’s job market. Reasons may include:
- Better offers elsewhere: Candidates might have found another job before the interview.
- Lengthy hiring process: A long or unclear process can lead to candidate frustration.
- Lack of engagement: If candidates feel disconnected or unsure about the job, they may lose interest.
To reduce ghosting, streamline your hiring process, stay in close communication with candidates, and offer clear timelines for next steps. Our recruiting services handle all communications between your company and the candidates ensuring your time isn’t wasted by being ghosted.