Struggling to Hire and Train New Technicians – Need Advice

[ConstructionHR]

Hey everyone,

I'm from the HR department of a mid-sized construction company, and we're facing some significant challenges in hiring and training new technicians. I'm hoping to get some advice from the community here on how to tackle these issues effectively.

We're finding it increasingly difficult to attract skilled technicians. The talent pool seems to be shrinking, and we're struggling to compete with other companies for the available talent. Does anyone have strategies or tips on how to broaden our reach and attract more candidates?

Also training new hires is another major issue. Our senior technicians are already stretched thin, and dedicating time to train newcomers is impacting our project timelines. How do you balance the need for on-the-job training with maintaining productivity? Are there any training programs or tools that have worked well for you?

We're really looking for practical solutions that can be implemented without putting too much strain on our current workforce. Any advice or shared experiences would be greatly appreciated!

Thanks in advance for your help!

 

[Robanybody]

I always took the approach of getting off my butt and visiting the few schools that still had auto shop programs and trade schools. I talked to the teachers there and got recommendations.
I also visited trade schools and did the same .
Hanging a sign out front isn't a lot of help. A youngster might study up on buzz words off the internet and lie them selves into a job they can't do.
I had every potential mechanic/technician pass a short test with electric and hydraulic schematic symbols. With that and a short quizz in Newtonian physics (Which I believe should be part of the driving written test), you can sort the wheat from the chaff. You're not really looking for twenty year old techs/mechs, you're looking for potential. A lot of equipment runs on Can/buss technology these days and is self diagnostic as far as electronics go. The relationship between those components and the prime mover's software or even some of the hydraulics can be
problematical. Being a mechanic is a lot like detective work, you need the right set of mental skills and attributes.
You might consider getting some retirees from your line of business to come back part time and tutor your new hires.
Keep in mind that war stories make up a lot of the teaching that goes on and most of them are relevant to methodology. The technical specs are difficult to retain even for the sharpest guys. That makes a case for the OEM's schools but, maybe take some of their classes yourself.
It could improve the quality of the raw material you select for your crew. Once you've got a good one, treat them well. If your fleet doesn't keep running reliably, it won't make money. Basically you can't buy a fully formed tech or mechanic off the shelf. And you won't be able to keep them on the porch without an occasional pat on the head.