Topic: Can't Seem to Find Reliable Maintenance Tech

It seems that for the last two years we've had a lot of trouble hiring a good maintenance technician for a particular set of properties.

A little about myself, extensive background in operations management, one part of which is having managed staff of over 30 with various skills ranging from skilled trades to laborer. Had great crews, developed and kept good teams.

The company I work for currently owns over 1800 apartments so we are not new to hiring personnel. For some reason which I/we can't grasp we just can't seem to find a good tech for a particular hub of properties. We do all the standard of screening, references, following gut reaction of something seems wrong with this one keep looking, job description, expectations. We're just worn out. The latest tech informed me that he doesn't want to have to remember to close the pool, it's illegal to ask/require this; when I presented him with a written warning he started to try to negotiate the warning telling me he would agree to the warning if we included a clause of things he felt we should be responsible for. And yes, he was informed that the warning is not negotiable.

These types of people end up self-destructing by either getting fired or being told to find a new job, which is where we're at with him. One way or another he's going to be gone in the next month or two.

The thing is this is a cycle going on more than two years and I'd love to hear independent feedback, suggestion, ideas, current trends, any insight would be of value. Nothing would be considered too remedial, too esoteric, too strange, etc. Thanks in advance.

We've been having the same problem for the past 12 months. Each time I hire one and have to get rid of them, I have been asking myself, "What did I do wrong?" They have the experience on their resume and everything goes well for the first couple of weeks, then BAM!

This is what I've learned:
1. Don't hire anyone for less than 10% of what they are making now.
2. Pull out the HVAC parts and have them identify them 100% accurately
3. Have them describe in detail what they do to a turn starting when they open the front door. The more detailed, the better
4. Give them a list of tasks they will be expected to perform and have them sign off on it. (I put in climb a 25 foot ladder to a 2nd floor to clean out gutters as #1)
5. Look inside their vehicle when they leave for the interview to see how organized it is. This is a biggie for me! Never fails to separate the best from the rest.

Just a few. Hope it helps.

I do so feel your pain lol. It used to be that these techs would run to my boss for cover (from me) but I even changed that approach and now say if this is a problem you can talk to so-and-so but this one is scared of him ( probably because he knows it will be pointless). Love the part about the vehicle - I do now make them show me their tools. Thanks for the advice, its much appreciated. Not to put you on the spot but have you been able to find a good maintenance tech?

This is a tough one. I have found it necessary sometimes to start with someone with whom you have a natural rapport and good communication first before discussing skill sets. Then you can go from there. Sandy has a good bullet list (except for #5. Why do you care what their vehicle looks like? ALL of the talented Maintenance Techs I've worked with kept a messy work truck and a pristine vehicle for home.)

Have you ever found a great tech? How did you get that one? What qualities did this person have? Or, have you never had a great tech? If the answer is never, I think you have to ask yourself some deeper questions as to why you hired that "not so great" person and continue to do so. (Kind of like being attracted to the Bad Boys instead of someone who is "nice." Lol) And I gotta say - wonder if the ones applying and you are interviewing have ever worked longer than 6 months in a job? Do they have a strong work ethic?

How much are you paying? Start them at higher pay rate than what others are paying! Give some added benefits other companies won't. Pay for their HVAC training. Be creative. As for hiring someone who then negotiates his duties - that is what the job description is and this is why you have them sign it at the Interview. If opening and closing the pool is part of summer duties, then they should not all of a sudden decide they don't want to do it. It was in the signed-off job description. I think a lot of people in our industry say they can do a job and then flounder when it comes to actually doing it because they inflated their resumes. There really isn't an easy answer to this problem, is there?

Ah yes during the interview between Clarice and Dr. Lechter, she suggests he use that insight upon himself - good point Mindy. Well, (fortunately - or maybe in my defense lol) I have hired people that have worked out great, both for this company and others and am thinking back to what I did differently and review each step because the rate of failure is consistent and I can't keep putting everyone through this. Thank you for your advice it's much appreciated.

I did not know this site had a job board. Will give that a try. Maybe a change of venue for the posting will also help.