As a repair business owner, you’d already know the importance of having a highly-skilled team to take care of your customers.
Every time a customer walks into your store, they’ll be expecting technicians who know their craft, which if they do so, will most likely instill confidence into customers.
A customer expects that your employee is skilled enough to assess the problems they’re facing and is able to recommend the appropriate repairs. You can take their feedback using your cell phone repair shop software.
Therefore, it becomes imperative that you put in the time to recruit the best option from the list of candidates you shortlist.
Hiring the right resource for your repair shop can become a challenging process. Apart from it being a costly activity, you may end up onboarding the wrong talent and waste a lot of time in the process.
On the other hand, if you hire the right candidate, you can witness returns on your investment (ROI) in the form of productivity, healthy relationships within the workplace and a positive work environment in your repair store. All this will reflect in your employee management software.
As a repair shop owner, it is pretty clear that you’d want to hire the best possible talent at the lowest possible rate. However, there are several factors that require your attention. We’ll try to cover as many as we can so you can make an informed decision.
Define what the Job/Vacancy entails
From routine tasks to extra ad hoc work, clearly know what the job entails and what an employee will face when hired. Use your repair shop software to list down the scenarios they may experience.
This step is very crucial. Having the right job description will bring you the list of candidates you’ll be satisfied with.
A shoddily-written job description will put off several potentially good candidates. Make sure that you don’t scare talent away with a lazy and unclear description. Timely inform your candidates using your employee management software to send out rejection/acceptance emails.
Similarly, the job description will also assist you in your recruiting strategy when trying to find the right employee for your shop.
Picture an Ideal Employee
Before diving straight into finding the right talent, write down what an ideal candidate should be like. Pen down the preferred characteristic attributes, the minimum work experience and the expected salary range.
The right employee will pay you back several times over with a higher-than-normal morale, positive attitude, and overcoming challenges to attain company goals.
Most importantly, you’d want an employee to be trustworthy. Meaning you can expect consistent results at predetermined standards, especially when you’re not around. You can also remotely monitor the activity of your employees via a cell phone repair shop software.
This is very important for any repair business owner. For instance, if you have to leave the shop for an emergency, you need to have a peace of mind and trust with your employees that they’ll run the store just like how you’d want it to be run.
On a separate note, also make sure that you have a plan of action if you can’t find a technician that does not land exactly on the persona you have of an ideal employee.
Another approach you can take is by developing a relationship with your candidates before you hire them. In this case, you can easily figure out if a candidate is really cut out for your vacancy.
Additionally, these approaches will help and guide you through the recruiting process whenever you have an open position. You can use your repair shop software to update any vacancies.
It is pertinent to mention here that as the qualification of a candidate increases, so does their demand for a higher payroll and fringe benefits-in some cases.
Carefully Review Applications
Again, a good application is a reflection of the job description you’d put up. Make sure to encourage candidates to also write cover letters. It’ll let all parties concerned understand how a candidate aspires to add value to your repair business.
When going about the screening process, make sure you have a list of the personality characteristics, professional experience and skill set. This way you’ll not easily deviate from the requirements even when it starts to get overwhelmingly tiring.
One of the best ways to go about it is by spending some time with your most qualified candidate and discussing real-time issues that they may be tasked to fix, if hired of course.
Ask the Right Questions!
The first interview is a very powerful factor in determining a candidate’s potential during the hiring process. Try to ask relevant questions to determine if a candidate is the right fit for your repair business.
Using a cell phone repair shop software, you can easily create an interview questionnaire to help you stay on track.
This interview questionnaire will help you in separating the desirable candidates from the average ones. However, make sure that all what you ask and judge a candidate on is what the actual job entails as well. Or else, you’re just wasting your and the candidate’s time.
Background Check & References
Make sure that you appropriately run a background check when hiring employees. Verify that all the documents and information submitted by any candidate stands true. Also including their skill sets.
Additionally, a background check must cover past employment references, educational certifications and the most important: criminal history. Some industry experts have also made a habit to check a candidate’s credit history, but this isn’t a necessity.
Another crucial aspect to take into account: hire employees who are most like you. This way you’d be able to understand how a candidate feels, where they’re comfortable and where they require assistance.
Primarily, you won’t get many surprises if you hire someone like yourself. Plus, it’d be easier for you to train them. Integrate your POS system with an employee management software to easily set up training modules.
On the contrary, there is a downside to this practice. Before extending an offer to someone like you, ask yourself this question: Does your shop need another employee just like you?
Extend a Job Offer
Let’s say you have gone through several applications and have shortlisted the candidates you like. Now, you’ll do an even more detailed inspection of them. You’ll be left with one or two candidates. And you’ve decided to hire the one that stood out.
The offer letter you extend will be against the vacancy you’ve already published. At this stage, both you and the candidate are fully aware of what they’re walking into. You, being the hiring authority, have pretty much made your mind, hence the extension of an offer letter.
Make sure that if you guys have had any verbal negotiations, at any stage of the hiring process, are met in the official offer letter. All the hiring conditions should be included, along with the salary and any benefits you may offer.
