The Simple Hiring System That Saved My Butt When Two Techs Quit Overnight!
Build your own bullpen of pre-screened, quality applicants so you can hire fast without desperate decisions. This simple system keeps your team strong year-round.
KickSTART: Recruit a “bullpen” of pre-screened, pre-tested technician candidates just waiting to be called in to save the day!
At the end of the day ALL of us (me too) are in business to make a profit.💲 And the more profit the better! 💸💰💵
I LOVED it 🎉🎊🪇😎 when my business was booming, the phone wouldn’t stop ringing, the schedule was packed, and my trained team was smoothly running on all 8 cylinders! WOO-HOO!
You too? If so, CONGRATULATIONS! 😁
Then out of nowhere…
BAM! 😨 Two techs walk off the job with zero notice. Suddenly, you personally are pulling 18-hour days and yelling, “Just get me some warm bodies in here!” 😡
And we both know how what I call “Desperation Hiring” turns out. Spoiler alert: TERRIBLE! ☠️ Every. Single. Time.
I had one concept drilled into me early on: Hire slow, fire fast. Great advice… but basically impossible when you simply don’t have time to truly vet new techs.
That’s why the real solution isn’t to scramble later—it’s to prepare NOW! Want to bring in great people immediately when things get tight with ZERO notice? Here’s the play:
Keep a list of quality, pre-screened, pre-tested applicants who are eagerly waiting to be called in.
Yep—your own bullpen of “techs-in-waiting!” Here’s how I kept my own Business Bullpen stocked with eager “techs-in-waiting”:
1. Always Be Recruiting
Even when I was fully staffed, I would always be watching. If I saw an employee excelling in their job (it didn’t matter what the industry was), I’d hand them my business card and say something simple like:
“I’ve been impressed by your work ethic. I might have a really great, local career opportunity for you. Here’s my personal cell. (I’d write the number on the back.) If you’re interested, give me a call on your next break.”
Not everyone called—but the good ones usually did.
2. Give Them a Real, Honest Job Description
No fluff, no sugar coating. I would explain what we did, the real hours, typical working conditions, the base pay, the benefits and potential bonuses, and our advancement opportunities.
Be honest here- after all, they’ll eventually learn the truth anyway and if you’ve lied- they’ll quit and you get to replay this whole scenario again!
IF my “Career Candidate” was still interested and/or intrigued by this position I would move them to Step #3.
🤔 Question: “Steve, did you really use the term ‘Career Candidate’ for a lowly tech job?” WHOA! 🚫 There’s a whole lot to unpack with this question!
First, our techs were far from “lowly”! Instead, we HONORED our technicians. No one worked harder or contributed more to our residential services company’s profitability/ longevity than our in-home production people! 👍👍
And second, words are powerful. So, we optimistically used the title “Career Candidate” to reflect the rosy future potentially ahead for our job applicants. HINT: We used this positive phrasing even though honestly if I got three years out of a tech, I was happy! 😉
3. Bring Them in for an Application & Interview
This is where I pay attention to the basics:
Are they on time to the interview? HINT: Set your interview for an “odd time” as in, “Charlie, I can fit you in tomorrow right at 9:15. Will this time work for you?”
Prepared? Do they ask me questions?
Respectful? Look me in the eye? What is their “fidget factor”?
🗝️ ProTIP: Remember you aren’t under pressure with this ONGOING process. Having the luxury of time means you can be picky.
Never forget that this point in your relationship is “as good as it gets”. So if this potential Career Candidate isn’t cutting it, better for all concerned to break it off sooner rather than later. Hmmmm, this process really is like a courtship! 💍
IF the applicant checked all my mental boxes above, I would then run background and reference checks. (Do NOT shortcut these checks.) IF they passed with flying colors…
4. Test them out with a “Working Interview”
Before I made any promises, I would invite them in for what we called a “Trail Hire”. This could be a few paid hours or even a full day working with our team on their day off.
Nothing crazy intense—just a normal work day to let this Career Candidate see how we work and let their immediate supervisor observe their work habits and personality. Once again, it’s like dating before proposing. 🤵👰
And IF all parties concerned still feel good after this Working Interview? We all moved forward...
5. Keep Them “Warmed Up and Waiting”
Once someone passed every step, we’d tell them they’re officially an “Approved Career Candidate”. Our applicants loved hearing this- because we offered an above average Career Opportunity! (There’s that word “Career” again!) 😎
Then we would send a quick twice-monthly update about what’s happening in the company. This email kept our Candidates excited and connected. Some Approved Candidates would even help us with paid overflow work or a part-time gig until we had a full-time slot open up. 👍
Why My “Business Bullpen” Techs-in-Waiting System Will Work for You
Remember, these Approved Career Candidates you’ve recruited will normally still have steady paychecks, so they’re not desperate.
This means you’re attracting quality applicants that are proving every day they can successfully hold a job. And that they are NOT marginal individuals jumping at the first thing they can grab.
Never forget—if you want these Approved Career Candidates to wait for your call, your offer has to be truly attractive. Competitive pay, bonuses, benefits, culture… the whole package.
People don’t leave a job (much less wait for a position to open up!) unless they believe they’re stepping into something better.
Folks, the 5-step system I’ve profiled above saved me from countless desperate hires, endless headaches, and way too many 18-hour days! Recruit your Business Bullpen now, and you’ll never scramble for techs again. 😎
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