How to Recruit HVAC Techs: A Practical Guide for Hiring Managers

Hiring HVAC techs these days feels harder than ever. And the talent shortage isn’t making things any easier. There’s an influx of high demand for skilled techs, but a low supply of them in the industry.

Jobs are opening up, and you’re struggling to fill them. And then you ask yourself, “Where can I find HVAC techs?” “How do I recruit experienced HVAC techs?”

Next thing you know, you’re stuck either having to do the job yourself or stretching your already overloaded staff even thinner to cover the job pile-up.

In this guide, I’ll break down how to actually find qualified HVAC techs and how to go about your search.

Why it’s so hard to find HVAC techs right now

We’ve all heard the scary stories about the HVAC technician shortage going around the industry. The experienced, already established techs are becoming part of the aging workforce who are either very close to retirement or have already retired.

In addition, many qualified techs aren’t actively job hunting. They are either already employed or using referrals from family and friends to get their next opportunity. Job boards alone aren’t doing it anymore.

There is also a chance that the more experienced techs are seeking more senior positions, further shrinking your candidate pool.

Want to learn more? We covered the HVAC tech shortage in detail.

Where to find HVAC techs

Some businesses are really feeling the hiring shortage. If that’s you, it may be worth considering employing HVAC techs from other states. See our latest article where we go into this in detail. 

Employee referrals

As I mentioned, techs value what their coworkers have to say more than someone in a managerial role. They relate to each other and form a community. Your current HVAC techs could also provide some insight. Ask them for a recommendation. They know the standard of work you expect and the pace of the job.

Build some sort of referral program where you can offer incentives or bonuses for those who provide good recommendations. This will hasten the whole process.

Job platforms

These do provide a lot of volume, which is great, right?

If your job ads are detailed, then yes. Detailed job ads attract better candidates and filter out poor fits. However, the quality of candidates can sometimes be a bit mixed, and, generally, experienced candidates rarely use job boards as their “go-to”.

But if you do want to use job boards, I recommend trying to optimize your job descriptions. Really sell the role, don’t just list the duties.

An example of a strong job ad could be: 

HVAC Service Technician, mid-level experience 

Stating the experience level you require early on helps sift out only the most relevant candidates from the get-go. 

We’re looking to add an HVAC service technician to our growing team. We’re hoping to provide a long-term opportunity to build your career with a company that will value your skills and ensure professional growth. 

Highlighting that you are a business that aims to nurture and cultivate talent can not only set you apart, but also position your company as very attractive amongst candidates. 

You’ll be responsible for diagnostics, servicing, and repairing a range of residential HVAC systems. We’ll provide you with a well-organised schedule, state-of-the-art tools, and a company vehicle. 

Outline what exactly they’d be required to do. It’s a highly technical job that requires technical experience, so you’d need to go into the specifics.

We offer you a competitive salary aligned to your experience, overtime structures, healthcare benefits, PTO, and career progression opportunities. The ideal candidate would need at least 3-6 years of experience, an EPA certification, strong diagnostic and repair skills, and be able to work independently as well as within a team. 

Mentioning the benefits you offer early on is really what can give you an edge in the job market. Don’t keep them guessing; the techs with the experience and requirements have options, and you need to stand out amongst them. 

If you fit the bill and want your growth to be supported, we’d love to hear from you. 

Lastly, add a nice call-to-action that rounds up your job ad and encourages candidates to apply. 

Industry networks and supply houses

Industry connections often reveal candidates who aren’t on job boards. HVAC suppliers, distributors, and vendors tend to have the insider scoop on which companies are losing employees or laying off employees.

Social media and online communities

This offers you some real-world insight and is great for reaching passive candidates.

Follow local trade communities, like Facebook groups and Reddit forums. This will help you build an awareness of what techs are talking about, who is looking for work, and what persuades them to pick one company over the other.

Recruitment agencies

The hiring process is a lot to take on by yourself, especially when you have other tasks piling up. Or maybe you’ve tried all the other avenues, and you’ve come up empty. That’s completely understandable.

So why not leave it to the people who can take care of it for you? It gets the job done efficiently, and you’d have access to untapped networks.

The key is to pick the agency that can cater their search to your hiring needs and your industry. That’s where Darwin Recruitment really shines.

How to make the HVAC techs come to you

Job ads are like the first impression potential candidates get of you. It’s important to highlight your career progression, work-life balance opportunities, training opportunities, and be transparent about the salary you’re offering.

Job ads that highlight culture and growth perform better than those that don’t. This could persuade an HVAC tech who feels restricted in his current role to apply for your open positions because you foster growth and offer better benefits.

Remember, this is a competitive market for skilled techs, so you have to offer what others aren’t.

Why employee retention is key to finding HVAC techs

Finding HVAC techs is a challenge in itself, but keeping them is just as important. When your turnover is high, it creates a vicious cycle that requires constant, reactive recruitment. And this just adds even more pressure on your internal systems. 

Now you must be thinking, “Oh, now I have to give everyone raises to keep them”, but money isn’t the only reason techs would choose to stick around. If you provide them with opportunities for growth within your company, a decent work-life balance, strong management support when they need it, and you avoid overloading them them you’ve got their loyalty on your side. 

With retained employees, you’ve got a strong workforce and, for future purposes, referral sources. Your reputation will remain intact, making it easier in the long run for you to find HVAC techs. 

Common mistakes when trying to find HVAC techs

We all make mistakes, but it’s important to learn from them. Maybe you only relied on job boards in the past. It’s a well-known go-to, but it might be the reason you’re coming up empty.

Like I’ve mentioned, the HVAC market has become very competitive. So you need to give people a reason to choose your company and your job positions. Take a look at your competitors and consider offering a more competitive salary or a strong benefits package, such as one that includes paid leave, health insurance, overtime incentives, annual bonuses, and a company and/or tools/tool allowance. 

And don’t ignore passive candidates when looking at how to recruit HVAC techs. Many technicians aren’t actively job hunting, but that doesn’t mean they’re not open to the right opportunity. If your company can offer a supportive environment, clear growth paths, and strong leadership, you may naturally attract experienced techs who are ready for what’s next in their careers.

As tedious as it may seem, fleshing out your job descriptions can make a world of difference. Vague job descriptions appear suspicious and deter candidates because you aren’t openly willing to lay out the full scope of the job.

The hiring process generally takes a while, that much we all know. But when you take too long to get back to the candidates and to narrow down the list, it can be off-putting for a lot of techs. They have the experience and know what they’re worth. If a company leaves them hanging for a while, chances are they get a bad impression of them.

What actually works when recruiting HVAC techs

Hiring HVAC techs isn’t just about where you look anymore. It’s about understanding that the best candidates aren’t often actively applying.

The most effective approach to recruiting HVAC techs is multi-channelled: one that combines referrals, industry networks, and direct outreach. Job boards still are an option, but you can’t guarantee the quality you are looking for.

More applicants don’t translate to better hires. The focus needs to be on experience, culture-fit, and techs looking for a place to call their forever position. Good techs have options, and believe me, they know it. You have to make sure to communicate, be timely, and provide a strong offer that stands out. Hiring managers who move fast win better talent.

But why stress yourself out with this?

Let us at Darwin Recruitment take care of the hiring, while you focus on making your business an even bigger success.