We have all read about the difficulty of finding people to work in our businesses. According to Kari Beeson, VP of risk management and recruitment at Transervice, job postings are up 26% over the pre-pandemic baseline. Additionally, she told the audience at a recent NationaLease meeting that diesel technicians are one of the most in-demand job postings on Indeed.

In order to find the right people today, you need to change your recruiting practices.

Start by reassessing your current hiring process. Look at the specific jobs you need to fill. Exam the training that is in place. Today’s job candidates are interested in knowing about their career path so being able to talk about training opportunities can be an advantage.

Review your compensation package including wages, benefits, and other rewards. How does your total compensation package compare to the rest of the market? Is your compensation package competitive? If it isn’t, you will not attract the best candidates. It is a good idea to look beyond just salary and health benefits to include things like tuition reimbursement, tool allowances, and paying for ASE certifications.

Use social media sites for your ads and career sites like Glassdoor, Ziprecruiter, Indeed, and others that are specifically focused on technicians like dieselmechanics.com and dieseljobs.com. Also, post on job aggregator sites—search engines that compile job postings into a single searchable online interface. The more of these sites you post, the more you will increase your likelihood of reaching more technicians, Beeson said. When using job aggregators, make sure to use keyword-sensitive words in your job ads. “Choosing the proper job keyword is essential; choose the one most likely to be searched by the desired potential candidates,” she advised.

Don’t overlook your current employees as referral sources. Consider offering a bonus if you hire someone they have referred.

One of the best places to recruit technicians is from local tech schools. Make sure you are attending career fairs and put together a video to share with students. The current crop of job seekers is very visual so having a video can help them visualize what it might be like to work for you. Have someone from your organization become a member of a school board; this lends credibility to your company and demonstrates that you believe training is important, that you care about education, and that you are interested in hiring students once they graduate from the program.

Military veterans are another good source especially those that have specific occupational specialties that align with the skills needed to be a truck technician. Another option is to grow your own technicians through an apprenticeship or mentoring program.

When recruiting, keep in mind some of the characteristics of the current candidate pool. It is comprised of digital natives, so use a variety of online options peppered with short, snappy messages. Today’s job seekers are looking for authenticity so use actual employees in your recruiting videos. This will allow candidates to see your work environment and your corporate culture.

Remember that hiring is only part of the equation; retention is also critical. Consider instituting a diesel technician of the month or year award. Also, conduct skills competitions within your own organization and consider sending the winning tech to local and national technician challenges. Acknowledge winners with plaques and monetary awards. Consider adding a diesel technician Appreciation Week during which you honor the work of your techs.

Make training available to your technicians either online or with manufacturer-led training. Your good technicians will want to continue to refine their skills and they will appreciate the investment you are making in them.

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Jane Clark focuses on managing the member services operation at NationaLease as vice president of member services. She works to strengthen member relationships, reduce member costs, and improve collaboration within the NationaLease supporting groups.