How to Hire Field Service Technicians: Find & Keep Great People
Good technicians are the difference between a thriving operation and constant headaches. Here's how to find, hire, and keep them.
Every field service owner knows the struggle: you need more help to grow, but bad hires cost more than having no help at all. A wrong hire means wasted training, unhappy customers, and starting over.
This guide covers the complete hiring process, from sourcing candidates to structuring pay that keeps good people around.
Where to Find Candidates
1. Employee Referrals (Best Source)
Your current employees know people like themselves. Offer a referral bonus ($200-500) paid after the new hire completes 90 days.
Why it works: Employees won't refer flaky people because it reflects on them. Referral hires have 25% higher retention rates than other sources.
2. Indeed and Craigslist
High volume, but requires more screening. Post specific job descriptions that filter out casual applicants:
Effective Job Post Elements:
- • Specific title: "Lawn Care Technician" not "General Laborer"
- • Clear requirements: Valid driver's license, reliable transportation
- • Physical demands: "Lift 50 lbs, work outdoors in all weather"
- • Pay range: Being transparent attracts serious applicants
- • Screening question: "Describe your experience with outdoor work"
3. Trade Schools and Community Colleges
Contact landscaping, horticulture, or vocational programs. Students need jobs, and you get workers with baseline training. Offer internships that convert to full-time.
4. Facebook Jobs and Local Groups
Post in community job boards and industry-specific groups. Many blue-collar workers find jobs through Facebook rather than traditional job sites.
5. Recruiting from Other Industries
Look for transferable skills. Good candidates often come from:
- • Restaurant workers (service mindset, fast pace)
- • Retail employees (customer interaction)
- • Warehouse workers (physical endurance)
- • Military veterans (reliability, discipline)
- • Construction workers (outdoor work experience)
The Hiring Process
Phone Screen (10 minutes)
Don't invite everyone to interview. A quick call filters out obvious mismatches:
Phone Screen Questions:
- • "Tell me about your last outdoor or physical job."
- • "This role starts at [time]. Does that work for you?"
- • "Do you have reliable transportation?"
- • "Are you comfortable working in heat/cold/rain?"
- • "What are your pay expectations?"
In-Person Interview
Keep it conversational but structured. Ask behavioral questions that reveal work ethic:
Key Questions:
"Tell me about a time you had to work through difficult conditions."
Reveals: Grit, attitude toward challenges
"How did you handle a disagreement with a coworker or boss?"
Reveals: Professionalism, communication
"What does being on time mean to you?"
Reveals: Reliability standards
"Why are you looking for a new job?"
Reveals: Red flags, motivations
Working Interview (Paid)
Before making a final offer, have candidates work a half or full day with a crew. Pay them for the time. This reveals:
- • Physical capability for the work
- • How they take direction
- • Interaction with existing team
- • Attitude when work gets hard
- • Basic skill level
Compensation That Works
Pay Market Rate (Minimum)
Check Indeed and local competitors for prevailing wages. Underpaying guarantees turnover. Current market rates (2026):
Performance Bonuses
Tie part of compensation to metrics you care about:
- • Attendance bonus: $100/month for zero unexcused absences
- • Quality bonus: $50/month for zero customer complaints
- • Efficiency bonus: Percentage of revenue over daily target
- • Season completion: $500 bonus for full-season employees
Benefits Matter More Than You Think
For retention, benefits often matter more than a dollar or two per hour:
- • Weekly pay (not bi-weekly)
- • Consistent hours/schedule
- • Paid time off (even 5 days makes a difference)
- • Health insurance contribution
- • End-of-year bonus
- • Training and advancement opportunities
Onboarding That Sets Up Success
First Day
- • Complete paperwork (W-4, I-9, direct deposit)
- • Issue uniform/gear
- • Safety training (PPE, equipment operation)
- • Tour of shop/equipment
- • Introduction to team
- • Set expectations: hours, pay schedule, policies
First Two Weeks
Pair new hires with your best technician, not just any available person. They learn habits from whoever trains them.
Training Checklist:
- ☐ Equipment operation (each piece they'll use)
- ☐ Service standards (your quality expectations)
- ☐ Customer interaction protocols
- ☐ Safety procedures
- ☐ End-of-day routines
- ☐ How to report issues or ask questions
30-60-90 Day Check-ins
Scheduled conversations to address concerns early:
- • 30 days: "How's it going? What questions do you have?"
- • 60 days: "What's working? What could be better?"
- • 90 days: Performance review, discuss path forward
Retention: Keeping Good People
Turnover is expensive. Replacing a technician costs $3,000-5,000 in recruiting, training, and lost productivity. Retention is cheaper than replacement.
Retention Strategies:
- • Clear advancement path: Show how to go from technician to lead to manager
- • Regular raises: Annual increases, even small ones, show appreciation
- • Recognition: Public acknowledgment of good work
- • Respect: Treat crews as professionals, not replaceable labor
- • Fix problems: Address equipment issues and customer conflicts quickly
The companies with lowest turnover share one trait: they treat field technicians as the valuable professionals they are, not as a cost to minimize.
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