If you can't hire or keep good technicians, your pest control company will hit a permanent growth ceiling. No amount of sales or marketing matters if you don't have the staff to fulfill the services. In this episode of The Route, Landon Daines explains why the "candidate shortage" is a myth and shares the exact framework to attract, onboard, and retain top-tier talent.

When to Hire: The 3 Key Indicators

Don't just guess when it's time to bring on a new technician. Look at these three crucial factors:

1. Capacity: Are your current techs maxed out, working overtime, or booked weeks out? Are you turning away customers?
2. Demand: Is a busy season approaching, or do you have a surge in new sales and marketing?
3. Cash: Do you have the cash reserves to comfortably fund the new hire and support the initial growth period?

How to Write a Job Post That Converts

Treat your job post exactly like a sales ad. Your goal is to attract high-quality candidates from other blue-collar jobs (like HVAC, plumbing, or lawn care) who might not normally look for pest control work.

1. Change the Title: Do not put "Pest Control" in the job title, as it might deter great candidates. Use a broad, appealing hook like "Service Technician" instead.
2. Lead with Benefits: Put the hourly pay rate and your best perks (like a take-home vehicle or flexible schedule) directly in the headline parentheses to grab attention.
3. Remove the Friction: Do not require long tests or extensive experience to apply. Only ask for a valid driver's license so you can get as many applicants in the door as possible.

Once the applications roll in, funnel them through this quick process to find the right fit:

1. The Screening Call: Do a fast phone interview to verify they have reliable transportation, a working phone, and can pass a standard background check.

2. The In-Person Interview: Focus entirely on culture fit and values. Technical skills (like how to spray or mix chemicals) can be trained later, but work ethic and attitude cannot.

3. The Ride-Along: Bring your top candidates on a half-day ride-along to see how they operate before making the final hiring decision.

The 5-Day Onboarding Framework

Don't just stick a new hire in a truck and tell them to figure it out. Throw the "kitchen sink" at them in week one by exposing them to every type of service (general, commercial, rodent, termite), using this daily breakdown:

1. Day 1: The new hire strictly watches and shadows the trainer.

2. Day 2: The trainer performs the physical service; the new hire handles the app and service reports.

3. Day 3: The roles flip. The new hire does the physical service; the trainer handles the reports.

4. Day 4: The new hire does everything (service, reports, talking to the customer) while the trainer shadows.

5. Day 5: The new hire does everything independently; the trainer simply watches and provides feedback at the end of the day.

   
   

How to Retain Your Best Technicians

High turnover usually stems from bad culture, a lack of structure, or poor compensation models.

1. Structuring Pay: Avoid salaries or pure commission. Offer a strong hourly base paired with performance bonuses tied to specific metrics (like upsells, punctuality, or Google reviews).

2. Micro-Raises: Implement predictable pay bumps, such as a $0.25 raise every three months, so they always feel they are moving forward.

3. Clear Career Path: Show them a roadmap for growth (e.g., Technician → Trainer → Service Manager → Branch Manager) so they know they won't be stuck spraying houses forever.

4. Weekly Scorecards: Hold consistent weekly meetings to review performance metrics (service quality, reservice percentage, customer complaints) so expectations are clear and valued.

(For more daily tips, check out Landon Daines on Instagram or Pest Launch on Facebook.)