“We hold quarterly events where employees bring friends. Many of those friends later ask about jobs because they see how much fun we have. That’s how you build a culture where people want to stay.”
Bryan Orr spoke about the importance of trust. “We won a Top Workplace award, and the number one thing our employees said about us was how they trust our leadership. People need to know you have their best interests at heart. When they do, they’ll stay and grow with you.”
Exploring Non-Traditional Labor Pools
As we discussed the recruitment challenge, we examined untapped labor pools. One such labor pool with huge potential is the military. Many veterans have the discipline and mechanical aptitude that make them ideal HVAC technicians.
Worley says, “I’d hire a Navy CB in seconds. These guys know how to get things done.”
Simpson agreed. “We’ve got a guy on our IT side who thought he wanted to be a service tech, but he’s good at information technology. We often don’t work people out; we work them into positions that suit their skill set.
“We’ve brought in people from various backgrounds, including military, manufacturing, and IT. What they need is a structured training program to transition into HVAC.”
Tom Hearn added, “We’ve had great success with home-schooled students. They tend to have strong self-discipline and work ethic, which makes them excellent apprentices.”
The Future of HVAC Careers
The HVAC industry is evolving, and so must our workforce strategies. We must embrace new technologies, refine training methods, and focus on culture. If we do, we won’t just survive the labor shortage — we’ll thrive.
One of the strongest takeaways from this discussion is that, as leaders, we are responsible for elevating the HVAC trade. When young people see HVAC as a profession that is innovative, financially rewarding, and full of opportunity, they’ll come to us. And when we invest in their growth, they’ll stay.
Let’s keep raising career standards together.
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