We desperately need a service technician. I waited too long, I wanted to make sure we had enough work to add a tech and 2019 rolled in with new budgets and clients like a storm.
I have employment ads up on LinkedIn, Facebook, Indeed, and Ziprecruiter, and have searched resumes from all sites. I still have more resumes to follow up on, but I simply don't have time.
So I happen to get this email (one of many) from a recruiter that insists I should talk to this tech. I talk to him, and he sounds great on the phone. He will come in for a F2F interview Monday.
1. How do I assist with relocation costs? Can I create some type of agreement that makes him commit for a certain time, maybe a year? If he quits, he has a non compete for xx amount of time? I know non competes are USUALLY invalid, but just wondering if an employer gets more rights after making an investment like this? What If I loan the relocation costs and ask him to pay back?
He is only 3 hours away, and relocation should be minimal. I think he is a single guy (I'll ask), and just needs the cash to get a new apartment.
2. Recruiter fee. Anyone have experience negotiating payment terms with a recruiter? I have already told them before I got the candidates contact info, payment was an issue. After talking to him, I advised them I was interested but he was going to need assistance relocating, and I was going to need 60-90 days at a minimum to pay them.
Yes, I am this desperate to get another service tech. We are going to loose clients if we do not get ticket times down soon. Plus I have an installer doing certain service calls, which is backing up production and cash flow.
All the joys of being a small integrator, spending my weekend scanning resumes... :)