Careful Hiring and Training – A Good Investment
By Steven Buckley
Earlier this year, a mid-sized pest management firm on the East Coast was considering a candidate for a new technician position. They believed they had found their man: He interviewed well, had considerable experience and his references checked out. The last step was a background check. It came up clean, and the candidate accepted the job offer.
Just one month later, the firm had to terminate the technician’s employment after he was found to be responsible for serious damage to a customer’s home — and possibly for theft of personal belongings from the customer’s home. The customer sued the firm for these alleged losses.
What went wrong? The background check conducted by the firm was limited to just the one county where the man said he lived. A more extensive background check would have found he lived in other counties, where he had been arrested for vandalism and robbery.
This is just one example we have found where pest management professionals (PMPs) have lost time, money and had significant insurance claims all because of hiring and/or training practices that fell short.
When it comes to background checks, make sure you do extensive checks that go beyond just the applicant’s current area of residence. Hire a competent company to do the background check, and make sure it includes checking employment references, educational references, character references, and criminal and civil liability, as well as bankruptcy. If you need help finding a firm to conduct the background check, your state’s pest management association can usually help.
The ability to pass a drug screening and a good driving record are also important considerations when considering applications from potential candidates. I recommend going even further, with random drug tests and training for your staff in defensive driving skills.
If you’re considering defensive driving training, don’t be deterred because of the time and expense of driving classes. There are Web-based traffic safety management programs for individuals and fleets that help reduce moving violations, traffic collisions, injuries and liability exposure. Not only do many of these programs offer free pilot programs, but you can calculate your return on investment.
More and more, PMPs also recognize the need for technicians to have good communications skills. Employment references can tell you a lot about a candidate’s skills, but consider providing training in communications and customer relations skills.
Of course, make sure your technicians have all the required certifications and training in the use of pesticides and pest management procedures.
Many of the claims that we see involve human error and questionable decision-making. And let’s face it, when workers are injured or terminated because of poor performance or mistakes, it has a direct impact on your bottom line. It costs you money to train and hire new people, or to pay overtime to cover the lost hours.
Hiring new employees is an investment, and if you do a good job hiring and then training them, you can reduce turnover, save money and prevent accidents, all of which will cut down on claims from customers.
Steven Buckley is president of Brownyard Claims Management, a loss-prevention and full-service claims subsidiary of Brownyard Group (www.brownyard.com), a leading provider of insurance programs for the professional pest management industry. |