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Human Capital Planning
Before we start the pest control hiring process, evaluate whether your business has the bandwidth for a new hire looking to be skilled in how to be a pest control technician or if we need someone with many years of prior experience who can jump right in.
A pest control technician must have quality are:
- Passionate about assisting society
- Able to bodily move around indoor and outdoor spaces
- Contented around rodents and insects
- Can safely evaluate where to spray the proper amount and kind of pesticide
- Can anticipate infestations and endorse best practices to customers
When looking through pest control resumes, we see if the applicant has previous experience in the field and has a license from the relevant department. Related education and/or customer service experience are additional pest control hiring. A valid driver’s license, a clean criminal record, and no gaps in employment show reliability. References from earlier employers can prove the potential employee’s work ethic, communication style, and history of customer satisfaction.
When we conduct phone screening, our overall aim should just be to ask about their work and experience in the industry. Screening questions are like:
- “What kind of experience do you have?”
- “Are you licensed to work in pest control?”
- “What jobs have you done in the past?”
- “Why do you think you’re a good fit for pest control?”
- “What would you bring to our pest control business?”
If they perform satisfactorily in a phone interview, then we schedule an in-person interview.
Conduct an In-person, Onsite Interview
To discover probable inconsistencies, it’s ok to ask some of your original pre-screen questions. With that said, you should have even more in-depth questions to ask them in person. Questions for candidate in-person:
- “Why do you want to leave your current job?”
- “What types of chemicals (or gear) have you worked with and for how long?”
- “What would you bring to our business?”
- “Did you ever have a situation where a customer was wrong or upset you – how did you handle it?”
- “What makes you different from the other people applying for this job?”
- “Could you give some references?” like contacts of managers or supervisors.
We look for whether the candidates are punctual for the interview, the person must have a good professional and personal attitude. As we can sense their responsible behaviour.
Knowledge Transfer & Onboarding
Onboarding an employee into the industry can be time-consuming, expensive and sometimes inconsistent. A good onboarding process can drive the competence of a pest control company and safeguards a technician who knows how to stay safe in the field. It will also increase their knowledge-based learning with practical skills developed in the field.
Usually, there are sets the standard for the level of knowledge and practical experience recruits need to gain on their journey to becoming a qualified pest professional. A series of knowledge transfer and practical valuations are included as part of the agenda to ensure that the learner accomplishes competency in the knowledge, skills and behaviours required of a pest professional.
Training your workforce in proper pest management practices is crucial to realizing success. Employees need to understand the approaches outlined in your pest management plan and their detailed roles. They should also understand why a plan is important, and the risks that pests pose.
During the training, your employees will learn about detailed pests that pose a problem in business. During the training, mention each pest that is a concern. Include information on their appearance, the threat they pose, and signs of an infestation.
Compensation & Benefits
Great pest control employees are hard to come by, so it’s not surprising that your competitors would try to steal yours. Every time you lose one of your star employees to a competitor, you’re not just losing a prized employee but also your desired skillset and experience.
- Build a reputation for producing quality work.
- Reward your team’s devotion with annual pay raises and bonuses.
- Give them perks.
- Cultivate a healthy company culture.
- Give your technicians a career development opportunity.
Skill Gap Analysis
Techniques & Technology
We document every detail of our IPM strategy and provide services to allow easy review of our work. Our highly-trained pest control operator/technicians can provide you with detailed reports of our personalized services including:
- The date and time of service
- Materials and techniques used
- High-risk areas of infestations
- Recommended IPM strategies
- On-going pest activity monitoring
- Using only BIS Certified Products
- Execute the latest products and methods
Quality Control Model
Our mission is to provide and develop competent, trained and professional staff who function effectively in a wide variety of specialized activities. To achieve this end and to ensure viability we shall continue to demonstrate quality, efficiency, and value for money throughout the provision of service whilst adhering to all legislative criteria within our industry.
Our quality system will be subject to continuous monitoring and review to ensure that we continue to maintain our high standards. We care about ‘you’ the client, the most important person to our company, valuing your property and possessions whilst striving to guarantee complete job satisfaction. Byebugs a division of BR Cleaning Solutions has achieved certification to ISO 9001: 2015, thus demonstrating our continued commitment to service and quality.