As technology has increased and developed in the HVAC (Heating, Ventilation and Air Conditioning) industry, it has become more and more important that salespeople are tech-savvy.
But how can recruiters ensure they attract and hire the cream of the crop? This article outlines strategies for recruiting salespeople with the best knowledge and experience in this specialized industry.
1. Highlight The Technology In Your Job Posting
“Technology” in HVAC is an umbrella term encompassing all the systems and processes that can control temperature, humidity and air quality inside a building.
As time has gone on, these systems and processes have become increasingly sophisticated and advanced: including the use of AI to optimize systems and predict maintenance needs, smart thermostats with the ability to adjust settings remotely, and real-time sensor monitoring from a remote computer system.
A strong HVAC salesperson will already have a solid foundation in the technology available and may be searching specifically for roles in this area. This makes it essential for job postings to be exact about the technology their company installs, repairs and maintains, so that the right recruits can apply.
2. Partner With Technical Schools
HVAC technical schools train individuals especially for this industry. They provide hands-on training to prepare students for the specialist roles of HVAC technician or installer. Partnerships between recruiters and technical schools allow early links to be forged between education and employment, bringing benefits to students, schools and businesses.
For students, they begin to see a concrete link between their learning and the professional world after it. Their learning is contextualized and they begin to see where their qualifications will take them. It gives them a goal to aim for, and networking opportunities to assist them after completing their training.
For the technical schools, direct links to the HVAC industry can support in curriculum development, keeping learning relevant and up-to-date as far as possible for students preparing for the workplace.
And for businesses and recruiters, links with technical schools provide access to a pool of skilled and knowledgeable HVAC professionals seeking meaningful work. Businesses can recruit quality hires faster than before, all while keeping recruitment costs down because external advertising for roles is greatly reduced.
3. Assess Digital Literacy During Interviews
Digital literacy is the ability to use IT (information technology) to find, evaluate, create and communicate information effectively and efficiently. It is a combination of technical and cognitive skills, both of which are vital to assess at interview to determine a candidate’s suitability for a role in the HVAC industry.
A tech-savvy candidate will stand out fairly quickly for their digital literacy skills: they need to know the technology they are selling but must also be able to use the technology that supports your business and will support their role.
Digital literacy is vital to the navigation of everyday life in the digital age, so it’s only natural for it to extend to the workplace. Practical exercises at interview can assess a candidate’s ability to apply their digital literacy to a typical workplace scenario. This adds a layer of realism to theoretical knowledge, which can also be assessed prior to interview.
Recruiters should review candidates’ online presence to get an idea of their digital literacy. A simple google search can reveal whether candidates have a sound idea of digital literacy, or demonstrate a lack of application of their theoretical knowledge.
4. Showcase Your Company’s Tech Stack
The tech stack is a vital identity marker for the company, the combination of technology used to build and run the company’s everyday operations. A functional and aesthetic digital product will make a company’s operations seamless, and attract technologically minded recruits.
Tech-savvy candidates will be keen to work with a smooth, modern system that suits your company’s projects flawlessly, so at the recruitment stage it is vital to show this off in the tech stack’s best light.
5. Look For A Passion for Innovation
New recruits should have a base of knowledge to draw on surrounding HVAC, including technologies like heat pumps, air filtration and dehumidifiers. They must also be constantly looking ahead to up-and-coming technologies such as district heating, electrostatic filtration and photocatalytic oxidation. They should blend the old and new to work out their selling style for your clients.
Tech-savvy candidates should come with the drive and determination to succeed in the challenging sales environment, keen to enhance the status quo or go even further. Have they perhaps got big ideas for the future of HVAC sales or maintenance?
Recruits with a “spark” will show creativity with their approach to problem-solving and demonstrate this even at the early stages of recruitment.
6. Offer On-Going Training On New Products
Newly-trained recruits will be up-to-date with their knowledge of existing and new technologies in the HVAC industry.
What they need from you as a recruiter is to be offered training on the specific products they will be selling. This will ensure their technical knowledge is as strong as possible for interactions with your (and soon to be their) clients.
7. Consider Candidates with Non-Traditional Backgrounds
Typically, your candidates for a role in HVAC sales are going to be those with a background in either installation and maintenance of heating, ventilation and air conditioning, or a background in another area of sales.
For the most part, these candidates will need some training on the specific technologies offered by your company but are largely ready for the role from the beginning.
Candidates without a sales background might need to be upskilled to put them on a par with career salespeople, but this does not mean they should be overlooked. A variety of past experiences can bring excellent transferable skills for working in sales.
Numerous industries build communication skills, interpersonal skills and critical thinking, all of which will assist those new to HVAC sales to succeed. It’s not just sales that relies on recruits having a firm grasp of technology.
Conclusion
In summary, there are many strategies which you could employ to attract and narrow down your ideal tech-savvy candidate for a role in HVAC sales.
HyperHired can save you time: we are an experienced recruitment partner for HVAC salesperson, we can identify ideal candidates who show promise in your industry, demonstrate the key skills you require and can demonstrate the ethos you expect from your employees.
