If finally getting rid of pests for your customers feels like a war, then it’s safe to say that finding great pest control technicians feels like a series of never-ending battles.
You’re not just imagining it, either. The labor pool is tight, and qualified candidates seem few and far between.
Fortunately, you can stop waiting for applications to trickle in and start actively attracting the right people. You just have to apply the same marketing savvy you use to find customers to your pest control recruitment marketing.
You already know how to market your services. Now, let’s pivot that thinking to market your jobs. Your goal is to show potential technicians why your company is a better place to build a career than the one down the street.
Your Careers Page is Your #1 Tool for Pest Control Recruitment Marketing
Think of your careers page as the ultimate sales pitch for working at your company. Too many businesses treat it as an afterthought, with a simple list of job openings and a clunky application form. That’s not going to cut it when you’re competing for top talent. Your careers page needs to be a destination that gets candidates excited about the prospect of joining your team.
A well-crafted careers page tells a story. It should clearly communicate your company’s mission, values, and what makes it a unique place to work.
Are you a family-owned business that treats employees like part of the family? Do you offer cutting-edge training and opportunities for advancement? Highlight it. Use photos and videos of your actual team at work (with their permission, of course) to create an authentic feel. Ditch the stock photos and show real people enjoying their jobs.
Five Must-Have Features for Your Careers Page
To turn your careers page from a simple listing into a recruitment engine, it needs a few key elements. Here’s a handy checklist to get you started:
- Easy Application Process: If a candidate has to spend 30 minutes filling out a complicated form, they’re likely to give up. Use a simple “Easy Apply” button that allows them to submit a resume with just a few clicks. The less friction, the more completed applications you’ll receive.
- Video Testimonials: Written testimonials are good, but videos are better. Ask a few of your star technicians to record a short, authentic video talking about why they love working for you. A genuine message from a peer is far more powerful than any paragraph you could write.
- Clear Job Descriptions (That Don’t Suck): Go beyond the standard list of duties. Your job descriptions should sell the position. Instead of just saying “performs pest control services,” try something like, “You’ll be the hero for homeowners, solving their pest problems and restoring their peace of mind.” Detail the day-to-day, the growth opportunities, and the impact they’ll have.
- “Day in the Life” Content: What’s it really like to be a technician at your company? Show them. This could be a short video following a technician on their route, a photo gallery of team events, or a blog post written by a current employee.
- Transparent Compensation and Benefits: Don’t be vague. Clearly state the salary range, benefits, and any perks you offer. Top candidates want to know what to expect.
Think Like a Marketer to Find Your People
Your ideal candidate isn’t just sitting on a job board waiting for you. They might be working for a competitor and not actively looking, or they could be in a completely different industry with the right transferable skills. To reach them, you need to go where they are.
This is where digital marketing comes into play. You can use targeted ads on social media platforms like Facebook and LinkedIn to get your job openings in front of people with the right experience and interests, even if they aren’t searching for a job.
For example, you could run an ad campaign targeted at users in your service area who have “pest control” listed as an interest or have experience in related fields like landscaping or construction.
Your existing marketing channels can also be powerful recruitment tools. Add a “We’re Hiring!” banner to your website’s homepage. Include a small section in your customer newsletter announcing open positions. You never know: your next great technician might be a happy customer who already loves your company.
Build a Reputation as the Best Place to Work
Ultimately, the most effective long-term pest control recruitment marketing strategy is to build a company culture that people genuinely want to be a part of. When your current employees are happy, they become your best recruiters. They’ll tell their friends, leave positive reviews on sites like Glassdoor, and speak highly of your company in the community.
This all starts from within. Invest in training, provide clear paths for career advancement, and recognize and reward hard work. Creating a positive and supportive work environment doesn’t just reduce turnover; it makes your company a magnet for talent.
Ready to turn your recruitment challenges into a competitive advantage? At IronChess SEO, we help pest control companies build the marketing systems that attract not just customers, but top-tier talent.
Let’s talk about how we can build a recruitment engine that keeps your team growing.
