Remember, you can’t win if you do not fill out the questionnaire on page 13. You can also go to our Web site, www.bnp.com/thenews, and complete the questionnaire online. It’s quick and easy. Just remember that the entry deadline is Dec. 31, 1999.
In truth, I was somewhat fearful that contractors — ever-so humble (and busy) — would not take the time to record what they are doing right as an employer. It’s good to know, though, that there are some good and smart contractors (if you catch my drift).
Yes, this is the time to strut your stuff. Don’t be bashful. And as far as The News is concerned, the more entries, the merrier.
In addition to honoring deserving contractors, there’s another reason for this contest. We want to expose what the good contractors are doing to secure a friendly, secure, steady work environment, one that offers technicians the opportunities to grow. And we want to pass along these successful tips and hints to our contractor-subscribers.
Our initial question to subscriber-contractors was, “What are your business’s challenges and/or problems?” The verbatim replies included:
Hmm. No matter how you slice it, these various replies say the same thing.
“It doesn’t seem to be getting any easier,” wrote one contractor. “It seems like no matter how hard you try to keep qualified techs, they are constantly looking elsewhere for a bigger paycheck.”
And “qualified” may not be the key search word, either.
“Just because they are qualified, licensed, etc., does not in any way make them good employees,” warned Canadian reader Brian Baker of Custom Vac Ltd. (Winnipeg, MB, Canada). “I do have technicians wanting to work here but I would not hire them based solely on qualifications. We hire by attitude and other factors.
“Yes, we need technicians, but in a tight labor shortage, offering benefits to low-skilled technicians who happen to carry a qualification or license may work for my competitor, but not for me. I’ll wait and get the repair work and pick up the pieces.”
Do you have a better way? Let us know.