Hiring a new technician is the start of a long development process. The impact they make won’t be seen on day one. The true benefit comes from how you develop them and how you help them feel secure and capable enough to stand on their own two feet as a trusted part of your crew.

For HVAC and plumbing pros, where every call can be an urgent one, solid onboarding isn't just smart, it's absolutely critical to keeping things running smoothly. It’s not just about filling out paperwork, but it’s also about setting people up to succeed in the field.

Let’s go over some of the best onboarding practices in the industry and how TradeRunner helps make this process more efficient and effective.

1. Start with Hands-On Equipment Training

New hires need guidance. A quick tour and a to-do list is not guidance. Carving out one day for thorough onboarding can make all the difference. This could be:

• Mentorship
• Hands-on training with the tools and systems they will use every day

Even experienced technicians may not be familiar with your company’s setup or expectations. Redundancy is always better than being unprepared. Let them:

• Let them shadow experienced staff
• Let them use equipment under supervision
• Build confidence while avoiding costly mistakes

Stat to remember: According to research by FieldEdge, technicians who receive clear equipment training in their first month are significantly more likely to stay long term.

2. Pair Every New Hire with a Mentor

Good onboarding doesn’t stop with training videos or job manuals. A vital step that many companies miss is assigning a mentor. This person should be the new hire's go-to for:

• Questions
• Advice
• Support during their first few weeks

This mentor should be experienced, patient, and willing to help someone else grow. This support system helps the new hire adapt to your company’s expectations and culture. It also gives veteran employees a chance to grow through leadership.

3. Make Expectations Clear from Day One

If a new hire doesn’t know what success looks like, it’ll be hard for them to succeed. One of the biggest onboarding mistakes is being unclear about standards. Make sure you communicate:

• Attitude and professionalism expectations
• Work ethic and pace
• Communication style and team dynamics

Ways to do this:

• Put expectations in writing
• Walk through them in person
• Follow up at the end of the first few days and at the end of the first week

Stat to remember: A study from TalentLMS found that employees who understand expectations early are significantly more productive in their first two months.

4. Use TradeRunner to Simplify the Process

Strong onboarding works best when you start with the right people. That’s where TradeRunner helps. Instead of gambling on new hires or spending too much on recruiters, TradeRunner gives you access to a vetted pool of candidates who already:

• Match your experience requirements
• Hold relevant skills and certifications

TradeRunner also makes it easy to:

• Track performance
• Note where new hires excel
• Spot areas where more training is needed

Final Thoughts

Onboarding isn’t an easy process. It takes time, effort, and real thought. But it is also a chance to set the tone, build trust, and shape the team you want to lead.

New hires need to be able to:

• Think on their feet
• Handle equipment correctly
• Work well with both customers and coworkers

With the right training, mentorship, and communication, you can help them hit the ground running. And with a tool like TradeRunner, you can make sure you are bringing in the right people from the very beginning.

Good onboarding is not just about getting someone ready for the next job. It is about building a team that can grow with you for the long haul.