How to Attract and Retain Top Maintenance Technicians
Attracting and retaining skilled maintenance technicians has become mission-critical for manufacturers. Maintenance techs are the unsung heroes who keep production lines running. When a machine breaks down at 2 AM, it's the maintenance team that saves the day. Unfortunately, there's a serious maintenance technician shortage in the industry, fueled by retiring baby boomers and a lack of incoming tradespeople. Many employers say you "almost can't hire for maintenance mechanics" these days, as more experienced techs are aging out than new ones are entering the field.
This shortage drives fierce competition for the limited pool of qualified technicians. Companies often find themselves paying more for less qualified staff just to fill gaps. In this challenging environment, how can your manufacturing company recruit maintenance technicians effectively and, just as importantly, retain maintenance talent for the long run?
The good news is there are proven strategies to stand out as an employer of choice and keep your valuable people on board. By focusing on competitive compensation, culture and career growth, and smart recruiting practices (including partnering with expert recruiters), you can build a strong maintenance team despite the talent shortage. Let's break down these strategies.
Offer Competitive Pay and Benefits (and Be Flexible if Needed)
Maintenance technicians know their worth. These are skilled tradespeople often with electrical, mechanical, and PLC knowledge. Capabilities that are in high demand. One of the surest ways to attract top maintenance techs is to offer competitive compensation and benefits. Companies that fail to offer fair pay will quickly lose candidates to competitors that value their skills. A maintenance technician's job is tough and risky. If you fail to give them fair compensation, these valuable workers will not hesitate to go to other companies who value their work more.
Review your wage rates against industry benchmarks in Indiana and consider if you can sweeten the deal: perhaps shift differentials for night shifts, retention bonuses, or extra PTO.
Beyond salary, robust benefits matter too. Healthcare, retirement plans, and wellness programs show technicians that you're invested in their well-being. Some manufacturers also offer perks like tool allowances (since maintenance folks often bring or buy their own tools), education reimbursement for further skills (like getting an HVAC certification), or even flexibility in scheduling.
Flexibility can be a game-changer in attracting talent. If you can accommodate a four-day workweek, rotating weekends, or similar arrangements, you might win over candidates who have multiple offers. Remember that in a tight market, candidates often have the luxury of choosing jobs that best fit their life. Undesirable job characteristics like rigid schedules or lack of work-life balance can severely shrink your applicant pool. On the flip side, companies that show some flexibility and understanding of work-life needs will stand out.
Also, be open-minded during the hiring process about experience and credentials. During a severe shortage, insistence on finding a "purple unicorn" candidate (for instance, 10 years' experience with all possible certifications) may leave you with an unfilled job for months. Many companies are learning to hire for potential. They bring on mechanically inclined candidates and train them up. If you find a promising junior candidate, consider hiring them and providing the training they need (perhaps under a senior mentor). You can also adjust your requirements strategically: identify which skills are must-haves and where you can provide training. By being slightly more flexible on prerequisites, you'll attract a wider range of applicants without compromising on core capabilities.
Create a Positive Work Environment and Culture Fit
Work culture and environment are often the make-or-break factors in both attracting and retaining maintenance technicians. These professionals frequently work in challenging conditions: hot factory floors, tight crawl spaces, odd hours. So any improvements in their work environment can be a big draw. Ensure your facility is as worker-friendly as possible. Things like decent break areas, updated tools and equipment, proper safety protocols, and adequate staffing to avoid burnout all contribute to a positive daily experience.
A company that shows it values safety and employee well-being will attract maintenance talent more easily. Nobody wants to work somewhere maintenance is constantly reacting to crises due to poor planning or where safety is an afterthought.
Culture fit is important from the start. When hiring, communicate your company's values and team dynamic, and look for technicians who align with that. If your plant operates as a tight-knit team where technicians collaborate with engineers and operators, seek someone who thrives in a team and communicates well. If the role is more independent (like a lone night-shift maintenance tech), make sure the candidate is comfortable with autonomy and responsibility. Matching personalities and work styles to the job conditions will improve retention. The new hire will feel more at home and less likely to leave due to "culture shock." Specialized recruiters can assist here by screening candidates for cultural fit, not just technical skills, to ensure a long-term match.
Furthermore, involve your current maintenance team in the hiring process if you can. Peer interviews or job shadow components let candidates see the reality of the job and your team's chemistry. It also invests your existing techs in welcoming and training newcomers, which can create a more supportive onboarding. A strong onboarding program is part of the environment too. Make sure new maintenance hires are set up for success with proper training on your machinery and clear performance expectations. If new techs feel thrown into the deep end, they may become frustrated and start looking elsewhere. Conversely, a well-integrated new hire who bonds with the team and feels capable in their role will develop loyalty to your company.
Don't forget to recognize and respect the contributions of maintenance personnel. In some organizations, maintenance only gets noticed when something goes wrong. Change that narrative in your company. Celebrate preventive maintenance successes (for example, "because of our maintenance team, we had zero unplanned downtime this quarter"). Little gestures like appreciation lunches or highlighting a "Maintenance Tech of the Month" can boost morale. Technicians who feel valued for their often behind-the-scenes work are more likely to stick around. Beyond monetary compensation, workers need to feel valued through recognition for their contributions.
Partner with Schools, Training Programs, and Your Community
Long-term, one of the best ways to tackle the maintenance tech shortage is to build a pipeline of new talent. That means forging connections with local high schools, trade schools, community colleges, and even military transition programs. Many young people simply aren't aware of the lucrative and stable careers in industrial maintenance. By partnering with schools, you can offer plant tours, internships, or co-op programs that introduce students to maintenance work. Some Indiana manufacturers sponsor high school programs (like robotics clubs or shop classes) or offer scholarships for trades education. These investments can pay off by guiding more students into maintenance technician roles.
Additionally, consider establishing an apprenticeship or trainee program within your company. You often "have to grow and train them within" when hiring maintenance roles, given the lack of experienced candidates available. An apprenticeship allows you to take a mechanically inclined individual (for example, someone with a year of technical schooling or a basic industrial maintenance certificate) and give them on-the-job training alongside seasoned mentors. Not only does this help fill your junior-level needs, it also tends to breed loyalty. Apprentices often stay on with the company that invested in them.
Collaborating with technical colleges or vocational programs can also be a direct pipeline. Join advisory boards of local tech schools to help shape curriculum to industry needs. Offer to be a guest speaker or provide equipment for training labs. When students see an employer actively interested in them, your company will be first on their list upon graduation. Even hosting a simple "Maintenance Career Day" at your facility can spark interest. Let people see the high-tech side of modern maintenance (like predictive maintenance systems, PLC programming, etc.), which can dispel the notion that maintenance is a dirty or dead-end job. In fact, today's maintenance techs often work with advanced computer-based tools, and highlighting this can attract tech-savvy youth who might not have considered an industrial career.
Finally, don't overlook community hiring channels. Employee referral programs can be powerful. Your current technicians likely know others in the trade. Incentivize them to refer candidates with bonuses. Also, engaging with veteran organizations can yield great candidates. Military vets often have strong mechanical and electrical troubleshooting skills ideal for maintenance roles, plus experience working in team-oriented, procedural environments. By casting a wide and creative net, you increase your chances of finding those hidden-gem technicians.
Streamline Your Hiring Process and Act Fast
In a market where maintenance techs have choices, how you conduct your recruitment process can determine your success. A common mistake employers make is using a slow or cumbersome hiring process that ends up driving candidates away. If a talented maintenance technician applies and doesn't hear back for weeks, they will likely accept another offer in the meantime. It's critical to streamline and speed up your hiring steps without sacrificing quality.
Review your application and interview process for any bottlenecks. For example, overly long online applications or assessments can cause candidates to drop off. Interviews that require candidates to come in multiple times, or long waits for a decision, can result in losing top picks.
To improve, consider some tips: keep the initial application simple (just enough to judge basics), move qualified candidates to a phone screen or skills test quickly, and then bring them on-site to meet the team. If you find someone promising, don't hesitate. Some companies report hiring qualified maintenance candidates "the next day" because they know competitors will snap them up. While you should still do due diligence (background checks, etc.), much of that can be done in parallel with a conditional offer. The key is to show strong interest and momentum to the candidate. Make them feel wanted.
During the process, sell your company just as much as the candidate sells themselves. Maintenance techs will be evaluating you too. They often ask questions about work hours, how emergencies are handled, what the team atmosphere is like. Be honest but also highlight the positives (for example, stable overtime opportunities, or "we invested in new diagnostic tools so our techs have great resources"). If you demonstrate that your company is organized and technician-friendly during the hiring process, candidates will take that as a good sign for future employment. Conversely, a disorganized or impersonal hiring experience might turn them off.
Many manufacturers choose to partner with specialized recruiters to aid in this process, which can be especially effective for hard-to-fill roles like maintenance. A recruiter who specializes in manufacturing or skilled trades already has leads on candidates and can shorten the time to hire. They will also help manage scheduling and follow-ups, keeping candidates warm and informed so you don't lose them. If you find your internal HR team stretched thin or not finding the right applicants, bringing in a recruiting partner (like Hoosier Talent Solutions) can add focus and speed. Our recruiters understand the urgency of maintenance openings and will screen for both skill and cultural fit, presenting only strong candidates so you can make quick, confident hiring decisions.
Invest in Growth, Recognition, and Retention Programs
Attracting maintenance technicians is only half the battle. Once you've hired great people, retaining maintenance talent is crucial. High turnover in these roles is costly and can hurt morale. To keep your techs for the long run, you need to invest in their growth and satisfaction. One effective approach is to provide ongoing training and career development opportunities. Technicians value employers who help them sharpen and expand their skills. This could mean paying for them to earn certifications (for example, a Certified Maintenance & Reliability Technician course) or providing cross-training so they can progress, say, from general maintenance to a controls specialist role.
Studies show that 94% of employees say they are less likely to quit if the company offers learning and development opportunities. By creating clear career pathways (perhaps from Maintenance Tech I up to Senior Maintenance Tech or Maintenance Supervisor), you give your team a vision of the future with your company.
Regular feedback and performance evaluations also play a role in retention. Technicians want to know how they're doing and how they can improve. Implement a system for performance reviews that is fair and focused on development. Techs who receive regular feedback on their work tend to perform better and stay longer, because it provides direction and motivation. Use evaluations not just to critique, but to celebrate strengths and set goals (for example, learning a new piece of equipment or improving response time to certain issues). When people see progress in themselves, they feel a greater sense of purpose.
Another vital piece is recognition and appreciation, as mentioned earlier. Maintenance work can be stressful. They often get called out during crises. Acknowledge that and show gratitude. Something as simple as publicly thanking the maintenance crew after a big fix, or providing a bonus after a grueling week of equipment overhauls, reinforces that their hard work doesn't go unnoticed. Building a culture of respect between production staff and maintenance staff is also key. They should feel like equal partners in the operation, not a lower tier. If your maintenance team feels like their contributions are respected by management and peers, their job satisfaction will be high.
Retention also links back to some of the attraction factors: ensure your compensation remains competitive over time. If you brought someone in at a great rate but never give raises or cost-of-living adjustments, they might be lured away a year or two down the line. Conduct periodic salary reviews to keep up with market rates for their skill level. Additionally, maintain reasonable workloads. It's understood that maintenance can involve emergency overtime, but if technicians are constantly overworked due to understaffing or poor planning, burnout will drive them away. Hiring enough technicians (even if it feels like a surplus during calm periods) can prevent burnout during peak times. It's more cost-effective to have an extra hand on deck than to lose good people and be perpetually short-staffed.
Leverage Expert Recruiters as Strategic Partners
In both attracting and retaining maintenance technicians, remember that you don't have to do it alone. Partnering with a specialized manufacturing recruiter can amplify your efforts. Expert recruiters, like those at Hoosier Talent Solutions, know where to find maintenance talent, whether it's through industry forums, trade school alumni networks, or their own database of vetted candidates. We understand what makes maintenance technicians tick and can speak their language, which helps in persuading passive candidates to consider your opportunity. By working with a recruiter, you can gain access to candidates you might never reach with a standard job posting.
Recruiters also act as advisors on market conditions. If you're struggling with a particular role, we can provide insight (for example, "there's a shortage of HVAC-certified techs in your area; you may need to raise your salary offer" or "candidates are asking about flexible shifts more than before, can we highlight your 4-day workweek option?"). This kind of intelligence is invaluable in shaping your recruitment strategy. Essentially, an expert recruiter becomes an extension of your HR team, one that is constantly scouting for the talent you need. And when you do hire a maintenance tech through a recruiter, they often help ensure a smooth placement, checking in to make sure both you and the new hire are happy. That support can contribute to retention, as any minor issues in the early days can be mediated.
At the end of the day, keeping your machines running efficiently requires keeping your maintenance team strong and stable. Every effort you put into attracting the right people and then making your company a place they want to stay will pay dividends in uptime, productivity, and team morale. It might require some new approaches or investments: higher pay here, a training program there, maybe the cost of a recruiter's services. But those costs are small compared to the price of not having good technicians when you need them.
The Bottom Line
To attract and retain top maintenance technicians, offer them a great deal (financially and professionally), welcome them into a supportive culture, and show them a future. Be proactive and creative in finding talent, and just as proactive in keeping them engaged. Manufacturers who embrace these strategies put themselves in a much stronger position to weather the skilled labor shortage. They also create an environment where maintenance personnel feel valued and can build a career. Given how pivotal these roles are, that's a win-win for everyone.
If your company is facing challenges hiring or retaining maintenance technicians, Hoosier Talent Solutions is here to help. We bring expertise to the table, understanding both the company's perspective and the technician's. Whether you need guidance on competitive salaries or assistance sourcing qualified candidates, our specialized recruiting services can make a difference. Don't let a maintenance talent gap hold your operations back. Reach out to us to discuss how we can help you find and keep the skilled professionals who keep your business running.
