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Attract & Retain Star Pest Control Technicians

Here’s What You’ll Learn

The need for smarter, more dependable deliveries is one of the side effects of ecommerce's rising popularity.

With 86% consumers associating delivery to their entire shopping experience, it’s time to put the technology in place to help you leverage your deliveries as a unique selling point and get ahead of the competition. Fill out the form to learn how!

Introduction: Hire Wisely & Treat Your Team Right
Best Practices - Recruiting
  • The job description
  • Where to find great candidates
  • Screening resumes
  • Pre-interview questions
Best Practices - Interviewing & Hiring
  • What to look for
  • What not to look for
  • Phone or in-person interview
  • Background checks
Best Practices - Retaining
  • Taking care of your team


Hire Wisely &
Treat Your Team Right

Your pest control technicians are the heartbeat of your business. They are the face of your company and face-to-face with your customers each day. The experience that your customers have with your pest control technician can be the difference between a happy, lifetime customer and an angry customer who posts a negative review on online. Simply put, your pest control technicians impact your bottom line and your company’s reputation.

In this eBook, we explore best practices for recruiting and hiring and will briefly address how to increase employee retention. You will be armed with the knowledge to hire the best pest control technicians for your growing business.

Best Practices:


Does your job description look and sound like every other one out there? A great new team member starts with a great job description or ad. If your job description is mundane, you are not going to attract the best of the best candidates. Make it stand out.

Of course, you want to include a bit about your company and why it is a great place to work, but don’t stop there. Is your company the top pest control in your area? Share it in the job description. Does your company offer amazing benefits or perks? Flaunt it!

Include the skills and attributes that make a great pest control technician. Consider your current top performers. What makes them so successful? Is it their ability to learn? Their passion for customer service? Their expertise and knowledge? Use what you learn when evaluating your current team to create a job description for the perfect new team member.

Be sure that your ad reflects your company’s culture. If your ad is bland and just covers the requirements, but your company culture is fun and interactive, you will miss the mark on finding candidates that are a great fit. Consider your language and tone. Ensure that both are a reflection of what it is like to work at your company.

Finally, don’t be afraid to use a little humor in your ad if it helps tell the story of your company culture. It will help potential candidates connect with you and humanize an often-dry experience. Keep it clean, though!

You don’t have to spend a ton of money to reach good, quality candidates, but you do have to spend some.

Websites/Job Boards

There are tons of job boards promising great results, but the truth is, very few actually produce great candidates. Choose one or two that have audiences that match your requirements. is a great choice for posting pest control technician ads. With both paid and free options, you enjoy flexibility concerning budget and audience. You can place a free ad or set a budget as low as $50 for a sponsored post with a wider is a great choice for posting pest control technician ads. With both paid and free options, you enjoy flexibility concerning budget and audience. You can place a free ad or set a budget as low as $50 for a sponsored post with a wider

Social Media

Keep your company’s LinkedIn and Facebook page up-to-date and share your job postings here. It is free and your post has a good chance of being shared (re-posted) by your team members or satisfied customers.

If you or your company use other social media sites, such as Instagram, Twitter or Snapchat, you can post there, as well. Be sure to use hashtags to attract your target audience. Some hashtags to consider are: #pestcontrol #pestcontroljobs #jobsinYOURCITYHERE

Ask your team members to post the job opening to their social media pages, as well.

Employee Referrals

Current employees are often your best source for finding qualified team members. Talented people tend to associate with other talented people. Be sure to ask your existing team members for referrals. Perhaps they worked with a great pest control technician at a past job or know of an eager, friendly neighbor who would make an amazing team member.

If you don’t already have an employee referral program in place, consider adopting one. You can award referrals with gift cards or cash bonuses once the new team member has been employed for thirty or sixty days, for example.

You have resumes and referrals rolling in. Now what? The first step should be screening the resumes. Look for:

Relevant Experience

If previous pest control experience is required, look for that. If you are willing to train an otherwise good candidate, look for other roles that may be similar, including field technicians at alarm companies, lawn care companies, or other customer-facing roles.

Stable Job History

Five jobs in five years is not a badge of honor and should be a red flag. Look for at least two to three years at each role.

Communication Skills

While you don’t need a Rhodes Scholar or English professor as your next pest control technician, you do need someone who can effectively communicate. Is their resume filled with typos or misspellings? This could also point to their lack of attention to detail, another red flag for hiring.

By now, you may have whittled down the list of potential candidates from the hundreds to the dozens. Unless you have hours of free time on your hands or you are simply a glutton for punishment, you will not want to interview every one of them. So how do you assess which of the remaining candidates you should meet with?

Consider sending a pre-interview questionnaire to candidates who have passed the initial resume screen.

Ask four to seven questions designed to help you weed out those that are not a good fit.

Questions might include:

Are you authorized to work in the US for any employer?

Please briefly describe your pest control experience.

What is your desired hourly rate?

Do you have a valid driver’s license?

Share your philosophy on customer service.

Why are you a great fit for this role?

Some candidates will not bother to respond to your questionnaire. They are not your ideal candidate and do not have the necessary follow-up or follow-through skills required for a customer-facing role.

Eliminate candidates that are not authorized to work in the US, do not have a valid driver’s license (if driving is a requirement for the pest control technician’s job), or who far exceed your company’s budget for this role.

Pay attention to their answers and how well they communicate.

Best Practices:

Interviewing & Hiring

Common Sense

Look for someone who you can trust to use good judgement and who you can trust to make good decisions once they have been properly trained.


Select candidates that are friendly and positive. Your pest control technicians are the face of your company. Choose candidates with a great attitude and who you are confident will provide excellent customer service, even with difficult jobs or customers.


Getting the job done fast is admirable. Getting it done right is expected. Getting it done safely is required. Don’t hire someone who mentions cutting corners or speed in job completion. It is a liability for you and can affect customer satisfaction.

Attention to Detail

A good technician will eventually get the job done. A great technician will get the job done right the first time.

You won’t find the perfect candidate. They don’t exist. If someone meets 80% of the job requirements, meet with them to learn more about them. If you only look for the perfect candidate, you may miss out on a diamond in the rough or your next star performer.

If the resume is the key to an interview, the interview is the key to a job. Any candidates who are left after initial screening and the pre-interview questionnaire, you will want to talk to.

Depending on your schedule, your first conversation with the candidate may be on the telephone. Set up a 20-30 minute call to broadly discuss the candidate’s background and determine if they are a good fit to bring in to meet face-to-face. You can bring final candidates in for a face-to-face conversation or eliminate a phone interview and head right to the in-person interview if your schedule permits.

Take notes so that you can remember your conversations with each candidate. You may end up talking with quite a few, but you don’t want to rely on your memory to keep the candidates straight.

For an effective interview, you will want to:

Establish Rapport

Introduce yourself and let them know what to expect on the call. Make them feel comfortable to encourage them to share freely with you.

Review Job History

Start with the most recent job and proceed backwards for at least 5-10 years, if necessary. Ask what their main responsibilities were, what they liked and disliked about each job, and if asked, what their former boss would say about them. Also, be sure to ask why they left that role.

Reviewing job history is more than just learning where they worked and what they did. It is learning their motivations and work behaviors

Asking what they like and dislike about each role is a great way to identify fit. If they disliked working overtime and your role requires frequent overtime, they are probably not the best fit. If they enjoyed variety at their last job and your job requires repetitive work, that candidate may not be the best for this role.

When asking why they left each role, listen carefully. If a candidate leaves their job due to a layoff or company closing, that is out of their hands. However, if a candidate was terminated, you will want to know more. If the candidate was terminated, be a sympathetic listener and thank them for their honesty. Then try to gauge if their termination was situational or a red flag.

Candidates who tell you that they resigned due to a conflict with management or quit without having another job are sending up red flags that you may wish to explore further.

Ask Situational Questions

Situational or behavioral questions allow you a glimpse into how the candidate thinks and how they would behave in given job circumstances.

Here are a few situational questions you may wish to ask pest control technician candidates:

If you went to a scheduled appointment, and the customer offered you a bribe of $50 to treat her daughter's house "under the table," how would you handle the situation?

Tell me about the time you had a difficulty with a fellow employee or customer.

Tell me about a time you went above and beyond for a customer.

How would you approach a rodent sighting in a production facility?

Working as a pest control technician requires working on ladders, in crawl spaces and harsh weather or conditions, at times. Tell me about a time that you faced adverse working conditions and how you handled it.

Describe an effective method you have used to inspect premises for infestation sources, damage, and access to infested locations.

Provide an example when your ethics were tested.

Provide the methods you use to clean work sites after the completion of jobs.

Share an experience in which you directed other workers in a treatment or extermination process. What made you successful?

Other questions to consider:

How do you feel about sharing additional services to upsell a customer?

What three things make you a great fit for this role?

What is your philosophy on customer service?

Do you think the customer is always right?

In your experience, what is the key to ensuring your company was compliant with all laws, regulations and standards that were applicable to your area of responsibility?

Share an experience in which your diligence of inspecting equipment, structures, or materials helped you identify a problem or the cause of a problem.

Close the interview with thanks for their time and let them know what the next steps are. Allow them to ask any questions they might have about the role.

Some things to consider:

If, after going through the candidate’s job history, you know that this candidate is not right for your team, politely end the conversation and let them know you will reach out regarding the next step (even if it is sending a no-thank you letter).

Have each good candidate interview with at least one other person. Compare notes to ensure that the candidates were consistent in their answers and that your judgement isn’t clouded.

You may find a candidate that you are wowed by, but another team member might see a red flag. Discuss each candidate fairly and thoroughly.

Your pest control technicians represent you and your company. To reduce your liability, it is a good practice to perform background checks on all of your team members. These employees will be entering customer homes and driving company vehicles. A background check will eliminate any unnecessary risks that arise from a candidate’s history and will protect you and your customers.

Keep in mind, in order to stay compliant, you will need to perform background checks on all pest control technician candidates, not just a few of your choosing.

Better to spend $50 now than thousands if you are sued from a customer due to theft or worse.

Best Practices:


Once you have hired a new team member, your job is far from over. By treating your existing team right, you will save time, money, and stress in not having to go through the hiring process again to replace a team member.

What are some practical ways to take care of your team:

Pay them fairly

Provide competitive benefits

Offer additional perks

Listen to them and value their opinion

Respond to their needs and requests

Treat them with respect

Recognize them for a job well done and reward good behavior

Train them effectively and provide feedback

Have good processes and tools for them to follow and use

Focus on safety

Some final notes:

Candidate experience is incredibly important. If a candidate has a bad experience with your company during the interview process, they will share that experience with others.

Promptly send a no-thank you email to candidates who have been eliminated from the process.

Follow up in a timely manner.

Do what you say you are going to do (send more information, get back to them with an answer, etc.)

Employees are your greatest asset and most successful marketing tools. Hire wisely and treat your team right and you will continue to attract the best pest control technician candidates.

Want more information on how to collect and manage
your reviews with the help of PestPac?

Call us at 800.992.8509