Since the inception of the Industrial Revolution, our world has been one that consistently includes electronics, products, and mechanical devices. With each year that passes, manufacturing becomes more and more complex, as does the machinery required.
No matter the simplicity or intricacy of equipment and machinery though, there must be a competent mechanic to keep it working and production moving.
The second industrial revolution started the need for maintenance professionals. Historically, maintenance has been viewed as an expense, necessary but not wanted. Although some organizations may still hold this idea to be true, many companies today regard maintenance as an essential part of business operations and an area where an experienced maintenance professional can find ways to decrease costs and diminish the impact on the bottom line.
The COVID-19 pandemic has affected employment and the job market. While it has radically upended life as was previously known in almost every way, there are renewed efforts at work that are frantically working to return businesses and institutions to what was once considered to be normal as quickly as possible – or at least to what will become the ‘new normal.
2021 has seen a mix of responses as economies start to open up once again now that the distribution of the vaccine has increased. There is much to be hopeful about. The role of the maintenance mechanic will continue to be important in helping companies – big and small – to prepare for the future as they learn new technologies and utilize them to help companies stay afloat and even get ahead.
According to at least one report, the COVID-19 pandemic had little impact on the readiness of the technician labor force for fleets and service providers. However, survey respondents rated the impact on shop support supplies, such as personal protective equipment — masks and nitrile gloves, and disinfectants — as moderate concerns. So, while personnel may not be as impacted because of the pandemic, there may be a shortage of, or delay in receiving, necessary supplies to properly do one’s job.
The COVID-19 outbreak has acted as a catalyst for change and has reiterated the need to pay attention to how facilities are being managed and maintenance services are being delivered. All built environments, owned or leased offices, warehouses, retail stores, or manufacturing facilities, will require careful consideration and tailored plans.
While the exact scope of work differs depending on the size of the company, a typical maintenance mechanic is responsible for keeping machinery running and production flowing properly.
Hiring the person for the role, which includes knowledge and experience maintaining the type of mechanical equipment and machinery your company uses will make a significant difference when it comes to ensuring your company’s operations are running and production is flowing properly.
Before we get to exactly how to hire the best maintenance mechanic in [city_name] let’s review some of the details.
Maintenance mechanics may seem similar to the role of maintenance technician, but they are more specialized and focus on one singular area: machines and mechanical equipment.
People in this role also focus on the following tasks and responsibilities:
Looking for another position? View other positions we place in San Bernardino, California.
Maintenance mechanics typically need a high school diploma; a year or more of training after high school will help them significantly. Some may go through an apprenticeship program that could last several years.
Some maintenance mechanics complete a 2-year associate’s degree program in industrial maintenance. Industrial maintenance programs may include courses such as welding, mathematics, hydraulics, and pneumatics.
Community colleges often offer the types of courses and certifications needed for positions that require it.
Here are resources to help you find community colleges in California, Arizona, and your own state.
The role of a maintenance mechanic is an important one that is integral to a company. It is a great opportunity to break into a rapidly growing field that provides a tremendous opportunity for growth and development and, eventually, well-paying salaries.
The average annual salary for maintenance mechanics in California was 59k in 2019. The hourly wage averaged $28.47.
For more detailed compensation information for maintenance mechanics in San Bernardino, download our free compensation/salary report below.
Do maintenance mechanics consider San Bernardino a great place to work? Here are a few things to keep in mind when you are recruiting for maintenance mechanics in San Bernardino, California.
The city is located in the Inland Empire in Southern California. Called the “City on the Move,” San Bernardino is the 17th-largest city in California with a population of approximately 216,000.
Nicknamed San Berdoo, and The ‘Dino, the city is about 60 miles from Los Angeles.
San Bernardino is famous for a few things.
On the not so positive side, there are a few common complaints.
Not your city? View other cities where we place maintenance mechanics.
There is a quickly growing need for qualified maintenance mechanics and is projected to be so for the next 10 years. In fact, the BLS projects that this field will grow at a much faster and significant rate than average job growth, 13% versus 4% the national average growth rate for all jobs combined.
Now is a great time to enter into the profession, knowing that there is job growth potential and these positions tend to be well compensated.
The supply of candidates and demand for open positions have a direct correlation to a company’s ability to hire. Download a free Supply and Demand report for maintenance mechanics in [city_state] below.
The supply of candidates and demand for open positions have a direct correlation to a company's ability to hire. Download a free Supply and Demand report for maintenance mechanics in San Bernardino, California below.
Finding and hiring the best maintenace mechanic candidates can save you money right away and well into the future.
The costs of making a bad hire are well documented. The cost can run as much as 30% of the employee's first-year earnings according to the US Department of Labor. Bad hires can cost a whopping $240,000 in expenses related to hiring, compensation, and retention per The Undercover Recruiter. 74% of companies who admit they've hired the wrong person for a position lost an average of $14,900 for each bad hire according to CareerBuilder. These statistics support our long-held position that behavioral questions are the best way to get to know your candidates and past behavior is the best indicator of future performance.
The information below comes from the best practices Amtec uses for finding the highest quality candidates.
When defining the role you are creating, we recommend a position profile to fully evaluate the position you are hiring for. You must decide if the engineer can work remotely or must work in California. If working in San Bernardino is essential, make sure you include that in your job posting so candidates can decide how many miles they can commute.
When you are looking to source the best quality candidates for your open positions, make sure you have done the legwork to hire an "A Player". You can do this by making sure your company's perspective is aligned with the current market, you have taken into account the job responsibilities, as well as what type of characteristics you are looking for to fit your company culture. Then proceed to write a job posting to attract high-quality candidates.
Hiring qualified maintenance mechanics becomes more and more important for companies as equipment and devices become more mechanized and technical. For keeping your equipment and machinery in shape, maintaining business continuity, and meeting your commitments to customers, mechanics will be an integral part of your workforce.
For more detailed compensation information for maintenance mechanics in [city_name], download our free compensation/salary report below.
You wrote a job posting, posted the position online, and received a lot more resumes than you’d bargained for! Next comes the enormous task of sorting through those resumes to eliminate the ones that are clearly not a good fit. Now, you have a stack of resumes for candidates who have potential. So how do you go about screening the remaining candidates?
It starts on the phone! As a recruiter, the goal of your telephone screening is to learn more about your candidates. You can confirm that they have the educational qualifications and relevant experience, but you also need to determine if they would fit into your company's culture. To make this job easier, use a system to consistently evaluate results. This way you can equally and objectively compare candidates and evaluate their "soft skills", like communication and thinking process. Download Amtec's Professional Assessment Questionnaire below to help with screening candidates.
An individually customized questionnaire that helps assess a candidate's competence with written communication skills, thinking processes, and other relevant skills.
At Amtec, we believe in the power of behavoral interview questions to go beyond the experience and skills listed on the candidate's resume. Although you will want to confirm in the interview that the candidate does indeed have the experience listed on their resume, your assessment needs to go much deeper than that. An interview using behavioral questions can help you determine how well the candidate will fit with your company culture.
Download Amtec's best practices on conducting super effective interviews to find the best candidates and fill your open jobs.
Get the info you need to hire the best maintenance mechanicsFree Interview Guide