Newsletter January 2023
Recruiters for the Copier Channel® for more than 30 years, Copier Careers® has been the only recruiting firm exclusively dedicated to connecting Copier Channel employers with experienced service technicians, copier sales representatives, sales managers, service & operations managers, controllers, support staff, and MPS/MNS experts. Start your month off right with Newsletter January 2023: Copier Channel news and career advice. Search copier jobs now.
Our 2022 Year-End Q&A is out! Our recruiters discussed about what they’ve seen in the job market and hiring process over the past six months. You can read the full story here or keep reading below for their recruiting advice for candidates and employers.
Recruiting Advice for Candidates
- Communicate: We want to help you. Employers want to hire you. So, let’s talk!
- Be resume and reference ready: Make sure your resume is up to date, your work history is accurate and your references are ready. Cautious employers will check.
- No ghosting, please: You may have multiple options or offers and feel a bit overwhelmed. We can help you process and consider options. Disappearing from a conversation isn’t good for you or your potential employer.
- Advocate for yourself: Tell your recruiter and tell the employer what you need or want. Be willing to listen and negotiate. Remember you are interviewing the company just as much as the company is interviewing you.
- Do the math: Cost-of-living can be hard to grasp. Relocating from a high-tax market to a low-tax market can make the offer seem too low. We can help you work through the math to show how much more money will be in your pocket, even if the amount on the check is lower than you expected.
- Be reasonable: Consider the big picture. Your offer isn’t just pay; it’s benefits, training, car or car allowance, perks, hours, territory, flexibility, commute, etc. If you have a concern, bring it up.
PRO TIP: Good news! Your skills are in demand, but there is always a limit to what employers can offer. Think beyond compensation and consider location, opportunities to enhance your skills, work-life balance and other perks when you consider an offer.
Ready to Talk?
We recruit for any role from techs to executives and everything in between. We are dedicated to helping the industry’s best professionals find careers with top employers. Browse our job board or submit your resume today!
Recruiting Advice for Employers
- Be reasonable: Competition for qualified candidates is fierce. Your offer should be realistic in this competitive market, and don’t forget to ensure work-life balance.
- Time kills deals: Don’t leave candidates cooling their heels or they’ll go somewhere else or decide they’re not ready to leave at all. You will be much more successful if you keep in touch with candidates. Communicate hiccups in the process, such as a slow background check, and do your best to speed the hiring process.
- Keep up the pace: Don’t get complacent. Even with a signed offer letter, you can’t leave candidates in the wind. Especially if you have a gap between the offer and their first day – if you disappear on them, you risk having the deal fall apart.
- Listen to the recruiter: You may make a few hires a year, but we help close deals every week. We have seen what works and what causes offers to fall apart. We can help with every stage of your hiring process and help you identify ways to improve that process.
- Consider an older employee: Some retired people who left employment to live off their investments are considering “unretiring” because of inflation. These candidates have skills and knowledge that will benefit your company. Be open to talking with these industry pros and bringing them aboard. Remember, experience matters.
PRO TIP: Yes, you have a lot on your plate, but keeping a candidate engaged and excited about joining your company should be your top priority. You are the product, so sell the job and the company to candidates. Communicate clearly and keep your appointments. Anything less will work against you.
Want a hand?
We recruit for any role from techs to executives and everything in between. We work to find industry-experienced professionals and bring in new talent from comparable fields. We are dedicated to helping the industry’s top employers grow and evolve in every economic climate. Contact us today to learn how we can help!
In the market for a new job? Our job board features hundreds of copier jobs with top employers, updated daily. Search jobs now.
Last month we discussed recruiting resolutions for the new year. This month we published our 2022 Year-End Q&A where our recruiters discussed the state of recruiting in the business solutions industry. So we were curious to hear what your company was focusing on for their 2023 hiring goal. We had a solid turnout of 15,849 votes this month!
Your top 2023 hiring goals were for techs (43%) and sales reps (42%). This squares as these are the most numerous positions in the industry. Needs for both are closely balanced although, anecdotally, fully qualified technicians currently are much harder to find. Next came office support staff (9%) followed by managers (3%) and executives (3%).
- Techs (43%, 6,792 Votes)
- Sales Reps (42%, 6,620 Votes)
- Office Support Staff (9%, 1,393 Votes)
- Managers (3%, 522 Votes)
- Executives (3%, 522 Votes)
Total Voters: 15,849 (December 1, 2022 @ 6:33 pm – December 30, 2022 @ 4:29 pm)
Some comments from y’all:
- “Techs are probably our highest priority, though what’s not listed is Quality Hires are our top priority. Need people to stay longer than a year if we’re going to devote so many resources to training them in.”
- “Isn’t sales always the goal and the other areas just need to keep up?”
- “Techs are aging out. It may seem like an easy job but it’s repetitive and over time that breaks down body parts. An old tech will tell a new one, “Watch your weight and stay active.” It’s easy to drive and fix over and over but not get a full workout – with all the wind shield time it ages your body fast. If you don’t watch yourself and keep up on your skills and body, you will end up outdated and set-in-time for only older copiers with a limited marketability.
Best thing to do is do paid internships, if you can, with a full scout training from IT to Service Calls to the Parts run.
The mean age of copier service is Male and over 40 – more toward retirement. We will need to replace 60% of the labor force in the next decade. This takes time to build a tech as they’re not easy to come by. I would encourage companies to not to put all focus on male replacements as there are very good female techs just as good as men.”
- “We are stable and staffed for our admin and service teams. Sales reps are always an ongoing thing. Either we open a new area and need someone or someone is asked or chooses to leave and we need a replacement.”
- “Companies can care less about techs. They claim the company has been doing great but give no bonuses for service team.”
- Yes, but it’ll slow down (37%, 4,660 Votes)
- Yes, definitely (34%, 4,302 Votes)
- No, it’ll level off (23%, 2,868 Votes)
- No, they’ll return to pre-pandemic levels (6%, 717 Votes)
Total Voters: 12,547 (December 29, 2022 @ 11:26 pm – No Expiry)
Comment on Poll:
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