How To Hire a Great Technician With Chris Lawson of Technician Find

Chris Lawson is the Founder of Technician Find, which helps independent automotive and diesel repair shops use creative ads and social media marketing to find good techs faster. He is also a digital marketing strategist with Astute Social Media and host of the Technician Find Office Hours podcast. Chris launched Technician Find in 2017 after he was asked to give a social media presentation for ten independent repair shop owners, nine of which became clients.

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In this episode…

If you own a tire or repair shop and need to hire an experienced, qualified technician, what is your process for recruitment? Do you post an ad somewhere online? If so, you may be going about it the wrong way — according to Chris Lawson of Technician Find, even if you have a good ad, it’s probably not being seen by a sufficient quantity of qualified people, and you may end up hiring just a warm body.

Chris describes finding a good technician as similar to starting out a fishing trip, beginning with the right bait — in this case, a unique ad. Once you have the right bait, you have to go where the fish are — social media. He says Technician Find’s process uses social media marketing and professional copywriting to recruit people who aren’t necessarily looking for new jobs to draw them into a story about how their life can make a transition and how they’re the hero of the story.

On this episode of Gain Traction, Mike Edge welcomes Chris of Technician Find to discuss the best way for independent automotive and diesel repair shops to find and hire qualified and experienced technicians. Chris shares what makes his process superior to generic job ads and describes how he goes about finding the absolute best technicians to leave their current jobs so they can come and work for his clients. Don’t miss it!

Here’s a glimpse of what you’ll learn: 

• Chris Lawson talks about the number of cold calls he had to make as a new financial planner
• How Chris transitioned from financial services to helping repair shops find technicians
• What skill sets are required for finding technicians?
• Why Chris prefers to compare the process of finding a tech to fishing rather than hunting
• The biggest challenge Chris faces running Technician Find 
• Why generic job postings on Indeed are risky for employers looking for qualified applicants
• How Technician Find recruits qualified technicians to different shops

Resources mentioned in this episode:

• Chris Lawson on LinkedIn 
• Technician Find 
• Facebook
• Sonny McDonald in LinkedIn
• Toyo Tires
• Mike Edge on LinkedIn
• Tread Partners

Transcript

Announcer:

Welcome to the Game Traction podcast, where we feature top automotive entrepreneurs and experts and share their inspiring stories. Now, let’s get started with the show.

Mike:

Welcome to the Gain Traction podcast. I am Mike Edge, your host today. The Gain Traction podcast is where I interview top automotive business leaders and thinkers. Before I begin, I want to give a shout-out to Modern Tire Dealer and Mike Manges for having me write an article in May’s publication of 2023. The title of the article is How to Boost Sales Through Digital Marketing: Why Digital Marketing Is As Important As Your P&L. You can find it on page 49 in the hard copy.

This episode is brought to you by Tread Partners. Tread Partners is a niche digital marketing agency specializing in tires and automotive repair for large organizations. Specifically, as it pertains to PPC and AdWords with Google, Tread Partners provides valuable insight to find the optimum spend and relate it to cost to acquire a new customer. Do it the right way, and maximize your return on investment with a partner that knows tires and auto repair. Find out more and to learn more, you can go to treadpartners.com. I’d also like to encourage you, if you haven’t already, to listen to a great podcast. Recently I did an interview with Sonny McDonald, national trainer for Toyo Tires. It was a lot of fun and it’s a podcast with a lot of energy.

Moving on, we’ve got a great guest today. Chris Lawson is the founder of Technician Find. Chris, I’m glad we’ve gotten to know each other in a short period of time, and I’m looking forward to hearing more about your story, so welcome to the podcast.

Chris:

Thank you so much, Mike. It’s great to be here, and you’re doing great work out there. Appreciate it.

Mike:

Thank you. It’s a lot of fun for us and we get to meet a lot of nice folks like yourself. So let’s start from the beginning. A lot of our listening base knows that we like to keep it a little biographical in the beginning and get to know who you are, so where are you from and how’d you get started, and maybe those type of things. How’d you get to where you are today?

Chris:

Sure, sure. Well, it started out in Denver, Colorado. I was born and raised in Denver, and I’ve got to tell you, I was back there a couple of months ago, and that place has changed so much. It’s nothing like it used to be when I was growing up in the ’70s. And from there, I always wanted to be a master of the universe. I saw Wall Street in 1987 and I wanted to be Gordon Gekko. Yeah, it was funny. Looking back on all that, it seems silly and ridiculous, but it was funny, it’s what motivated me. But I went to school, I studied economics, and then I ended up working at a bank, and then I had a brief stand in real estate, and from there, I went back into finances, which was important to me, and I spent 25 years in the financial services industry. I like to say that I’m a recovering financial planner. Spent a lot of time in that industry, liked it a lot.

Mike:

Did you have to make a lot of phone calls as a newbie in the industry?

Chris:

Brother, you don’t even know. We used to dial for dollars, it was just nonstop, day after day. I’ll never forget that period of my life. I was studying for the Series Seven at the same time, so I was studying for the Series Seven, my insurance license, my 63, and I also had to hammer the phones for eight plus hours a day, and it was just brutal. Oh, and I had to memorize the, it was the approach talk, so they had this script that you’re supposed to say in front of a new prospect, so I was memorizing the script, studying for the Series Seven and these other exams, and then also trying to dial for dollars. Yeah, it’s a brutal place, but I learned a lot from it, a lot.

Mike:

Yeah, I believe you did.

Chris:

Yeah.

Mike:

So you got there, and then what was the next step? Tell me the migration to where you get to helping garages and shops find technicians.

Chris:

Yeah, so what ended up happening was, after a while, I got to the point where I was with a lot of the big firms in financial services, and I went through a whole progression there, and I just got tired of just the big firms and the big politics and the red tape. I used to love to do seminars and workshops, and what ended up happening is, every time I had a PowerPoint for a webinar or a workshop, I’d have to run it through compliance, and it would take two months to get through compliance, and by then, the speaking date had already come and gone.

Mike:

Yeah.

Chris:

I said, “You know what? This is for the birds. I can’t do this. This is how I’m growing my business.” So I went out and I started my own boutique firm, and I realized really quickly that there’s a lot of marketing clout that comes along with these big, huge financial behemoths. So I had to figure out how to find clients, and I was an early adopter of social media, so I went on and I was one of the first, and every few years, I’d get a notification from LinkedIn saying, “Hey, thanks for being one of the first 90,000 users of the LinkedIn platform.” So I was a really big early adopter there. Now, I think they have a couple of billion people on LinkedIn.

Mike:

Yeah.

Chris:

And I started figuring out how to use social media to get clients. And I’ve always been a big networker, and so what ended up happening is, all these networks and spheres of influence that I was in, I started telling people about it, and they said, “Hey, can you do that for me?” So I started a little side hustle, and the side hustle ended up taking over what I was doing, and I ended up selling my practice and doing that full time. So that was back in 2012, I did that, I started astute social media.

And then, fast-forward to 2017, I was asked to do a presentation for a room full of auto repair shop owners on social media. And what we ended up getting around to is, after I finished the presentation, within the next six months, I got nine of the 10 shop owners that were in the room as clients, and it changed the trajectory of what I did. So I figured out, within the next six months, what shops really needed help with is they needed help finding technicians. They needed that a lot more than they needed help with a lot of the other things that I was offering at the time. So we took the skills, the knowledge, the talents, the abilities of my team, direct response copywriting, the ability to run Facebook ads, lead generation, direct outreach, all of these skills that my team had, we combined them together and we focused them toward finding technicians, and lo and behold, and a big shout-out to those first six shops that allowed me to use them as Guinea pigs.

Mike:

They gave you a little leeway and experiment then, huh?

Chris:

They did, they did.

Mike:

Okay.

Chris:

I said, “Hey, look, I don’t know if this is going to work or not, but I do know that we’re good at these skills, so let’s try it out.” And we’re working with a couple of them to this day, so it actually ended up working out. We went through lots of trials, tribulations, but we figured out the formula, and here we are today with Technician Find.

Mike:

I’m sure that formula continues to adjust itself?

Chris:

Every day, you’re absolutely right, every day. Anybody that’s logged into Facebook, on a continuous basis, you realize how frequently the user interface changes. All of these things change. Every week, it’s like something new.

Mike:

Well, and the thing I know about these tire shops and the garages in general, and you know this, probably, with your initial experience, realizing that they want to do what they do best, which is-

Chris:

Absolutely.

Mike:

… handle their customers, provide them a quality product and a quality service, and that takes a lot of energy and time, and if you’re going to do it well. So having a good partner to help bring in other technicians, where they’re not having to take the hat off of standing in front of a customer, and then all of a sudden, they’ve got to go do a interview and then prepare for maybe hiring other people, I think it’s a lot to manage for shop owners. And so, having the right partners, I’ve got to believe you’re a huge asset to them.

Chris:

Yeah. There are a lot of different skill sets that are involved. When we run a campaign, there’s professional copywriting is involved, running social media campaigns and social media marketing, so that’s a whole can of worms in and of itself. Direct response, direct outreach. What do you say? How do you say it? What’s the first line that you have to put in it to make sure that people see it? Because there’s so many messages going around now, if you don’t put the right first line in there, then a lot of people think it’s spam. There’s just a lot of little things.

Mike:

It’s like that old adage, you still only have one chance to make a good first impression, don’t you?

Chris:

100%. 100%.

Mike:

As you and I were getting to know each other a week ago, you had mentioned that how you employ texts, because that’s where people communicate a lot, right?

Chris:

Yep.

Mike:

You want to expand on that a little bit? Because I do think that’s-

Chris:

Sure, yeah. When I think about finding technicians, I think about it in terms of fishing. I think most shop owners think about it in terms of hunting, so it’s hunting versus fishing. So hunting is, hey, you know what your prey is, you go after it, and then you do whatever it takes to get that prey. I look at it more as fishing. So with fishing, what you need to do is, you have to have the right bait. So if you don’t have the right bait, it’s not going to work, that fish isn’t going to bite on something. If you throw a donut in there, it’s not going to catch a marlin.

But if you have the right bait, which is the ad, so you have to have an ad that’s unique, it’s creative, it invites technicians into a story where they’re the hero, not you. A lot of shops like to talk about themselves. We’ve been in business this long, we’ve done this, my grandfather did that. Nobody cares, seriously. It’s important for you and your story, but a technician doesn’t really care. And so, once you have the bait, you have to know where the fish are. So if you go to your local lake and you’re looking to catch a marlin, even if you have the right bait, you’re not going to catch anything. So you have to know where they are.

And then, the other thing is you have to follow up. So the follow-up is really important, because what happens if you get a marlin on the rod, this beautiful blue marlin on the rod, and then you set the rod down and you go to the front of the boat and grab a beer? What’s going to happen? You’re not going to catch it, you’re not going to land it, you’re not going to bring it into the boat. So you have to have all these things in place in order to be effective, and I think that’s where a lot of shops fall down is, if you don’t have each one of those things in place, then your strategy isn’t going to work.

Mike:

Well, I like the way you present that, because I’m not the biggest hunter in the world, or fisherman in the world, but I like to do both. And it’s interesting that you took that thought process, because you’d think of, hey, I’m going after something, I’m going to go hunt it. But in reality, you’re not hunting, you’re fishing. And I think, for me, you’ve just made it super clear, because hunting, you know what your target is and you already know where it is. You’re stalking it, in a sense. But you don’t know where all these technicians necessarily are. Now, you may know, like you’re talking about, that, hey, I can’t fish for a marlin in a lake, so I’ve got to go to the ocean. You know that, but then you’ve also got to be in the right spots, you’ve got to put in the right bait. You’ve really captured my imagination with that small distinction between hunting and fishing.

Chris:

Yeah. And that’s what I tell all of my clients when I start working with them, because a lot of shops still have that hunting mentality. Particularly when we’re talking about technicians, a lot of shop owners, when I talk with somebody that’s been in the business for 30 years, 20 years, they remember when they could just put an ad out on Craigslist, and on Friday they drop an ad on Craigslist, and by Tuesday they’d have hired somebody. They get 15 applications over the weekend and they’re good to go, and then they get to pick and choose who they want. That’s more of a hunting mentality. The fishing mentality is, you’ve got to spend a lot more time on your bait, you’ve got to be attractive, you have to attract them to you.

Mike:

That’s so interesting. Give me another analogy, it’s almost like a spider too.

Chris:

Yeah.

Mike:

Spider web, right?

Chris:

Yeah.

Mike:

You’ve got to set it up in the right spot.

Chris:

Yeah, you’re on the web.

Mike:

Yeah. So I’m trying to think of it from the… Well, before I forget, why don’t we tell the audience, let’s say, a garage or a tire shop is thinking about what you provide right now, how can they get in touch with you if they’ve got questions?

Chris:

Technicianfind.com, it’s spelled just the way it sounds, that’s the best place. You can get information about the services we offer, and we also have a contact form, and we are very responsive there. You can also reach me directly at [email protected].

Mike:

Perfect.

Chris:

And I answer all my emails. Yeah, happy to answer questions.

Mike:

So taking this thing back a little bit more personal, what have you found to be the biggest challenge, as you found yourself in front of all those shops that one day, and you’re given this presentation, and you’re talking about social media, and then obviously that relationship started, and then you realized, oh wow, this is a major gap for these guys, or this is where most of the shops struggle, I wonder if I can help them here in this technician space. What’s been some of the biggest challenges that you felt like that you had to overcome, that you’re able to provide somebody that’s coming in your door now, asking for these services, that they don’t have to overcome themselves? Does that make sense?

Chris:

Yeah, absolutely.

Mike:

You pick up so much knowledge, if that makes sense, a really broad, extensive experience of dealing with so many shops, if that makes sense.

Chris:

Yeah, absolutely. I can tell you that there are some things that I see come up over and over again that are problems. I can tell you the biggest problem I see that comes up over and over again is just the ads stink, the ads are terrible. Whenever I’m working with a shop, usually what happens is, they grabbed a template from somewhere, online, or they work with a coaching firm, and I’m not going to throw anybody under the bus, but if they have a coach or some kind of relationship there, they usually get a template from them, and then they customize it for whatever they’re looking for, and then they just throw it up onto a job board. And the easiest way to prove this, you can prove it to yourself, go on Indeed, type in automotive technician, tire tech, lube tech, whatever you want.

Mike:

Yeah.

Chris:

Type it into Indeed in your city and take a look at the first two pages of results, and you’re going to notice something, they all look exactly the same. The title’s the same, what they ask for is the same, qualifications are the same. Salary may be a little bit different, but they all look exactly the same. How are you going to stand out in that world if you’re using a template that looks exactly like everybody else’s template? So that’s the first thing, that’s always a problem.

The next thing that’s a problem is, even if you have a good ad, not one in 100 ads that I’ve seen are what I would consider to be good ads, solid ads, and we can talk a little bit more about that if you think your audience is interested, but from there, once you’ve got the good ad, you’ve got to get enough eyeballs on the ad. So what ends up happening with most shops is, since they don’t have time, like you said, in the beginning, you’re running a shop, you’re making sure that the front of the house and the back of the house are connected and communicating, and you’re taking care of customers, and you’ve got all these things going on. Well, they’re not thinking about, okay, how many people have seen the ads?

So we know our metrics, we have our KPIs, just like your listeners have. We know this many people have to see an ad, this many people have to click on the ad, this is going to generate this many people who apply, and of those people that apply, we know generally what the percentage is of people who are actually going to be good, solid quality A players, and good, solid quality A candidates. So we look at the metrics all the way along. And what ends up happening is, I haven’t ever spoken with a shop owner or a manager that knows how many people have seen their ads and is keeping track of those types of things. And the numbers would really astonish you, how many people have to see an ad in order to produce one good application. So we’re talking the tens of thousands of people.

Mike:

So really, it’s interesting… All right, so I just did your little exercise, I went to Indeed while-

Chris:

Oh yeah, great.

Mike:

And I see what you’re saying here, and some of them literally are horrific. One of them has about five lines of detail, and that’s it. There’s nothing, I can’t tell you why I would make a call here. Now, I can go to the next one, and it gets a little more detail, and it’s more or less geared towards what it’s providing me as a tech, so they’re being a little bit more, at least, not like the most of them I’m seeing here… You may have even done this one. But anyway, it’s just interesting. I can see exactly what you’re saying. There’s nothing… Man, you really have to got to dial this in, don’t you?

Chris:

I like to say that generic ads hire warm bodies. So if you want a generic ad, you’re going to get a warm body. If you want someone that’s an A player, you’ve got to spend some time on the ad. And another thing that I would say is, it’s post, pay and pray. So that’s the technique that most shops go through. They get the ad, they post it on Indeed, they throw all the money that they can at Indeed, and then they pray that they’re going to get some kind of a decent response. Anybody that’s done that, you realize it’s diminishing returns with that strategy.

Mike:

Well, it’s so interesting, as I look at these ads, you’ve highlighted something to me, you’ve challenged me. You just said, “Go online and look,” and I’m doing this while we’re talking here, and I’m blown away by how poorly some of these are written, but I’m also blown away because, the other thought that crossed my mind is, the guy that you want to hire, he’s already working somewhere, he’s qualified.

Chris:

That’s right.

Mike:

You’re trying to get him to come to you. And it’s not the guy sitting on his couch looking for a job, because you want the experience, you want the guy that already knows what he wants, he’s already been in the business. You’re trying to find the top of the crop and you’re not going to-

Chris:

Absolutely.

Mike:

You’re not going to find it with a crappy ad.

Chris:

Yep. And I’ll do you one better. You’re not going to find them on Indeed, necessarily, because here’s the deal. So what we found is that, at any given time, if you’re looking for somebody that’s really skilled, so a technician position, someone that’s really skilled, then there are only 5% to 10% of all of the available pool of those individuals that are looking at any given time.

Mike:

Yeah.

Chris:

So that’s the people who are on Indeed. So what ends up happening is, if you’re pumping money into Indeed, you’re trying to get in front of those folks. So I don’t know if all of your listeners know how Indeed works, but when you go in and you’re putting a daily sponsorship, what that does is it pops you back up to the front page until your daily sponsorship has been depleted, and then you pop back into wherever you are before. So if you post an ad, then you post an ad now, 10 minutes later, the dealer down the street posts an ad, then your ad gets bumped down, and then an independent down the street posts an ad for the same position, now you get bumped down again. You keep getting bumped down until you leave the first page. So when you pay, it brings you back onto the first page until your budget’s exhausted. So everybody that’s paying, you’re all fighting for those same 5% to 10% of skilled individuals who are out there looking. Here’s what-

Mike:

Are you saying too, you’re sitting there paying, but you’re disappearing at whatever rate your competition’s looking for them as well, in a sense, that rotation? So assuming everybody has that attention span that doesn’t go very far, past the first page, maybe, you might miss the total best candidate that just came through on Indeed.

Chris:

Absolutely.

Mike:

Yeah.

Chris:

Because your budget got exhausted at 11:00 AM and they didn’t look until 3:00 PM, and now you’re back on page 25 or wherever you are. It’s wild, people don’t really understand how that works. But Fortune 500 companies, they figured this out a decade ago. They figured out that if you want to get somebody who’s good, who has skills and talent, and let’s face it, if you’re good and you have skills and talents and you want to work, you’re working already.

So Fortune 500 firms have figured this out, you find those people on social media. You go after people who aren’t looking, because, A, you can get in front of people because everybody is on social media, and if they aren’t on that particular platform, somebody they know is on that platform. So their spouse, who’s sick of hearing them kvetch about their shop, they’re on there, and they see the ad and they go, “Hey, honey. You need to see this.” Their buddy who they’re having a beer with, and their buddy gets tired of hearing them hear about the shop, says, “Hey, you know what? I just saw this on Facebook. You need to talk to these people.” We see it all the time. People get tagged, it gets shared, all these types of things happen. And like I say, Fortune 500 firms have figured this out, and that’s where you really want to be.

And the other thing about this is, you want to remove that friction, because somebody that’s been in a shop for 10 years, they don’t have an updated resume. Why would they have an updated resume if they haven’t been looking? They aren’t looking on a job board.

Mike:

Right.

Chris:

So when you find them, the first thing you want to do is you want to make them a compelling offer. You want to draw them into a story about how their life can make a transition, how they’re the hero, and that you’re the guide, and then make it easy for them to start the conversation. Don’t request a seven-page application, don’t tell them they need to send you an updated resume, all formatted and everything. Make it easy, remove the friction from the process.

Mike:

So really, you’re… The word, “Baiting” is not necessarily what I want to use here, but you’re really giving them a step that’s digestible at first.

Chris:

Yes.

Mike:

You’re not trying to say, “Hey, I want you to change your life, and I’m going to overwhelm you and this is going to be great for you.” Instead, it starts with an initial maybe question or conversation.

Chris:

Absolutely.

Mike:

And you don’t push too hard, but you pull a little bit towards you, and you bring them in comfortably at their own pace.

Chris:

Yes, baby steps.

Mike:

In that process, I’m guessing you guys probably know how to open them up to where they might reveal a pain point that you can solve for them, and you’ve got these garages or tire shops that are looking for quality people. Now, let me ask you, this just dawned on me. Let’s say, for instance, that you’re from Denver, so you’re trying to help a shop in Denver, but you find somebody in South Dakota. Do some of these guys offer moving packages and things like that?

Chris:

Yep, we talk about that on the onboarding call.

Mike:

Okay.

Chris:

I just want to say something about that too. A lot of shop owners and managers, that’ll scare them. When we talk about relocation packages, they go, “Oh my God, I have to pay for Mayflower to come and wrap everything in bubble wrap.” Well, I’ve seen relocation packages that are everything from, “Hey, we’ll rent you a truck,” to, “Hey, we’ll give you $500, use it however you want to make the transition,” all the way up to, “We’ll move you across the country.” And then, there’s also different types of things that you do on the back end too. You can say, “Hey, look, we’re going to structure this as a sign-on bonus. We’re going to pay it out over time. As soon as you hit your probationary period, then we’re going to do these things for you.” Because I’ve also worked with shops that have laid out a big hefty relocation package, and then the person ends up moving, and what they did was they used the shop to pay for them to move, and then they end up going and doing something else.

Mike:

Yeah.

Chris:

So there’s different ways you structure that, but we talk about that on the call, and we typically don’t start with the relocation package, because we like to focus on the local area before we do anything like that.

Mike:

Yeah, gotcha. Well, we’re running up on our timeframe here, so let me throw out a really difficult question for you. We’ve got this segment on the show now that we like to… It’s just, from a fun aspect is, I call it, “Make Us Laugh.” Is there something in your career that’s happened that you found extraordinarily funny? Or if you want to be self-deprecating, you could take it that way as well, an embarrassing moment. But is there something you could share with us personally, or something you witnessed that you found extraordinarily funny in the industry?

Chris:

Yeah, this is actually in a previous industry, it’s about what I talked about before, and I mentioned before you hit the record button that I’ve been agonizing about this all week. I was thinking about when I was in college, I worked at a bank when I was in college, and I was really excited because it was my first real job. I’d had little jobs, fast food and things like that before, and paper routes and things, but this is my first real job.

Mike:

Yeah.

Chris:

So I had to dress up and wear a suit every day, and I was really young. And I was working at a bank that was one of the new pilot banks, so now they have them everywhere, it’s banks that are inside of a grocery store. And so, all eyeballs were on us. The branch manager from the satellite branch was there, we had everybody from the grocery store, and the district managers from the grocery store were there, and everybody was watching us all the time, they were just milling around. And then, all the customers were walking by, because it was such a weird thing to have a branch bank inside of a grocery store, so they’d stop by and say, “Hi” and everything. So my girlfriend at the time thought it’d be funny if she hired a singing chicken to come in for my birthday-

Mike:

No.

Chris:

And sing Happy Birthday to me while I was working at this bank. So we’ve got all these eyeballs, I’m trying to make a good impression for the top brass, and then I have the singing chicken come in. And to make it worse, the singing chicken, she was drunk. She was blind drunk, her eyes were all bloodshot, she’s reeked of alcohol, she’s got feathers flying everywhere. She comes up, she hugs me, she starts singing Happy Birthday, and everybody’s watching me, and I was just humiliated, it was horrible. And then, she forgets what she was doing halfway through the song, and then she just stands up, and she leaves these balloons, and she just walks off around through the store. And I’m standing there just horrified, you’ve got the branch manager there, you’ve got the president from the satellite bank there, you’ve got all these people.

Mike:

[Inaudible 00:2::48].

Chris:

And then, I was known as Chicken Man. So everybody’s calling me Chicken Man every time I walk into work.

Mike:

That’s a great story.

Chris:

Oh, man.

Mike:

I’m just curious, did you end up marrying this girlfriend or not?

Chris:

Oh, no. Oh, no. But now when I look back on it, it was funny, it was really funny. But at the time, I was just horrified.

Mike:

That’s brutal, man. Especially the fact that she came in that condition.

Chris:

I know.

Mike:

The way my mind works is that’s a good comedy skit, SNL skit, that could be in a movie. Yeah, you were definitely on the spot there. All right, another good question for you. What’s your favorite book of all time, or one of those books that you could go back and read again because you liked it that much?

Chris:

When I started out, in my early 20s, I started out in real estate, I went to about six different offices, nobody wanted to hire me ’cause I was just a newbie. And I finally got to one branch manager and he said, “You know what, Chris? I like you. I think you’ve got a lot of potential. I’ll hire you on, but you have to read two books before you come to work. So read these two books and then come to work.” One was Psycho-Cybernetics by Matthew Maltz, fantastic book. The other one was Think and Grow Rich by Napoleon Hill.

Mike:

Nice.

Chris:

So I read Think and Grow Rich, it did change my life. I like it so much, I read it once a year, every year.

Mike:

That’s cool.

Chris:

And every time I read it, I learn something new about it and something new about myself. It’s just so much depth in this book, it’s amazing. So I’m sure most of your listeners have heard of it, probably read it.

Mike:

Yeah.

Chris:

If you haven’t, pick it up, it’s amazing.

Mike:

Well, that’s great. I appreciate that insight. Well, tell the audience one more time how they can reach you if somebody’s got some interest.

Chris:

Yeah. Technicianfind.com is the website, and you can reach me directly at [email protected].

Mike:

Excellent.

Chris:

If you’ve got questions, you’d like to share, just anything, we’d love to chat with you, and happy to answer any questions about how you can make your hiring more effective.

Mike:

Well, Chris, I want to thank you for being part of Gain Traction podcast. It’s been a pleasure.

Chris:

It’s been amazing. Thank you so much, Mike.

Mike:

Well, to all our listeners out there, thank you for being on the podcast and listening, tuning in again. We always appreciate your feedback. If you would like to recommend a guest to us, please email me at [email protected]. Till next time, be safe and have a great day.

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• Chris Lawson
• digital marketing strategist
• Gain Traction Podcast
• Mike Edge
• Technician Find
• Technician Find Office Hours podcast
• Tread Partners

Transcript