The Week's Features
Three body manufacturers will give live demos in Las Vegas
Recovering over 50,000-lbs. from a 70-percent grade driveway
Markets Class 8 chassis in U.S. for first time
Tow company says contract was arbitrarily cancelled
SDR Towing has interesting design of decals on trucks
Digital Edition
Click Here
AT ShowPlace
Las Vegas, NV.
May 9-11, 2018
Tow Expo Dallas
Dallas, TX.
August 16-18, 2018
AT Exposition
Baltimore, MD.
Nov. 16-18, 2018
Don't Miss It!
In his seminar, “Using Technology to Reduce Liability,” Daniel Young of U.S. Fleet Tracking will illustrate how problems can be avoided with the proper technology. He will show what to look for in a vendor as it relates to GPS tracking and dash cams, reviewing the pros and cons of each and how proper research can help reduce liability and cost. This informative Management Conference seminar will occur during Tow Industry Week, May 9-12 at the South Point Hotel & Casino in Las Vegas, Nevada. Register today!

Finding and Attracting the Best

Youre Hired be41dBy Don Archer

Growing your business requires you to wear many hats. Sometimes you've got to be customer service, accounts receivable, accounts payable, human resources, marketing director, shop manager, guidance counselor and even babysitter.

Due to the nature of this feast-or-famine industry, you must also run a tight ship. Every man and woman onboard plays a vital role in keeping your business afloat. So when you lose one of them or your business begins to expand, you need to fill the position fast.

How you find, attract, and select employees will set the tone for all future interactions. Before you just throw up a job posting, there are a few things to consider.

What are you looking for in an employee?

Of course you want someone who's always on time, takes pride in their work, is motivated, a good communicator and a team player. This should be part of your job posting, but consider using language that communicates the value you place on your employees.

Make It Inviting

"Come join our team of highly motivated tow truck operators."

Your job here is to attract the cream of the crop. While detailing what a successful applicant looks like, the language you use must be inviting and inspiring.

Job Title

You then must consider the title the employee will assume once hired.

Are you looking for a "Driver," or a "Tow Truck Operator?"

Anyone who's driven a car is a driver, which means you'll attract everyone. But not everyone has what it takes to become a Tow Truck Operator. To attract the best applicants, consider spicing the title up a bit. Don't go crazy though; VP of Tow Truck Operations might be a little over-the-top.


How will the successful applicant be compensated for his time?

Whether it's hourly or hourly plus commission, you must take into consideration ALL of the costs.

Think about the time and effort that goes into creating a job posting, attracting the right applicants, the interviewing process and then selecting the best of the best.

Then there's time invested to bring the successful applicant up-to-speed: training them on company procedures, safety training, tow truck operations and customer service. Time is money; regardless of your new hire's level of compensation, you will still incur these costs.

Next, consider the quality of applicants you would attract if the pay was more than the going rate. Do you think you might have a larger pool of qualified applicants to choose from? A well-compensated employee stays with the company longer, is happier and much more productive.

Look at Yourself

Now that you've identified what you're looking for in an applicant, determined the proper job title, and the level of compensation, and crafted an offering that attracts the best of the best, you're ready to post it to the internet. Right?

Wrong. There are a few more things to consider before taking that step.

It's a two-way street. You're willing to trade your money for their time, but only if they're the right fit. And they're willing to trade their time for your money, but only if your company is right for them as well. You both are taking a risk.

When bringing someone new onboard, you calculate risk by thoroughly screening applicants. They calculate risk by doing a little research online. That means they're looking at your website, reviews and Facebook page.

They're looking for success stories and images of a happy, fun working environment. What they don't want to see is some staunch, uptight and dark workplace where everybody hides so the boss won't yell at them.

So before you post your job online, take a look at the way your business is represented there first. Look at it from the perspective of a potential applicant. Accurate or not, what they see is what they believe they're going to get.

The time and effort you put into finding, attracting, and selecting employees will be directly reflected in the results you achieve.

American Towman Field Editor-Midwest Don G. Archer is also a multi-published author, educator and speaker helping others to build and start successful towing businesses around the country at Don and his wife, Brenda, formerly owned and operated Broadway Wrecker in Jefferson City, Mo. E-mail him direct at
Translate Page
Contact Us

WreckMaster President Justin Cruse said that the WreckMaster Convention will bring together towers from all over North America to provide a unique and beneficial opportunity to broaden knowledge.
© 2018  Tow Industry Week/American Towman Media, Inc.