Welcome to our five-part series in strategies for finding technicians. Today’s solution involves making your company a destination employer. The image features (left to right) Nexstar VP of operations Julian Scadden and Any Hour owners Jeremy Hansen and Wyatt Hepworth.

When Wyatt Hepworth and Jeremy Hansen joined Nexstar, their company, Any Hour Electric, was at $1.6 million in annual revenue. Over the last six to seven years, Hepworth and Hansen added HVAC and plumbing service to Any Hour, tripled their electrical business alone, and grew the company to $25 million in revenue for 2016.

Their secret to success? People.

Any Hour Electric, Plumbing, Heating & Air was presented with Nexstar’s Employee Engagement MVP award at the 2016 Nexstar Super Meeting in San Diego, CA. At the meeting, they shared some insights into what their employees mean to their business.

“Be the kind of company that you want to work in,” Hepworth said. “If you don’t like working in your company, none of your people are going to like working in your company.”

In the last year, the company sent every single one of their technicians to a training program with Nexstar. The company’s success can be directly tied to these kinds of investments, Hansen said.

“It starts with your people, investing in them, training them; Wyatt and I go on every one of these trainings,” he said.

By attending training with their employees, Hepworth and Hansen are able to model the kind of dedication they’re looking for from their staff.

“Benjamin Franklin said, ‘Empty your purse into your mind and your mind will fill your purse up,'” Hepworth said. “We truly believe that if we bring the right people into our business, and we invest in those people, they will not only fill their own wallets and be successful, but they will also make sure that our company is successful.”

If you build the kind of company that employees want to work for, you won’t have to go out and find good people. The good people will come to you. Hepworth said about two thirds of his current employees were referred into the business by someone already working there.

“There’s no shortage of technicians. There’s a line of people waiting to come into our business, because we are the place to work. And when we take care of our employees, they tell everyone about it,” Hepworth said. “These guys are telling everybody about our place because we truly care about our people—and we’re not perfect, but we learn from our mistakes.”

The company also provides opportunity to their employees. Most of the time, their managerial positions are filled by promoting from within, to give back to those dedicated employees.

“We let them know let’s grow this together, an opportunity is going to spring up from this,” Hansen said. “They realize that if they work hard and be a part of who we are, there is opportunity here for them. I think that’s the key to it—you can systematize and break down every little thing in the business, but when your people have an ownership level close to what you have [as a company leader], that’s where the magic happens.”

Check back next week for part four in this series.

Read part one of this series, “Get Out in Your Community.”

Read part two of this series, “Train Your Own People.”