Finding and keeping quality technicians has become one of the biggest operational challenges for pest control companies across Tennessee. Whether you're operating in the fast-paced markets of Nashville and Memphis or covering wide service areas in rural regions, staffing issues are affecting efficiency, customer service, and growth. The labor shortage isn't unique to pest control, but the specialized skills, certifications, and customer-facing nature of the job make technician roles particularly hard to fill—and even harder to retain.
In urban markets, competition for talent is fierce. Technicians in cities often have higher expectations for wages and benefits, especially with large national companies offering signing bonuses, take-home vehicles, and flexible schedules. Meanwhile, rural operators face an entirely different challenge: fewer candidates in the labor pool and longer commute distances. But rural companies may have the advantage of community relationships and lower turnover if they invest in the right people.
One solution is offering a clear training path and supporting certification efforts. Businesses that invest in new hires—through on-the-job training, prep courses for applicator licenses, and paid CEUs—are more likely to see loyalty and stronger performance. Partnering with vocational schools or community colleges for job placements or internships can also help develop a consistent pipeline of future technicians.
Opportunities for certification support, CEUs, and hands-on education are also available through industry events like TPCA's Summer Conference (July23-25). It's a chance for both owners and technicians to stay current on regulations, sharpen their skills, and connect with others in the field who are facing the same workforce challenges.
Pay is still king, but benefits like predictable hours, a strong safety culture, and growth opportunities within the company can be equally persuasive. Consider creating advancement tracks that reward experienced techs with lead roles or specialization in high-value services like termite or commercial accounts. Regular team meetings and performance incentives can also strengthen engagement and reduce the risk of burnout.
Tennessee pest control companies are also getting creative with recruitment, from offering referral bonuses to leveraging local social media groups and community boards. And once you've found the right people, retaining them may depend more on how they're treated than how much they're paid. Transparent communication, recognition for good work, and an organized work environment can be powerful tools in keeping great employees long-term.
If staffing has become a pain point for your company, you're not alone. TPCA is continuing to explore ways to support members through workforce development initiatives, training partnerships, and technician resources. Let us know what strategies are working for you CLICK HERE to share your ideas —we're stronger when we share solutions.
