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Shop Hiring Practices Must Change!

Automotive & HD Business Management Articles.
Bob Greenwood. January 21, 2015. ( over 2 years ago ) 690 views

It’s a very common discussion—there’s a shortage of skilled technicians and service advisors in the industry. It’s true… because the skilled ones are currently working!

Most shops are understaffed and I think the right approach has to be, “How do I get the skilled people in our industry to apply at our shop?”

That’s a great question. Let’s look at just three facts first and use the technician as an example:

- Great techs know other great techs, in fact, they may be good friends because they have the same mind-set and interests

- Great techs want to work for a company that gets it. They want a positive and progressive environment that’s focused on the right training, professional development and execution.

- Great techs most likely haven’t put together a resume for maybe 10-15 years.

Consider this approach:

If you have a great tech working for you, sit down and have the discussion about the need to find another highly skilled person such as him/herself because the business has grown to this point. Do they know anyone? In fact, consider making an offer that if they can bring a person to the table and after 3 months you, the owner and manager, decide to permanently hire the individual, you will pay the finding tech $5,000. That may bring some interest! What do you think it really costs for you to find and hire one competent individual?

Does your company have the image of professionalism and being progressive? How do people talk behind your back about what your company is and what it stands for? Perception is reality. Great techs want to be hooked up and be part of a great shop that gets it. Perhaps it’s time to do some homework and investigate yourself to find out how people within the industry perceive you and your business.

Do you still insist on resumes be handed in? That‘s old school thinking. On-line applications are the way the best shops search for candidates and they do it on a NATIONAL basis. Requesting a resume can actually be a barrier to entry today for a great person who hasn’t put together a resume in years. Also keeping your search local can create the situation where you never find anyone. On-line applications on a national basis may reach a great person wanting to move to your area and they may be on the other side of the country. We’ve placed people from Nova Scotia into Alberta and also the opposite where some people wanted to move East. Does your process allow for this kind of reach? If not, you’ll always find it hard to find good people. It’s a global world today and you must be part of it no matter where your business is located.

This is a great topic to learn about and I would encourage you to get up-to-date on the latest practices on how hiring and retaining great people. They’re out there, but you have to earn their attention.

Bob Greenwood


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