Hireology’s Post

Technicians are the hardest roles for 60% of dealerships to fill There aren’t enough technicians these days to meet the fixed operation needs of dealerships — but gaining a competitive edge in this hiring market is difficult. That’s where Hireology, a leading ATS for dealerships, and WrenchWay, a leading resource and job board for dealerships and technicians, can help. Based on exclusive research, we’ve compiled this ultimate guide to hiring technicians.: https://hireolo.gy/3w74aiU

60% of automotive technicians have considered leaving the industry. Out of automotive technicians who have considered leaving the industry, 46% of them said stress related to pay was their biggest reason. 34% of technicians prefer to be paid hourly with a production bonus, while 26% prefer flat rate with a 40-hour guarantee. Only 19% of technicians prefer a flat rate pay structure. #wrenchwaystatistics

California new car dealers are currently experiencing a severe shortage of technicians, needing an average of four additional techs per dealership. With 120+ dealerships located within San Diego County, there are plenty of opportunities for techs to begin rewarding, long-term careers. Automotive technicians at new car dealerships work in an exciting field using cutting edge technology and equipment. Technicians spend their days working hands on solving engaging automobile problems. The majority of automotive technicians attend 2 year community colleges instead of 4 year institutions, saving both time and money. Dealers rank willingness to work hard as one of the most desirable qualities in a new tech hire, and 53% of these entry-level jobs require no certifications. The average entry-level salary for California New Car Dealership Technicians is $43,000, while the average salary for all techs is $73,000. Median salaries continue to rise year after year, and top-tier techs earn an average of $140,130 in compensation. A career as a service technician in California not only pays well but comes with job security and satisfaction. 85% of entry tech respondents indicated that they would recommend the career to a family member or friend. The number one benefit listed by entry-level techs is advancement opportunities, showing that these jobs offer career growth at an accelerated pace. To learn more about how to become an automotive technician, visit: https://lnkd.in/gJ_n7cHA.

🔧 Let's Talk Vehicle Technicians! 🚗💨 January is in full swing, and I'm curious: How many dealerships have started the year below their matrix for vehicle technicians? Are workshops feeling the pinch with 2 or more technicians short? Is the pressure already kicking in? ⚙️ Now is the perfect time to assess your team's needs and explore solutions. Haven't had a chance to chat with me about what my team of contract technicians can do for you? Let's connect! 🤝 Our skilled professionals are ready to elevate your workshop's performance. 👉 Drop me a message or comment below if you're ready to discuss how we can tackle the challenges and drive success together! 🚀 #VehicleTechnicians #AutomotiveIndustry #WorkshopPerformance #ContractTechnicians

🚗 Struggling to Find Skilled Auto Technicians? Look no further! 🚗 Check out our latest blog post: ""The Ultimate Guide to Finding and Hiring Auto Technicians"" 🛠️ 🔍 Learn the best strategies to attract top talent and master the hiring process. Don’t let staffing challenges slow you down. Read the full guide now and transform your hiring process! 🔗 Read more: https://bit.ly/4bLzYJB #AutoRepair #HiringTips #AutoTechnicians #RepairPal

📊 Poll Results: What Matters Most for Contract Vehicle Technicians? I recently ran a poll asking: "When selecting your next opportunity as a contract vehicle technician, what is the most important factor to you?" The results are in, and they offer some valuable insights: Pay rate: 82% Hours available: 0% Length of contract: 5% Type of workshop: 14% No surprise here—pay rate leads the way with a commanding 82%, showing that competitive compensation is the driving force for most technicians when considering their next role. In an industry where expertise is highly sought after, fair pay is essential for attracting top talent. But what about the other factors? While hours available didn’t receive any votes, both type of workshop (14%) and length of contract (5%) still matter for some. This indicates that for a segment of technicians, having the right work environment and job security are important considerations beyond pay alone. For employers, these insights are crucial. Competitive pay is a must, but don’t overlook the importance of creating a positive and well-equipped workshop or offering flexibility in contract lengths. A holistic approach to recruitment can help build stronger, long-lasting relationships with your contract technicians. Making changes today by listening to our market can lead to bigger success tomorrow. #VehicleTechnician #ContractWork #AutomotiveIndustry #PollResults #CareerChoices #TopTalent #WorkplaceEnvironment

Title: The Risks of Hiring Inexperienced Auto Techs In the automotive industry, cutting corners by hiring inexperienced technicians may seem like a cost-saving move, but it comes with serious consequences: 1. More comebacks & repairs 2. Compromised safety & quality 3. Customer dissatisfaction & lost trust 4. Long-term costs outweigh short-term savings 5. Missed upselling & retention opportunities 6. Legal & regulatory compliance risks Investing in skilled professionals ensures safety, quality, and customer satisfaction – key for success in the auto industry. #AutoTech #CustomerSatisfaction #SafetyFirst

Did you know that there are approximately 56,000 unfilled technician positions in the US? According to recent reports, the auto tech shortage is driving revenue loss and hurting service capacity. Dealerships currently have an average of three technician openings at any given time. Consider this: assuming an 85% productivity rate and 20 working days in a month, each technician job opening results in lost parts and service revenue of more than $60,000 per month. That means three openings represent more than $180,000 in lost revenue monthly! It's time to address this issue and find solutions to fill these critical positions. Work with Source to ensure success when hiring! #AutoTech #AutomotiveIndustry #TechnicianShortage #RevenueLoss #ServiceCapacity #sourcerg Mike Ryall Wayne Smith Robert "Robby" Villanueba Nate Sprague

Does this technician look happy? He absolutely dont. The every day stress that a technician has to be addressed. Or you will have a revolving door in your dealership. But, let's take a look at the situation. Time is money. And technicians pay a lot of money for tools which creates more stress. They aren't getting a return on their investment. That combined with the every day stress, and the body aches makes it look like a tough situation for them, and the Service Manager. Here is my tip of the day. It worked great for me. The tech who can perform the repair the quickest needs that job. And every one of those jobs. Too many cars? Rank the technicians on a scale. If the quickest tech isn't available, work the list from the top down. Before you know it, you have a shop full of producing technicians. Then everyone is happy.

My recent announcement regarding the vehicle technician vacancy garnered significant attention, amassing over 20,000 views. Despite this wide reach, the response yielded only two viable candidates. This outcome prompts a thorough examination into the potential factors influencing the limited applicant pool. I am currently exploring whether the subdued response could be attributed to the complexity or accessibility of the application process, the competitiveness of the offered compensation package, or a broader industry-wide shortage of skilled vehicle technicians. Understanding the root cause of the recruitment challenges is essential in devising effective strategies to enhance the quality and quantity of applicants for future vacancies. In light of this situation, any insights or recommendations on optimizing the recruitment process to attract a more diverse and qualified applicant pool would be greatly valued and appreciated.