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Automotive technicians are one of the most in-demand workers dealerships need, but it’s only gotten harder and harder to source these revenue-driving employees in a tight labor market. Hireology and WrenchWay are here to help! Download our latest guide, Attracting and Hiring Top Technician Talent, that relies on industry data and trends to help dealerships develop an intentional approach to automotive technician hiring that empowers better decisions and bottom lines here: https://hireolo.gy/4aQhJ59

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.

📊 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

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

Eight strategies for recruiting diesel technicians To keep your fleet in the best shape possible, you need to enact effective recruitment strategies to recruit and then retain the most qualified people. Though the industry often feels vulnerable because of the driver shortage, there’s also a shortage that is just as concerning, if not more so. That’s the diesel technician shortage. If your trucks aren’t ready to ride, it won’t matter how many drivers you have. According to industry experts, the United States has roughly 80,000 open diesel technician roles, and the industry will add 28,000 additional openings each year to 2030. That doesn’t sound so dire until you realize this refers to “new” positions—not replacements. Based on an aging demographic of currently working technicians, 163,000 positions must be filled by 2030. Technical schools aren’t seeing the number of students necessary to fill those jobs. (c) FleetOwner Jane Clark is the senior vice president of operations for NationaLease Employers you can get further help and Information by messaging us here or email SkilledMigrationGroup@protonmail.com Website: https://lnkd.in/gYWvUbmP Website: https://lnkd.in/gFAr85J3 https://lnkd.in/gHMy-vVP Text/Phone +61434944499 #dieseltechnicians

The Bottom Line is this. Improving the performance and engagement of technicians in an automotive workshop DEMANDS that we address the underlying beliefs, values, and culture of the business AND the people, NOT just focusing on Technician skills. Further, Technician Retention requires a two part solution - the business (and management) needs to become "retention worthy" that is aligned with values that are congruent with those of technical professionals. We know when workshops achieve this because they move beyond being fixated on money and "paying" technicians, to authentically rewarding, resourcing, and recognizing their technicians. Technicians also need to become professionals and "worthy of being retained." This requires an upgrade not just of skill but of their internal resourcefulness. Skill alone doesn't make one a "professional" And this - the internal resourcefulness - is the piece that we're missing. #automotive, #automotiveaftermarket, #FixedOperations,#skillsshortage, #theresourcefultechnician

⚡When I worked for Van Horn Automotive Group, one thing was clear. The marketing department rarely suffered from a lack of creativity. This year, tasked with recruiting the highly valued auto tech, this commercial was the first one out of the can. Not only does Matt Stone 💻🎨 make his acting debut, but he gets to put the waders on at the same time. 😎 Anyone in automotive knows that recruiting and retaining auto techs is not easy, but that part is handled by someone else. Creating awareness, excitement and curiosity through messaging is for the marketing people. It's a pretty good message. 🎉 Putting all the marketing minds together and working with great crews like 3barn, make cool things happen. Can't wait to see the next one. #vanhornautos #marketing #automotive #recruiting

💵💵THE VALUE OF A TECHNICIAN 💵💵 You can make all the reports, spreadsheets, and assumptions you’d like, it’s all comes down to this simple equation # of Bays x Available Hours x ELR From there, just multiply it by working days and you’ll be shocked! Put yourself in a position to be able to pay the most. You’ll get the technicians. Beyond that, make it personal. The automotive industry has done poorly at seeing technicians beyond the “hours”. Make it personal, connect with them, acknowledge them for the humans they are. My pal Damon Egan hit the nail on the head tonight with Paul Meijer ✅ Hire Properly ✅ Train Passionately ✅ Lead Perpetually #servicemanagement #servicedepartment #leadservant #thisiswhatwedo #hireproperly #trainpassionately #leadperpetually #retention #automotiveindustry

🔧 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

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.