WrenchWay’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

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

Finding and hiring new technicians is one of the biggest challenges for shop owners. Join this webinar with Niterra North America, Inc. to discover what drives prospective hires and what they expect from a shop and their careers. Sign up 👉 bit.ly/3XeKV1C

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.

Wrenchway released its 2023 Voice of Technician survey, providing valuable insights into #automotive #recruiting. As Technician roles become increasingly difficult to fill, understanding where you can stand out in the recruitment process can be extremely valuable.    Highlights Most Important Factors When Evaluating Employers: Proper equipment in the shop (98%) Paid vacation (93%) Paid training (91%) Work-Life Balance Preferences: 30% don't mind the schedule as long as they avoid weekends 29% prefer 4 workdays, 10 hours per day 22% opt for the traditional 5 workdays, 8 hours per day Job Satisfaction Levels: Highest agreement (66%): "The shop provides fair compensation" Areas of concern include benefits, shop management communication, and the presence of a well-laid career path.   Ways you can stand out in job advertising: Highlight Benefits in Job Description: Draw attention to the benefits that make your company stand out. Consider the important factors that Technicians are looking for in their job search. Keep Consistent Communication: Technicians have a lot of options and turnover is high. Keeping your brand front and center with remarketing solutions like Dalia builds a connection with your brand for when they are ready to leap to the next gig. Maintain a Short Hiring Process: A streamlined hiring process keeps engagement with jobseekers high so they are more likely to accept the role when given the opportunity.    Conclusion As the automotive and diesel industries evolve, understanding technician priorities becomes crucial. This report sheds light on what matters most to technicians when evaluating employers and navigating their work schedules. It also highlights areas where employers can enhance employee satisfaction. Ensuring your brand stands    For a detailed breakdown of survey responses and additional insights, dive into the full report here: https://lnkd.in/gb5eUbYf. #recruitment #talentacquisition #recruitmentmarketing #talentattraction #automotiveaftermarket #technicians #automotivenews #skilledtrades

Struggling with a pit crew that's not up to speed? 🏎️ Let's put your team in the fast lane! As your dedicated auto technician recruiter, I'm here to help you supercharge your staff with the industry's best talent. From diesel wizards who can make an engine purr to diagnostic experts that spot issues faster than a checkered flag, I've got the network to gear up your workforce. In light of recent labor shortage reports, the road to success demands a specialist at the wheel of recruitment. That's where I come in, with insider knowledge to navigate the talent terrain and a track record that speaks volumes. We're not just shifting gears; we're turbocharging your team for peak performance 🛠️💡. Whether you need a master technician or an entry-level enthusiast with raw potential, I'm in your corner, ready to wave the green flag. Ready to leave the competition in the dust? Reach out, and let's drive your business to the winner's circle! 🏁 #TechnicianJobs #HiringRevolution #DriveSuccess

Technician shortage? 🧐 Is it real? I get 100+ calls a month from dealership owners who want to know why recruiting technicians is so "difficult" I think there is just a shortage of dealerships being prepared. Here's what I mean: The reason that you cant get technicians or fill other roles in your company is because you are only putting job ads on sites like Indeed when YOU have an open position. However, that might not necessarily be when a great technician is actually in the market for a job. You should have ads out 24/7 You should be building a database of contacts. You should be PRO-ACTIVE with your talent acquisition efforts. Imagine if for the last 4 years you had been building a database of technician contact info. Do you think you'd have any issues with recruiting? Definitely not. All you would have to do is login to your database, send out a text blast to everyone, and get interviews setup right away. This is what I am helping dealerships with on a daily basis: - Simplify your recruiting process - Build a database of talent Invest now, to make your life easier in the future: https://lnkd.in/e2NdfFGU

📊 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

Tired of the Sound of Silence? Technician Engagement Troubles Hurting Your Shop? Imagine this: you're tirelessly reaching out to potential technicians, sending texts, emails, making calls, but all you're met with is an eerie silence. You're left wondering if your messages are getting through or if your offers are disappearing into a void. The frustration builds as you think about the countless hours spent, the money invested, and the missed opportunities. The true cost of this tech engagement problem isn't just the hours or the dollars – it's the emotional drain on you and your team, the economic pain of unfilled positions, and the mounting frustration of stalled growth. At Technician Find, we understand this pain all too well. But here's the thing: the solution lies in crafting an entirely different narrative, one where technicians are the heroes and your shop is the guiding force that helps them overcome obstacles. We're not just about job listings – we're about creating a story that resonates deeply with skilled techs who are seeking more than just a job; they're looking for a place where their skills are valued, and their ambitions are supported. Our approach isn't about pushing messages; it's about inviting technicians into a story that aligns with their aspirations and makes them eager to be a part of something bigger. Picture this: the silence is replaced by a chorus of enthusiastic responses. Technicians are not just applying; they're excitedly discussing opportunities with your team. Your shop becomes the go-to destination for passionate techs seeking a place where they can shine. With each skilled technician who walks through your doors, the energy changes – the overworked team finds relief, the revenue cap transforms into new heights, and the dream of expanding to new locations becomes attainable, not daunting. Ready to rewrite the narrative? It starts with a simple step. Contact Technician Find today, and let's work together to transform your technician engagement strategy. Turn the silence into a symphony of success. Click here to get started and be the catalyst for change your shop needs. #Jobs #Staffing #Employment #StaffingAgency #Repair #Auto #Hiring #Automotive #Mechanic #Technician #TechnicianFind #AutoRepair #autorepairshop

I've recently seen a number of posts from Automotive Technicians who are unhappy with their own work situation and considering leaving their role or the industry.   I'd really like to build a picture of how Technicians feel in general about their current role (both from those who are happy and those who aren't), what attracts them to want to work with a particular company or brand, what prompts them to look for alternative jobs and, if they are looking to move, where they are looking to move to. After all, Technicians are critical in delivering the experience customers have and they deserve consideration and understanding.   I could make some assumptions, having started my career as a Technician, but that was quite a while ago and I'd rather hear it from those in that position now.   With that in mind, I have a short, completely anonymous survey to help me build an initial picture and that will enable me, in my position with a manufacturer, to figure out what actions I could take to attract people to this role and ensure they get what they need from it.   Feel free to share this post or survey link with your network and specifically any Automotive Technicians, and thanks in advance to any who take the time to provide input. https://lnkd.in/dqfGAk4n