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Technicians are hard to find

Framingham Auto Service
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  • 3 weeks later...
alfredauto Experienced

alfredauto

Posted
Posted

I've been trying to get a 2nd tech that is experienced and have had no luck. Tech school kids are good employees but require a ton of supervision to build them up where they can actually work independently.

  • 3 weeks later...
rjbradlow Newbie

rjbradlow

Posted
Posted (edited)

It's hard to find techs. The other problem I am running into is my customers trusting my other tech to work on their car.

 

Ditto!!

 

I've been looking for well over a year now.

The last jerk I hired was fresh out of prison and stole a bunch of tools... So much for second chances.

 

I've had plenty of wannabes with little to no experience come knocking, but as alfredauto said:

 

I've been trying to get a 2nd tech that is experienced and have had no luck. Tech school kids are good employees but require a ton of supervision to build them up where they can actually work independently.

 

and being a one man shop I have absolutely No time to babysit nor can I afford any mistakes or comebacks... I have a reputation that I've worked hard to build.

Edited by rjbradlow
Gary A Community Regular

Gary A

Posted
Posted

Persistence is key. I just hired a second tech and things are going well. Use multiple methods, it's just another marketing effort. You have to have what a good tech is looking for as well. Craigslist seems to be the most amount of bang for the buck, you just have to weed through and interview many. Have a good interview process in place and keep practicing it. It gets easier with experience just like anything else.

 

Hope this helps, Good luck!

5 Star Auto Spa Community Regular

5 Star Auto Spa

Posted
Posted

We have the same issues as everyone else that has posted here. We have posted on Indeed.com with some success. We have tried the local paper, craigslist, tech school candidates, and the Internet at Indeed.

mikesauto2427 Explorer

mikesauto2427

Posted
Posted

I would like to eventually transition to the front. Has anyone had luck mentoring a young tech? I have a small shop and have a lot of competition. I can't believe lube techs get 18 dollars hour

mikesauto2427 Explorer

mikesauto2427

Posted
Posted

I would like to eventually transition to the front. Has anyone had luck mentoring a young tech? I have a small shop and have a lot of competition. I can't believe lube techs get 18 dollars an hour

  • 2 weeks later...
Kevo Apprentice

Kevo

Posted
Posted

Its true this industry does not attract enough young talented people, but its also true that some of those it does attract, wind up opening there own businesses.

 

I've seen this a lot not only in the auto industry, but also in the machine shop and fabrication industries. Keep in mind median income here is roughly $40k, and home prices are $300k-$400k. In our area, if your a good, experienced machinist you can get a job making the median income, or open your own shop, take on all the risks and hopefully reap the rewards. Auto techs with smog licenses can make a bit more than median, but if you really want to try to make money you need to start your own business.

 

Think about it, most shop owners were techs at one point.

 

Just some food for thought,

Kevo

Dee1234 Apprentice

Dee1234

Posted
Posted

$18 hour for lube is outrageous here in nc. Prime techs at busy shop is about $25 here. Think its to the point where you gotta offer more than just salary. Maybe if you can afford insurance, benefits.

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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