Quantcast
Jump to content


Where to find techs and advisors

totalautocare

By totalautocare
in Hiring & Firing Employees

 Share

Recommended Posts



meowpox Enthusiast

meowpox

Posted
Posted

We are currently having the same issue. It's been crazy busy at our shop, we're booked 2 weeks out. So we started searching the beginning of this month.

  • Our facebook job ad was super popular, and tons of people shared it and tons of people tagged mechanics. But not too many resumes were actually submitted.
  • Also have ad on indeed.com....which was free but only started getting traffic when I "sponsored" the ad for $5/day. Still no applicants
  • Craigslist got a couple bites but no one qualified.
  • Tried autoservicejobs.com which was recommended on this forum and this one is getting some traffic but no applicants.
  • Monster --have not done this because says its $290 for 30 days. Not sure if this will even work.

We've interviewed several people. Found two awesome techs...both by personal referral and not by job ad. Offered both techs more than they're making now, but they both had commute issues and I think leaving their stable job for a new shop (we've only been around 1 year and 4 months) was too risky.

 

I'm new to this and have to say...this search is pretty frustrating. Maybe I'm just being impatient.

Link to comment
Share on other sites
Jimbob661 Contributor

Jimbob661

Posted
Posted

Talk with the tool truck guys and managers at your parts vendors. I even paid a bounty to one of my tool guys who referred me a tech I ended up hiring. I told him I would make it worth his time if he sent an applicant to me that I hired and saw he was going to work out.

Link to comment
Share on other sites
mmotley Proficient

mmotley

Posted
Posted

Talk with the tool truck guys and managers at your parts vendors. I even paid a bounty to one of my tool guys who referred me a tech I ended up hiring. I told him I would make it worth his time if he sent an applicant to me that I hired and saw he was going to work out.

How much were you paying for finding employees?

Link to comment
Share on other sites
weighit Enthusiast

weighit

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

Link to comment
Share on other sites
meowpox Enthusiast

meowpox

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

 

Good idea but wondering how you would go about looking for out of staters...would you just list your job ad under the other state? and how would you pick where to post or which state to look in?

 

This month was the first time we actually had a hiring process and put ads for mechanics. We got a couple of out-of-state and out-of-country applicants. But there were a couple things that we had to think about.

  • We are in the SF Bay Area, which I think in 2015 became the #1 most expensive place to rent in the US, so we have to make sure we can provide a pay that is reasonable. which also means we have to make sure that person is worth it....but then how can you know this for sure until they actually work in your shop for a while? You really have to take big leap of faith. Then we were thinking how much pressure that is because we wouldn't want to put anyone in a bad living situation. Definitely a big decision. I think people want to live here but they look at the rent prices and are like NEVERMIND. lol
  • One of our reasons for denying applicants who were qualified (on paper) but coming out of state was because someone who is already involved in the car scene in CA can bring in more potential customers (from old jobs) or have contacts in the community (vendors and organizations etc)...meaning they have more to bring to the company than just being able to work well on a car...as opposed to someone just moving to the area, not familiar with the scene, the local organizations, etc. But if there was someone extremely qualified, we'd still be open to the idea. This was just out thought process.
Link to comment
Share on other sites
bstewart Collaborator

bstewart

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

 

With recent advances in technology, you shouldn't even have to fly anyone in until you've done at least 1 or 2 Skype interviews.

A good friend of mine took a job in Australia after doing multiple Skype interviews with his future company (not auto repair).

They gave him several "signing bonuses" contingent on a 4 year contract (if he breaks the contract he has to pay back a portion of the bonuses).

Link to comment
Share on other sites
  • 2 months later...
carolinahigear Collaborator

carolinahigear

Posted
Posted

We hired a guy named Ricky. Was supposed to be at shop the next day to start work. Never showed. At 8:20 I told my assistant that "Ricky lost that number." The next two hires never showed so we called them "Ricky." The next hire is named Kyle and he was our top producer his first month.

 

Moral of this story.....there are lots of "Rickys," but sometimes you have to go through them to get a Top Producer!!!

 

If you don't understand "Ricky lost that number", ask Gonzo or Xrac!!!

Link to comment
Share on other sites
mspecperformance Mentor

mspecperformance

Posted
Posted

This is not sage advice, just kind of my brain turning. We all do the same stuff to attract people. Ads, craigslist, etc. One idea that I liked was running a contest with your tool guy. Sponsor some sort of free raffle for $250-500 gift certificates in exchange for phone numbers and e-mail addresses of techs. I haven't ran one of these but I would assume this would at least net you a lot of good prospects. Another avenue that us owners have to explore is really hitting the streets and meeting people. Shake lots of hands. Go to places with great customer service reps. This will at least get some people to look you up and/or call.

 

The second part is where its vital to become a salesperson and a master at marketing. I know most of you guys out there are not natural sales people. You lean on the technical side and the people side can get a little muddled. What I mean by sales and marketing is that you have to build an image and reputation that will make good prospects want to come to you. All people are attracted to success and align with organizations that call to them. If your shop has a stellar reputation, great online reviews, great looking website, nice clean facility then you will get calls. The second part (salesperson) is to sell the prospect on who you are, what you are about and why should they come work for you. I am pretty good at this part and I have to tell you, every person I have interviews and sold them on our culture and our organization has been amped to start work immediately.

  • Like 1
Link to comment
Share on other sites
  • 5 weeks later...
skm Community Regular

skm

Posted
Posted

why are you guy not hiring around me LOL ? ASE master tech, L1 State inspection license and Master emissions license 25 years experience still working at the same shop. Way under paid! lol

Link to comment
Share on other sites
eeeautoservice Newbie

eeeautoservice

Posted
Posted

When hiring a technician, always try to check their certifications and online reviews. Many mechanics will try to offer parts or services you may not need. Checking online reviews will give you an idea of what the shop reputation looks like. Stay aware shop owners, its not like the older days when we could rely on anyone.

 

Heres an example of how i stay connected with my local audience. I wrote an article on how customers can trust us for Auto Repair in Tracy CA

Link to comment
Share on other sites
  • 2 weeks later...
bluewater182 Explorer

bluewater182

Posted
Posted

The problem finding seasoned techs has been around for years. Best way to find someone (for me) have been Tool Trucks and ATG Training classes. If they are driven enough to learn, they will probably fit in with your business. If you have the time, do not forget your local Trade or Vo-Tech school, get to know the instructors, get involved with their advisory board! My local schools LISTEN to their advisory board ( you can give input on curriculum). If you want to teach them your way, why not start there? My master Tech was a graduate, and I am molding him to the way I want it done, He has achieved his Ase Masters and has been a solid guy. He was the Auto tech Instructors "pick of the litter".:)

Link to comment
Share on other sites
  • 4 weeks later...
tirengolf Collaborator

tirengolf

Posted
Posted

Spent 2 hours on the phone yesterday with a local shop owner that has retail shop in my area as well as a nationally syndicated radio program . He had 2 of his four techs leave him in 4 weeks , really unethical stuff. The tech industry is in serious trouble as we speak. How many years will this go on, the instant gratification these guys want today is unreal. I really interact with my customers which in tern my customers interact with my techs. I recently had a GM master tech work 3 weeks with me, 32 years with GM , only 2 shops , over 600 GM classes, poor guy is lost out in the real world. Had to fire him after only 3 weeks. Just seems like these guys can't get past the glory days of the stealership years they had. The large dealerships trend appears they are firing the high paid guys and replacing with lower paid techs. The dealership high paid days over. The dealerships in our area have gone to a Team Leader program with 4 parts changers below them. Shoot I had rather be behind and do it all myself. Our business is very good in our area , people are starving for ethical shops. I have been aware of the tech shortage reading all available resources possible, guys it looks dismal. Will this shortage get better ??? Am I missing something , maybe I just don't get it, maybe all those years of low paid techs has caused this or is it just evolving society. This has become a very serious issue to me. You guys have a good weekend. David

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
 Share
Go to topic listing

  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Your First Step to Attract & Retain Quality Employees
      By Joe Marconi in Joe's Blog
         4 comments
      A recent study, done by Harvard Business School, concluded that the real problem with attracting and retaining employees has more to do with the workplace environment, not pay or benefits. While the study did find that an adequate pay plan and offering an attractive benefits package did help with recruiting and retention, it’s not enough to satisfy the needs of employees, especially those of front-line workers.
      The study also stated that in 2021, many companies were convinced that giving raises, sign-on bonuses, and other perks would solve the worker shortage problem and prevent people from quitting. However, this strategy did not work. So, what does work regarding attracting quality people and keeping them employed?
      Essentially, it all comes down to the culture of your company.  Management: do all it can to consider the individual needs of your employees. Your employees want to feel that they have a voice, that their opinion counts, and that their role in your company is both respected and recognized. Yes, pay and a great benefits package will go a long way toward making your employees feel secure, but that’s only financial security. People want more than money.
      To attract and keep top talent requires creating a company that people feel proud to work for. You need to reach the hearts and minds of your employees. Become a leader that people are enthusiastic about working for. You want your employees bragging to their friends and family that your shop is a great place to work!
      Step one to attracting and retaining quality employees: Create an amazing workplace environment for your employees!  Trust me, happy employees make happy shop owners too!

  • Similar Topics

    • carmcapriotto
      Why Do Agencies Always Find Something Wrong With My Website? - The Auto Repair Marketing Podcast
      By carmcapriotto
      One of our listeners emailed in with the following question.
      I Always wondered why, when we have another marketing company review and grade our website, it always come out pretty crappy on the scorecard? From loading speed, to keywords, SEO, overall performance etc. I have used Lighthouse and some other things to gauge the performance, but the numbers never seem to match what the other party produces. I feel like some marketing companies use smoke and mirrors for selling their websites that really may not be any better than what we already have. I’m sure this is an issue for others too.
      We answer that question in this episode.
      Talking Points
      There’s a big difference between a solicited audit and an unsolicited audit There are no standards in place Much of what is done in marketing is based on opinion or an internal belief system Trust your “BS meter”  
      How To Get In Touch with Cinch CRM
       
      Website - https://cinch.io/ 
      LinkedIn - https://www.linkedin.com/company/cinchplatform/ 
      Facebook - https://www.facebook.com/CinchPlatform/ 
      YouTube - https://www.youtube.com/@CinchPlatform 
      How To Get In Touch with Shop Marketing Pros
      Group - Auto Repair Marketing Mastermind
      Website - shopmarketingpros.com 
      Facebook - facebook.com/shopmarketingpros 
      Thanks to our partner, RepairPal. Visit the Web HERE
      Click to go to the Podcast on Remarkable Results Radio
    • Joe Marconi
      You Found Your Top Tech's Resume On Indeed!
      By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • Transmission Repair
      Write Job Ads That Excite Techs
      By Transmission Repair

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • carmcapriotto
      Unlock the Power of Indeed Resume to Find Technicians Faster [AW 152]
      By carmcapriotto
      Chris Lawson provides insights on using Indeed's applicant tracking system effectively and recommends using social media to showcase your company's values and culture to attract top talent. Chris also discusses the importance of personal connections and using proven methods to find the right technicians.
      Chris Lawson, TechnicianFind.Com. Chris’ previous episodes HERE
      Show Notes:   Watch Full Video: HERE Concerns and Impact with Indeed Layoffs [00:03:46] Discussion of the recent layoffs in the tech sector, including at Indeed, and how it may affect recruiting in the automotive aftermarket industry. Decline in Sponsored Jobs [00:05:12] Indeed's decline in sponsored jobs by 33% due to a losing business model and diminishing returns. Using Indeed for Recruiting [00:07:21] Using Indeed for resume search and applicant tracking system to actively search for technicians. Recruiting on Indeed [00:09:28] Discussion on how to use Indeed for recruiting talent in the automotive aftermarket industry, including pricing and subscription plans. Social Media Recruiting [00:12:25] Importance of social media for recruiting passive job seekers and building a strong brand and culture. Building Your Brand on Social Media [00:13:34] Tips on using social media to showcase your company culture and attract potential employees. The Importance of Spouses in Hiring [00:14:51] The role of spouses in the hiring process and how to win them over to secure a potential employee. Stop Fishing and Refine Your Hiring Process [00:16:17] The importance of having a proven hiring process instead of relying on luck and chance to find potential employees. Recruiting on Indeed [00:17:18] Tips for using filters and structuring outreach to attract technicians on Indeed. Challenges with Indeed [00:18:05] Indeed's new policies and how they affect the recruitment process. Effective Outreach [00:18:48] How to structure outreach to potential candidates and reduce ghosting. Maximizing Indeed [00:20:06] Encouragement to explore Indeed's full potential and use filters to find good candidates.
      Thanks to our Partner, Dorman Products. Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour
      Connect with the Podcast:
      -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections
       


      Click to go to the Podcast on Remarkable Results Radio
    • ASOG Podcast
      Auto Repair Shops Are Making Techs Pay For What?!?
      By ASOG Podcast
      Auto Repair Shops Are Making Techs Pay For What?!?


  •
    Joe Marconi

    Quiet Quitting: New Phrase, Old Problem. Featured in Ratchet and Wrench Magazine

    By Joe Marconi, in Joe Marconi's Tips and Articles,

    1 comment 679 views
    nptrb

    Why We Do Bookkeeping

    By nptrb, in Automotive Industry,

    0 comments 609 views
    nptrb

    Extension of the IRS Lookback Period: What you need to know

    By nptrb, in Automotive Industry,

    0 comments 533 views

  • Our Sponsors



Main Sections

More Sections

Discussion Forums

×
×
  • Create New...