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Finding Technicians Part 2 – Chris Lawson [RR 816]


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Chris Lawson is back for Part 2 of our discussion about finding technicians in our industry. This episode focuses on the advanced strategies for finding technicians on Indeed and Facebook. Do you require a resume on Indeed? Find out why you shouldn't! Chris Lawson, TechnicianFind.Com. Chris' previous episodes HERE Show Notes

  • If you’re looking to hire an experienced technician with a job, throwing more money at job boards is a losing strategy. You need to go where techs hang out online, and that’s social media.
  • Building a connection- ask questions, find out what they are trying to accomplish in their career
  • 2 weeks notice- it’s a dangerous time, follow up with value (shorten the time period, putting in a touch point with communication, remind them why they said yes to the offer). Consider creating a 2 week orientation to keep them engaged. 
  • Always be recruiting- ask for referrals.
  • Respond to comments and questions on ads
  • Spend time on good headlines and good ads
  • Why you shouldn’t require a resume on Indeed- do technicians have an updated resume to apply? Get them on the phone!
  • Hiring Insights on Indeed- free tool, the automotive technicians are extremely competitive,


Connect with the Podcast: Aftermarket Radio Network Subscribe on YouTube Visit us on the Web Follow on Facebook Become an Insider Buy me a coffee Important Books Check out today's partners: Set your sights on Las Vegas in 2023. Mark your calendar now … October 31 - Nov 2, 2023, AAPEX - Now more than ever. And don’t miss the next free AAPEX webinar. Register now at AAPEXSHOW.COM NAPA-TRACS-Call-To-Action-Graphic-1.png       NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at NAPATRACS.com ARN-Website-Banner-July-2022-1200x400-1.png Screenshot_340.png

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  • Have you checked out Joe's Latest Blog?

         2 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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