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Where to find good mechanics?

Dux

By Dux
in Human Resources, Employees

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Go to solution Solved by Joe Marconi,

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  • 3 months later...
Patrickcn Rookie

Patrickcn

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Tough situation. Most of us panic because we look for a tech when one of our techs leave or when we fire someone, leaving a hole in our service bays.

 

It's hard all over to find Quality Techs. You just don't want to hire anyone. There are a lot of dealer techs who want to make a move and some out of work. The only issue with that is that, if the tech has spent a long time in a dealer, I have found they are limited and fearful of an indepenedent shop.

 

Post on Graigs list, call all the Tech Schools, get in touch with employement agencies, call everyone you know in the business: Part reps, other shops, people you know at local dealers, training companies, tool truck reps and other other agencies that may have listing for techs looking for jobs. I have had some luck in the past with companes like Career Builder, but limited. Is there a local paper in your area, or a Penny Saver? If so, see if you can post jobs online, that seems to work best for youger techs. Basicly, call everyone you know and get the work out everyone you can.

 

Good luck.

 

 

I agree with Joe and his ideas/suggestions 100% . I've found that a really good source is the tool trucks. These guys (There's 2 main ones here and one or two off and on's) go into just about all the shops and talk with the tech's and know most of them. They can give you a good idea who is good (remember it's just their opinion/observations so check it out first :-) ) and who's complaining and talking about leaving their current shop. My local guy tells me all the dirt all the time when he stops by (of course while trying to sell me new toys).

Good Luck! Ooops just saw the date of this post, but its still good for others

Edited by Patrickcn
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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      Want to End Your Technician Shortage? Focus on Retention!
      By Joe Marconi in Joe's Blog
         5 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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