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I have been a believer in hiring entry level techs. We have a balance of seasoned veterans and newbies. Years back (and I am talking decades here) I would hire a young kid out of trade school and although he did not have the years behind him, he had a great foundation. They worked on the family cars, in gas stations or tire shops after schools and on weekends and gained valuable experience by the time they entered the work force.

These days, many of the techs that graduate tech schools don't have the basics. Many of them are technically-potential. By that I mean many of them have an understanding about how to approach a diagnostic issue. But, basic skills are lacking.

 

I think the biggest problem is that when asked where did they worked, many of them tell us: Camp counselor, the local deli, pizza shop.

 

Some have done internships. I think many programs require this. But I just don't see that well-rounded background in mechanics that we had years back.

 

I think that if a young person is interested in this trade, he or she should work in as early on as possible.

 

 

 

 

 

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I guess it all depends Joe. I was one of those entry level techs giving an opportunity 10 years ago. I graduated from UTI with no experience in the field I was in the army for 4 years but not as a mechanic. I was hired by Ford as a MLR tech just doing oil changes and brakes. What helped me succeed was my willingness to learn and not afraid to ask for help. I was fortunate to have a old timer master tech that took me under his wings and teach me a lot within a year I was comfortable working on my own. No body starts knowing but I feel as long as the person likes his trade and is willing to listen they can become great techs.

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As a newer tech in the industry, my foundation was working on my own car and family cars, but that was mostly maintenance work and part swapping. Now-a-days in this "right now" world, most people will not allow a family member to take some time to try to figure out a complicated problem, which I don't necessarily blame them. Add to the fact that most job listings, even GST listings, are asking for 2-5 years of experience for entry level positions, and it makes it even harder for a young tech to build on those fundamentals.

Even in my new dealer job, where I was hired as a n hourly tech to fill the gaps, I am most often used to pick up the lube tech's slack and then when I wander over in down time to help and observe the A tech on a diag issue, I am often pulled away for an oil change, or to clean up the shop equipment area. I understand paying your dues and this work needs to be done, but where would I build on these fundamentals in these working situations? I don't expect a shop to fully train you from no experience or knowledge on, but the shop has to be responsible for building the techs foundation as well, to ensure future techs will be available. This career is unique in that you need thousands of dollars invested into tools to get the experience you need, and that there is no substitution for that experience.

I would be willing to assume that you are seeing a lot of these young guys coming fresh out of school or after a brief stint in a dealership. The school can only teach theory and the dealership is not interested in building a tech, they prefer the revolving door method. I am glad to know guys like you, Joe, are interested in young techs and the desire to plant the seeds and water them. It's just very hard, more today than ever, to get those foundations as a young tech.

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I have two "young" techs in my shop. One grew up working on a farm and has a very high mechanical ability and the other one is learning while we go. I like you Joe searched out the younger guys as I was one (about the same times these guys were born. LOL). I enjoy training guys who are willing to learn to the way "i" want things done in my shop.

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  • 3 months later...

Back in the day a lot of us worked pumping gas, fixing flats, changing oil, belts, hoses etc. at real service stations. These days one would assume quick lubes would fill that gap, not so much it seems.

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  • Have you checked out Joe's Latest Blog?

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      Most shop owners would agree that the independent auto repair industry has been too cheap for too long regarding its pricing and labor rates. However, can we keep raising our labor rates and prices until we achieve the profit we desire and need? Is it that simple?
      The first step in achieving your required gross and net profit is understanding your numbers and establishing the correct labor and part margins. The next step is to find your business's inefficiencies that impact high production levels.
      Here are a few things to consider. First, do you have the workflow processes in place that is conducive to high production? What about your shop layout? Do you have all the right tools and equipment? Do you have a continuous training program in place? Are technicians waiting to use a particular scanner or waiting to access information from the shop's workstation computer?
      And lastly, are all the estimates written correctly? Is the labor correct for each job? Are you allowing extra time for rust, older vehicles, labor jobs with no parts included, and the fact that many published labor times are wrong? Let's not forget that perhaps the most significant labor loss is not charging enough labor time for testing, electrical work, and other complicated repairs.  
      Once you have determined the correct labor rate and pricing, review your entire operation. Then, tighten up on all those labor leaks and inefficiencies. Improving production and paying close attention to the labor on each job will add much-needed dollars to your bottom line.
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