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Posted

The local automotive trade school in my area wants to start an apprenticeship and internship program. They feel that today, many students do not get the exposure that mechanics did years back, working in gas stations and repair shops. Many go on the schools like UTI but have no practical experience. When they get out into the workforce they are too green.

 

I am on the schools advisory committee and they brought this up at the last meeting and wanted to know if the shops in the area would participate.

 

If there is anyone who has experience with high school or auto trade school apprenticeship or internship programs, please let me know your thoughts and comments.

 

Thanks!

Posted

I worked at a dealership that tried it. The kids came in, most thinking they would be working with computers all day. When it came to pulling heads or a trans they acted like that work was beneath them. Program didnt last long. The flat rate techs felt like the trainees needed to much baby sitting and it took away from their production and none of the kids really seemed to want to be there. Maybe we just had a bad batch?

Posted

I think there has to be very selective screening to find the right candidates. Does anyone know if there is an assessment test developed specifically for automotive industry that can be used as a predictor of the candidates potential? For example LIMRA, formerly the Life Insurance Marketing and Research Association, has developed an assessment test for the insurance and financial services industry that is a predictor of success. Scoring well on that test may not mean you will succeed but scoring poorly means almost for certain you are not a candidiate. Before I took someone on as a formal apprentice I would probably want to work with them anywhere from 6 months to a year before I decided to take them on. In the plumbing trade a company can work someone for a few months as a pre-apprentice before they formally enter the program. Poor candidates could be weeded out in this process. We have had about four different guys that we gave a try from the automotive program at the job core center and they were none of them worth taking on. This program is definitely not producing shop level technicians or even lube techs.

Posted (edited)

I believe an apprentice program has merit. If developed and implemented in a manner that benefits the employers. An evaluation test to determine best possible

candidates and online knowledge training while working in a sponsor shop could be an affordable way to learn the trade.

Edited by slowtech
Posted

I sit on the local high school's advisory board for the automotive program. The problem that they have, just like we have, is getting kids with the needed skills and aptitude involved in the program. What the solution is, I do not know. The perception of auto techs, just like many of the trades, is that it is below many of the better students. Maybe we, as shop owners, need to open a dialog with the guidance counselors at these schools so they understand the needs of the industry and what the benefits of a career in the industry are.

 

We have worked with several Vo-Tech schools to do an internship with some of the students. It has been a mixed bag. Some should not have been in the program, but I have hired several of the kids as they graduated.

 

The high school and Vo-Tech programs in conjunction with AYES and NATEF have worked to change their programs so that these kids can be productive with light repairs and maintenance work when they start.

Posted

I have had a couple trainees before. 1 had been to a UTI type school and paid lots of money...and didnt know the basic "lefty loosey, righty tighty"...not even an oil change for this guy. But i remember when i was starting 10 years ago. I didnt know anything, but i was eager to learn. So i was a sponge and excelled quickly. Its all about the individual candidate. I thin it can work out for student and employer. But needs to be shop that has the time to train and nuture and student that is open vessel.

Posted

The problem with had with the guys from the tech school is they should no interest or eagerness to learn.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      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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      Website - shopmarketingpros.com 
      Facebook - facebook.com/shopmarketingpros 
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      Questions/Ideas - [email protected] 
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