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Ever Hire Brad Pitt?

Joe Marconi

By Joe Marconi
in Human Resources, Employees

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ncautoshop Proficient

ncautoshop

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I've got one that's resembles the snail. He's got a great attitude and probably is willing to learn but cleaning the shop is his place. He'll do one thing a day! hope you get your guy situated. I feel it shows true character that you didn't count him out and send him packing. People sure do give up on one another much easier today.

 

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alfredauto Experienced

alfredauto

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I hired 2 brothers on a referral from my parts store manager. These guys lasted one day, they worked together on wiring a trailer and after 6 hours the result was they sliced open all 24' of heavy duty trailer harness to figure out the wires. Thanks but no thanks. If your guy can actually do work he might speed up or start paying him flat rate. My lead tech now has days where I scratch my head and wonder what the problem is but who knows maybe he's having personal problems. Overall he does 10x more work than me so I can't complain.

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SMMotors Enthusiast

SMMotors

Posted
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We techs are a moody group of curmudgeons. Family drama ( which should be left outside the shop, be they were human), bills, and working in this business can make your emotions run the gambit.

 

Can you really blame the dude for over selling himself? That's a damn good skill especially if it fooled you, maybe he could move into sales? Times are tough, and sometimes you got to go where the grass appears to be greener.

 

One thing I do to check references without calling the current is to talk to the tool trucks. They have a pretty good bs meter and know what's up. Also, I ask if they are on any forums and take a gander at their posts.

 

Someone who is constantly bitching about their employer, not really contributing anything to the topic, my alarm bells go off.

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flacvabeach Community Regular

flacvabeach

Posted
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You never know what you've got until they settle in and you get to know them. We hired a self-professed "super tech" who turned out to be a nightmare. He had the biggest toolbox I have ever seen! Whiner, troublemaker. Fortunately, he talked our female Service Writer into going drinking at lunch time. Goodbye! Turned out he had gotten a cashier pregnant at the last place he worked. We were getting his stuff back for rework long after he left. In general, we have been very fortunate in our hiring, but he stands out as a bad example. Be slow to hire, quick to fire.

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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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