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Found 3 results

  1. You spend a lot of time and money finding an hiring an employee. Whether it be a technician, service advisor or office worker. However, the real work to ensure that the new employee is up and running begins when you hire that person. Don't make the mistake of thinking that a new-hire can be put to work without an orientation period. No matter how experienced someone may be, take the time to slowly acclimate that person to your shop, your other employees and your systems and procedures. The time you take in the beginning will help to create a long-lasting employee relationship.
  2. Below is a link to an article in Ratchet and Wrench Magazine about what Valvoline is doing about the tech shortage. The aftermarket needs to look at social media and other unconventional ways to bring techs to our industry. https://www.ratchetandwrench.com/articles/7471-Valvoline-launches-auto-career-platform
  3. Perhaps the worst time to look to hire a technician, is when we lose one. At that point we go into “Crisis Hire” mode. We most often settle for anyone, rather than taking our time to find the right person. We need to take a lesson from large organizations and sports teams. Their strategy? They continually recruit. I did not say continually hire, I said continually recruit. You need to be on the look out for the talent in your community. Find where the best of the best are working now. Reach out to these people, get to know them. Make is part of your overall business plan to stay in touch with trade schools, the military for returning vets, and any other employee agencies. Identify key people in your local auto community and ask questions; where are the best technicians? How can I contact this person? Who knows this superstar tech? In other words, allocate a significant portion of your time in the area of recruiting. Your goal is to have people in the pipe line. So when you lose an employee you have a list of contacts to reach out to. In the book “Work Rules”, a book about Google and its employee strategies, the author states that Google follows this rule: “Hiring is the single most important activity in any organization"


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