It’s a scenario familiar to service centre operators across the country: How can I attract the right technicians and build a talent pipeline for the future? 

Many shops are also faced with a situation of being short by at least one fully licensed technician. And while there are ways to improve efficiency among the techs you have, ultimately, you will need to find replacements for your seasoned technicians when they retire. While mentorship and on-the job training plays a critical role in that, service centres also want to be in a position where they can attract the right technicians and apprentices to begin with.

High school level

And a good place to start, is at the high school level. “Working with high schools is one of the smartest and most impactful ways to attract talent early,” explains Mike Urban, who owns and operates Urban Automotive in Oakville, Ont. He says that shops which take this approach, also give the opportunity for students to see automotive service repair as viable and rewarding career, before they make any big decisions about their future. In Urban’s case, engaging students early and bringing them on board has delivered credible results. “Our two most recent apprentices came through a co-op program with local high schools,” says Urban. “Today [both of them] are now well on their way to becoming licensed technicians.

Urban also notes that early exposure to the trade helps build confidence for these students, provide them a real-world aspect to learning, and gives the shop better opportunities to mentor and mould future technicians that are already aligned with the values and culture of the business.

Proactive approach

Mark Lemay, President of Auto Aide Technical Services, agrees. He notes that shops need to be proactive in reaching out to high schools that operate technical programs and engage with them on a consistent basis. Lemay says that for the long-term viability of the industry, this is the way forward, since it will ensure a steady stream of new blood into the industry. It does however take time, something that the auto care industry and operators within in it must bear in mind. Nevertheless, once it is working and effective, the result is a consistent flow of young talent into the industry. 

Lemay does note that developing such a system is not without its challenges. A significant one is adequate funding for shop programs at the high school as well as the trade school/college level. Lemay notes that in some cases, declining revenues have made it harder for some schools to support these programs and that can make it more difficult to recruit the right people. With that said, industry sponsorship and support of tech programs at the school and college level can pay big dividends, exposing more students to the benefits of the automotive aftermarket and providing better opportunities for both them and the shops. 

The right fit

Another factor to consider is whether a person is the right fit for the business. There are many stories of shops hiring technicians, only to find that once they’ve transitioned from apprentice to Red Seal technician, they leave for other businesses, lured away by the prospect of higher wages. Sometimes, as Lemay notes, they may leave for other reasons, such as relocation to another region or even country due to a spouse or other family member, but if they leave after being trained, having been lured to a competitor by the prospect of higher wages, the result is costly for the shop, both in time and money.

Given the shortages many service centres currently face and that demand for technicians is high, this can lead to a situation where businesses will get into a cycle of trying to outbid each other to attract new hires. Lemay says that often, this is only a short-term solution, and if a shop wants to hire techs for the longer term, it needs to focus not only on providing competitive wages, but perhaps more importantly, having a work environment, where these employees feel valued and can continue to grow, along with the business. 

Yet there are two sides to this coin. Not only does the shop need to provide a good environment for the technicians to thrive; it also needs to hire those that are a good fit for the business, otherwise it simply won’t work.

Beyond skills

That’s why, says Mike Urban, it’s important to look beyond the skills and capabilities of the technicians you’re considering bringing onboard and look for a mindset and personality that align with the organization and its objectives. Not only that, but clear, concise communication is essential, such as setting expectations early on, clearly defining opportunities for advancement and providing a supportive work environment. 

“Technicians are more likely to stay with the organization,” says Urban, “when they feel respected, see a future with the shop, and are part of a workplace that invests in their success.”