[PODCAST] Fishing for Talent: Finding and Keeping Great Technicians with Chris Lawson

I had a great conversation recently with M. Kevin Davis on the Quick Lube Expert Podcast where we took a deep dive into how to find and keep good automotive technicians.

During the podcast, I shared a fishing story that really drives home what it takes to find and hire good techs today and I thought I’d elaborate on that story a bit in this blog post.

Picture two shop owners, Ron and Bill, who make a $100 bet about who can catch a prized blue marlin first.

Ron grabs some donuts for bait, buys a cheap fishing pole from Walmart, and heads to Lake Michigan to try his luck.

Bill takes a different approach. He researches what blue marlins actually eat - mackerel, flying fish, and squid. He discovers they live near Hawaii, not Lake Michigan. He even studies techniques for handling their legendary fighting spirit once hooked.

Who do you think won that bet?

Here's the thing: If you're trying to hire automotive technicians in today's market, you're a lot like those fishermen. And most shop owners are taking Ron's approach - throwing whatever bait they can find into whatever water is closest, hoping desperately to get a bite.

But there's a better way.

After helping over 156 shops across North America generate more than 80,000 applications and successfully place countless technicians, I've discovered that successfully hiring automotive technicians comes down to three critical elements:

1. Use the Right Bait: Speak Their Language

Most job postings read like a shop owner's wish list: "Must have 5+ years experience, ASE certification, own tools..." But top technicians aren't scanning job boards looking for your requirements. They're looking for respect, growth opportunities, and fair compensation.

Your job posting needs to invite technicians into a story where they're the hero and you're the guide. Show them how your shop provides:

• Respect: An open-door policy, recognition for contributions, and a voice in shop decisions

• Growth: Both professional development (training, certifications) and personal growth (life skills, financial planning)

• Money: Competitive pay and benefits (but notice this comes third - there's a reason for that)

2. Fish in the Right Spots: Go Where the Techs Are

Stop throwing all your money at job boards. While Indeed and other platforms have their place, the best technicians often aren't actively job hunting. They're on social media, talking with other techs, and keeping an eye out for opportunities.

Your recruitment strategy should include:

• Strategic Facebook and Instagram campaigns

• Listings that get picked up by Google Jobs

• Multiple posting locations to increase visibility

• Employee referral programs that tap into existing networks

3. Master the Landing: Don't Let Them Get Away

Here's where most shops fail - they get a bite (an application or inquiry) but lose the fish before getting it in the boat. You need a consistent follow-up process that maintains engagement from first contact until their toolbox hits your shop floor.

This means:

• Responding quickly to applications

• Regular check-ins during the hiring process

• Clear communication about next steps

• Building genuine connection and rapport

Remember: The best technicians often have multiple opportunities. If you disappear for days between conversations or make them chase you for updates, they'll swim away to clearer waters.

The Truth About Money

Here's something that might surprise you: While competitive pay is important, it's rarely the deciding factor. I've seen countless technicians choose shops offering slightly less money because they provided something more valuable - respect, growth opportunities, and a healthy work environment.

Those massive sign-on bonuses some shops are offering? Most experienced techs see right through them. They'd rather have honest communication and a genuine opportunity for long-term growth.

Your Next Steps

If you're ready to start catching better fish (er, hiring better technicians), start by evaluating your current approach:

1. Review your job postings - do they focus on what you want, or what talented technicians want?

2. Examine your recruitment channels - are you fishing where the good techs actually swim?

3. Audit your follow-up process - how quickly and consistently do you respond to candidates?

Remember Bill and Ron? The difference wasn't luck - it was preparation, strategy, and execution. Apply these same principles to your hiring process, and you'll find those elusive quality technicians aren't quite so hard to catch after all.

Want to learn more about building a high-performing team for your shop? Reach out to discuss your specific hiring challenges. Let's get you fishing in the right waters with the right bait.