[PODCAST] Automotive Technician Hiring: Secrets of a Shop Owner Who Hires Techs Fast

Hey there, shop owners. Feeling like you're constantly spinning your wheels trying to find and keep good techs? You're not alone. It's like playing a never-ending game of whack-a-mole, right? Just when you think you've got a solid team in place, BAM! Someone ups and quits, leaving you high and dry.

I get it. It's frustrating as hell. You've got cars piling up, customers breathing down your neck, and you're working double shifts just to keep the lights on. You might be thinking, "What am I doing wrong? Why can't I find reliable techs like other shops seem to?"

Here's the thing: it's not your fault. The technician shortage is real, and it's hitting everyone hard. But what if I told you there's a way to beat the odds and hire quality techs faster than you can change a set of spark plugs?

In this post, I'm going to share some unconventional secrets from a shop owner who's cracked the code on hiring techs fast. These ideas came from a recent interview I did with Technician Find client and business coach, Phil Webster from Webster Tire and Auto in Teutopolis, IL.

These aren't your typical "post on job boards and pray" tactics. These are proven, actionable strategies that you can start using today to get your shop fully staffed with top-notch technicians.

So, if you're ready to stop playing tech roulette and start building a team that'll keep your bays humming, let's dive in.

Secret #1: Adopt a Fearless Mindset

You know that little voice in your head that whispers, "I can't find good techs" or "No one wants to work in this industry anymore"? Yeah, that one. It's time to tell that voice to pipe down. Because here's the thing: your mindset is the biggest roadblock to hiring killer techs.

Think about it. If you're constantly telling yourself that it's impossible to find quality technicians, guess what? You're probably not even looking. Or worse, you're settling for subpar candidates because you think that's all you can get.

But what if you flipped the script? What if, instead of focusing on the shortage, you focused on the opportunity? Imagine waking up every day and visualizing your dream tech. You know, the one who's got the skills, the experience, and the attitude to take your shop to the next level.

Now, I know what you're thinking. "Easier said than done, pal." And you're right. Reprogramming your mindset takes work. But here's a little hack that can help: find a picture of your ideal tech and pin it up where you'll see it every day. It could be a rockstar tech you've worked with in the past or just a stock photo of a friendly-looking mechanic. The point is, every time you look at that picture, you're training your subconscious mind to focus on the solution, not the problem.

Secret #2: Implement a "Hiring Hustle" System

Pop quiz: when's the best time to look for a new tech? Answer: always. Even if your shop is fully staffed, you should always be on the lookout for top talent. Because let's face it, in this industry, things can change faster than a customer's mind when they see the repair bill.

That's where the "Hiring Hustle" system comes in. It's all about treating potential hires like they're your most valuable customers. Because in a way, they are. They're the key to keeping your shop running like a well-oiled machine.

So, what does this system look like in action? First, it means being insanely responsive when a tech reaches out. We're talking lightning-fast replies to their emails, texts, or calls. Remember, these folks are probably already employed or talking to other shops, so they're not going to wait around for you to get back to them.

Next, it means getting personal. And no, I don't mean swiping right on their Tinder profile. I mean giving them your direct cell phone number and encouraging them to reach out anytime. Sounds a little unconventional, right? But think about it from their perspective. If a shop owner is willing to give out their personal number, it shows they're serious about building a relationship.

But the "Hiring Hustle" doesn't stop there. You should also be inviting potential hires to shop events, like BBQs, training sessions, or even just a Friday afternoon beer in the breakroom. The goal is to make them feel like part of the team before they even fill out an application.

Now, I know what you might be thinking. "Who has time for all that?" But here's the thing: investing in your hiring pipeline is just as important as investing in new equipment or marketing. Because without a solid team, none of that other stuff matters.

One last tip: don't let those resumes gather dust. Make a habit of saving the contact info for every tech you interview, even if you don't hire them right away. Then, make it part of your weekly routine to check in with them. A quick text or email to see how they're doing can keep you top of mind when they're ready to make a move.

Secret #3: Leverage Referrals from Current Techs

You know how when you're looking for a good restaurant, you always ask your foodie friends for recommendations? Well, the same principle applies to hiring techs. Your current team is your best source of referrals.

Think about it. Your techs are out there in the trenches every day, rubbing elbows with other mechanics at training sessions, industry events, and even just grabbing a beer after work. They know who the rockstars are and who's just phoning it in.

So, why not tap into that insider knowledge? Start by asking every tech you interview this simple question: "Who's the best tech you've ever worked with?" Then, follow up with that person, even if they're not actively looking for a job. Remember, it's all about building relationships.

But don't stop there. Make referrals a regular part of your shop culture. Offer bonuses or other incentives for techs who bring in new hires that stick around. Not only will this help you build a pipeline of qualified candidates, but it'll also show your current team that you value their input and expertise.

Now, I know what you might be thinking. "What if my techs refer their buddies who are just looking for a paycheck?" It's a valid concern. But here's the thing: your techs have a vested interest in bringing in people who will make their lives easier, not harder. They don't want to work with slackers or prima donnas any more than you do.

Plus, by making referrals a regular part of your hiring process, you're creating a culture of accountability. Your techs know that if they refer someone who doesn't cut the mustard, it'll reflect poorly on them. So, they're more likely to only recommend people they truly believe in.

Secret #4: Prioritize Apprenticeships and Mentoring

When it comes to hiring techs, it's easy to get caught up in the "right now" mentality. You need someone who can hit the ground running and start turning wrenches from day one. But what if I told you that the key to long-term success is playing the long game?

Enter apprenticeships and mentoring. By investing in the next generation of techs, you're not only building a pipeline of future talent, but you're also creating a culture of learning and growth that will benefit your entire team.

Now, I know what you're thinking. "I don't have time to babysit a bunch of newbies." But what if you could hire an experienced technician specifically to train and mentor younger techs?

Think about it. You're not just getting one rockstar tech; you're getting a whole team of them. Because that mentor will be passing down their knowledge and skills to the next generation, creating a ripple effect of expertise throughout your shop.

But the benefits of apprenticeships and mentoring go beyond just technical skills. When you pair a new hire with a seasoned tech, you're also helping them navigate the culture and expectations of your shop. They'll learn the ropes faster and feel more connected to the team, which can lead to better retention and job satisfaction.

Plus, mentoring can be a powerful motivator for your experienced techs. It gives them a chance to step up as leaders and share their expertise, which can be incredibly fulfilling. And when your seasoned techs feel valued and engaged, they're more likely to stick around for the long haul.

So, how do you make apprenticeships and mentoring a priority in your shop? Start by identifying your top performers and giving them the opportunity to take on a mentee. Make sure they have the time and resources they need to provide quality training, and check in regularly to see how things are going.

You can also partner with local trade schools or community colleges to create an apprenticeship program. This can be a great way to build relationships with the next generation of techs and create a pipeline of talent for your shop.

The bottom line? Investing in apprenticeships and mentoring is a win-win-win. It's good for your new hires, good for your experienced techs, and good for your shop's long-term success.

Secret #5: Focus on the Techs' Needs

Here's a little secret that a lot of shop owners miss: hiring techs isn't just about finding the right skills and experience. It's about creating a place where people actually want to work.

I know, I know. You're probably thinking, "Of course I want my shop to be a great place to work!" But the truth is, a lot of shops fall short when it comes to meeting their techs' needs.

So, what do techs really want? Well, the obvious answer is money. And yes, offering competitive pay and benefits is important. But it's not the whole picture.

Techs also want opportunities to grow and advance in their careers. They want to feel like they're learning and developing, not just spinning their wheels (pun intended). That's where things like training programs, certifications, and clear career paths come in.

But here's the thing: techs also have lives outside of work. And if their job is making it hard for them to balance their personal and professional responsibilities, they're not going to stick around for long.

That's why it's so important to create a culture that supports your techs' well-being, both on and off the clock. That might mean offering flexible scheduling, paid time off, or even just regularly checking in to see how they're doing.

It also means fostering a culture of respect and appreciation. Techs are the backbone of your business, and they deserve to be treated as such. That means giving them the tools and resources they need to do their jobs well, listening to their ideas and concerns, and recognizing their contributions.

Now, I know what you might be thinking. "That all sounds great, but how do I make it happen?" The key is to start small and build from there.

Maybe it's as simple as starting each day with a team huddle to check in and set priorities. Or maybe it's creating a suggestion box where techs can share their ideas for improving the shop (you’ll have fun with that one - and so will your team!). The point is, by consistently showing your techs that you value them as people, not just cogs in a machine, you'll create a culture that attracts and retains top talent.

And here's the kicker: when your techs feel supported and valued, they'll be more engaged and productive on the job. They'll go the extra mile for customers, catch potential problems before they turn into major repairs, and generally make your life as a shop owner a whole lot easier.

So, if you want to build a team of rockstar techs who stick around for the long haul, start by focusing on their needs. Because when you create a shop that people love to work at, the rest will fall into place.

Revving Up Your Hiring Engine

You've made it this far, and I know what you're thinking. "This all sounds great, but I'm just so damn busy. How am I supposed to find the time to implement all these changes?"

Believe me, I get it. Running a shop is like juggling chainsaws while riding a unicycle on a tightrope. It's not for the faint of heart. But here's the thing: if you want to build a team of rockstar techs who will take your business to the next level, you've got to make hiring a priority.

Think about it. What would it mean for your shop if you had a team of skilled, reliable techs who showed up every day ready to work? What if you could take a vacation without worrying about the shop falling apart in your absence? What if you could spend less time putting out fires and more time growing your business?

That's the power of a great team. And the secrets we've shared in this post are your roadmap to making it happen.

So, take a deep breath. Grab a cup of coffee (or something stronger, if that's your thing). And start small.

Pick one of the secrets we've talked about and start implementing it today. Maybe it's finding that picture of your ideal tech and pinning it up in your office. Maybe it's texting a couple of your top performers to see if they know anyone who might be a good fit for your team.

The point is, don't let perfection be the enemy of progress. Every step you take towards building a better team is a step in the right direction.

And remember, you're not in this alone. You've got a whole community of shop owners out there who are facing the same challenges and working towards the same goals. Lean on them for support, ideas, and a good laugh when you need it.

Because at the end of the day, that's what this is all about. Building a business that you're proud of. A team that feels like family. And a life that gives you the freedom and fulfillment you deserve.

So go out there and make it happen. Rev up your hiring engine and watch your shop soar.

You've got this.