Recruiting Technicians

So, you’re looking to add technicians? Congratulations, so is everyone else. So how do you set yourself apart from your competition? first step is to get out your legal pad:

• What makes your dealership (or brand) better than others?
o Clean shop
o Organized special tools and equipment
o Air-conditioned shop
o 2-bays per technician
o Fair work distribution (You can only state this if you manage production)
o 3- or 4-day work-week option (Just because you don’t do it now, doesn’t mean you can’t) Would you be willing if you had candidates?
o Employee tenure – long term employees mean stability
o Family owned dealership
o Aggressive training program
o Fair warranty compensation plan

o Factory incentives

These are just a few examples...the most important part is that you let the world know.

• Meet with one, two or three of your top technicians. Ask them the following questions:
o Why do you work here?
o What would need to change to cause you to call up technicians that you know and tell them that they need to come here?

What kind of answers do you get? Can you make the changes that will cause your technicians to be your best marketers?

• Prepare your ad...When you prepare your ad, avoid being overly specific in your request, whenever possible. For example: “GM Master Tech Wanted” will, on average, probably get you about zero resumes. Rather, be flexible and screen for talent.

Compile your information and get it out there, using indeed or Craig’s List or other hiring sites. As you write your ad, avoid using much print on “Great Benefits”, “Top Pay”, Paid Vacation”, etc., unless your company has really special benefits. If it does describe it (Example: “Healthcare - 100% paid for employee”). Otherwise, it’s boring. Everyone claims to have great benefits. This is the price of entry.
Use both the terms technician and mechanic in the ad. This will attract more web-crawlers.

An example of a good ad might be: