We're curious: do you roll up the garage doors for working interviews when hiring techs? It's a great way to see skills in action, but we wonder how many of you are actually putting it into practice. 👉 Cast your vote! Click on the poll below and let us know if working interviews are part of your hiring toolkit. It's a snap – and your input could help shed light on a common practice (or not) in our industry!
I just wanted to share an incredibly important document and idea with you today. Every shop owner I have shared it with, loves the concept and is fully onboard. In the video, @Carm Capriotto discusses the importance of establishing a new language standard for automotive repair professionals. He focuses on the need for clear and consistent job titles that reflect what we do for the consumer. It will help bring a necessary professional view of auto repair specialists. Have a listen and let me know what you think. https://youtu.be/u63W8zfgqhQ?feature=shared @Tracy Capriotto
In order to get acquainted and and help fellow community members, please share: 1. The name and location of your shop. 2. Your biggest frustration with finding techs. 3. How you found your last tech.
@Jim Pappel welcome to the community! I hear you about finding good techs. You really have to dial in what makes your shop unique and then communicate that effectively to the techs in your area via social media. I created a tool that will help you do a 15-minute shop hiring audit. It's called the Technician Attraction Blueprint and you can find it in the classroom: https://www.skool.com/technicianfind/classroom/84a30045?md=2e72040ba411483a94dbe39121872afb
@Mandy Wall welcome to the community! Kudos for handling the first step, getting a consistent flow of applications. I know it's frustrating when you aren't seeing the qualified techs apply but not getting any applications at all is a much bigger problem! We use social media and direct outreach to find the techs who are working, not looking but open to new opportunities. There's lots of free training on how we do this in the classroom. Also, nice job of snapping up employees from local shops that are making changes. I always tell shops we are working with to let me know if a big corporate chain moves into the area and starts buying up independents. The "my way or the highway" attitude they install provides a perfect opportunity to poach great talent!
Have you had any experience hiring an outside sales rep to solicit fleet business for your shop? I've been getting questions on how to structure pay plans and training options. Any ideas or resources on this topic would be appreciated.
I just received some interesting information from an HR consultant contact of mine on how to determine employee vs independent contractor status for your outside sales rep in California. Here are some qualifiers to help determine the status: 1. If the individual has a business of their own doing sales work for others then they may be an independent contractor. 2. Since the person would be doing business development for your client’s business – this could be considered an essential function of your client’s business making the person an employee. 3. If your client is providing the person a car – that would indicate they are an employee. An Independent Contractor must provide all the equipment needed to do their job. I would recommend making them an employee since California does not like Independent Contractors and makes it almost impossible for someone to qualify
When you all are writing ads, are you putting the technician level you're looking for in the title and the body? If so, are you providing your definition of that level in the body or waiting to later to dicuss with the applicant? Thanks, Andrew
I agree with Miranda. You can get more specific in the body of the ad in terms of skills and years of experience required. You always want to focus on applicant flow first. You can tighten up the requirements once you are getting a good flow of applications.