Our mission is to provide proven templates, strategies, training and top-level networking that help independent auto repair shops hire quality staff faster. ⚡ 🙌 We are thrilled to have you here! 🙌 We don't want you to end up with a business that's unprofitable or stuck because you can't find good quality staff and it’s why we created this community. 💪 It’s time to get after it! 💪 Over time, we will share with this community, everything we do on a day-to-day basis to generate 300 - 500 applications per week from high-quality technicians, service advisors, managers and every other staff position. These tools, strategies and techniques have allowed us on average to help over 100 shops per year to find good technicians and many other high-culture employees. We want to share everything we have learned and are currently implementing with you but more importantly, we want you to share what's working for you with the group! 🚀 [STEP 1] GETTING STARTED The best place to start is by downloading THE ULTIMATE TECHNICIAN AD CHECKLIST and following it each time you write a new ad for techs. You can find it here — https://www.skool.com/technician-find-8752/the-ultimate-technician-ad-checklist?p=b1f805e9 🚀 [STEP 2] PAY IT FORWARD There's 1 thing we ask of you since you’re new here to this community… Invite 3 fellow shop owners. That’s it. 👊 Send them this link to join our community 👉 https://www.skool.com/technician-find-8752?invite=75f4593ab2fe414e94bf8369b004efb4 This community is dedicated to taking the pain out of finding high-quality employees so you can build a high performance team and grow your business without limits… We share everything from: ✅ How to properly craft an irresistible help wanted ad that attracts high-quality employees
Listing the wrong salary in your help wanted ad for high end automotive technicians can completely derail your recruiting efforts. If you offer too much, techs will be skeptical and won’t apply. If you don’t offer enough, experienced techs who know what they are worth will move on and not apply. Damned if you do, damned if you don’t…right? Not so fast! I’m going to show you a quick and dirty way to get yourself in the ballpark with a solid salary that will attract the right techs. Before we start… Let’s be clear, this calculation does not take into account your business financials, labor rates, efficiency, gross profit, etc. I highly recommend that you sit down with a wise shop owner or competent business coach to do these calculations for your business ASAP. Total clarity around these numbers is critical to your long-term business success. With that disclaimer given, here’s how to find that number quickly: Step 1 - Navigate over to Indeed and type in the position that you are interested in advertising and the city that your shop is located in. Step 2 - Open up an Excel spreadsheet. Step 3 - Go down page 1 of the listings recording into a column in Excel the top end of each salary range for every job post on the page (there will be listings for all levels of techs. Don’t worry about that for now). Step 4 - Do the same for page 2. Step 5 - Pop over to ChatGPT and type in the following prompt: [Please analyze this data series in tabular format:]. Step 6 - Copy and paste the salary data from the excel spreadsheet at the end of the above ChatGPT prompt. ChatGPT will provide you with a beautiful statistical analysis of all competing jobs on page 1 and 2 of Indeed for the queried position. Step 7 - Input this prompt in ChatGPT: [How does the number [YOUR PROPOSED SALARY - TOP END OF THE RANGE] relate to this data set?] ChatGPT’s output will compare your proposed salary (high end) with the high end of all the other salary listings on page 1 and 2 of Indeed and give you a neat and tidy summary.
Have you ever found a great technician for your shop, only to hear, “It's just not the right time for me?” It’s frustrating and a huge let down. And you know what this means? Back to the drawing board to start the search all over again. Don’t give up so fast! In marketing there is a concept known as “ripening” or “warming up” leads. At any given time there is only a small percentage of potential customers who will want or need to purchase your product or service. That’s life. So instead of throwing away all of the leads that their marketing system has generated, smart business people stay in touch with those leads until they are ripe and ready to buy. It works the same way with employees. There are tons of reasons why candidates don’t move forward. Here are a few: - Timing is off (kids in school, spouse out of work, other family/life issues, etc.) - The pain of their current situation hasn’t reached a breaking point (they don’t love their current shop but it’s not bad enough to do anything about it…yet) - Your offer isn’t attractive enough (down the road you may add additional benefits and be able to sweeten the offer) As the old saying goes, the only humans that like change are babies with wet diapers! So how do you stay top of mind so that when a tech is ripe and ready to make the change they think of you? 1. Regular Check-ins: This doesn't mean pestering them every week. Instead, set up monthly or quarterly casual coffee chats or quick calls. This keeps the line of communication open and allows you to discuss industry trends, provide updates about your shop, or just catch up. It keeps you in their mind without being pushy. 2. Networking Events: Invite them to industry events, trade shows, or training sessions. Even if they can't attend, the gesture of invitation portrays that you value their presence and consider them part of the industry's community. 3. Newsletters: If your shop has a newsletter or weekly email, make sure they're on the list. Share stories of successful repairs, new certifications, team events, or updates on equipment and tools. It not only keeps them in the loop but also showcases the growth and positive culture of your shop. 4. Social Media Engagement: Connect with them on social media platforms or other industry-specific networks. Share, comment on, or like their posts. It's a subtle way of staying visible in their network. Additionally, regularly update your own profiles with achievements, updates, or vacancies, ensuring they see the progress and environment of your shop. 5. Celebrations & Events: Whether it's the shop's anniversary, holiday parties, or an informal BBQ, extending an invite to them can help them feel connected. It offers a glimpse into the work culture and camaraderie of your team, making your shop an even more appealing place to consider in the future.
I've been getting a lot of questions about all of the fake messages on Facebook lately so I made a 3.5 minute video with more information. Here's the link: https://www.awesomescreenshot.com/video/22800442?key=7c8da3429233bbdff33ba36b6730fb7b Bottom line, these are almost 100% phishing scams. Phishing is when someone tries to get access to your account by sending you a suspicious message or link that asks for your personal information. These messages may also claim that your account will be banned or deleted if you don’t follow their directions. If they get into your account, they may use your account to send spam. The sure way to tell that messages are bogus is by looking at the sender. Emails from Instagram or Facebook about your account will only come from @mail.instagram.com or @facebookmail.com. Don't trust messages demanding money, offering gifts or threatening to delete or ban your account. We are seeing hundreds of these messages per day across client Facebook accounts so be careful! Here is an article from Facebook/Meta on how to avoid scammers: https://www.meta.com/help/policies/safety/avoid-scammers/ At this time, there doesn't appear to be any way to avoid receiving these messages but I'll keep you posted if I hear anything. Let me know if you have questions. #phishing #scam #scammer #spam #Facebook #Instagram #FacebookAds
I'm honored that my episode "8 Reasons Why Techs Quit Auto Repair Shops" topped the list! And kudos to our friend @Joe Marconi who also made the list with a powerful episode on why shop owners need to be objective when interpreting external data and trends while taking a subjective look at the KPIs that impact their auto repair businesses. If you're taking a road trip over the Thanksgiving holiday, pop in your earbuds or turn up your radio and catch up on the top episodes of the past three months.
After running thousands of ads over the past five years for auto and diesel repair shops, here's what I've learned... NOBODY reads an ad all the way through on the first pass. It doesn't matter if the ad is long or short. The simple truth is that an ad is never too long, it’s too boring! Everyone scans an ad on the first pass and what they are looking for is what is important to them. If something catches their eye, they will slow down and read more. Sometimes if they are really interested, they will go back and start from the beginning. And if they don't see anything that interests them? They don't click and they don't apply. So how do we know what's important to a technician reading the ad? We don't know. That's why we don't post a random selection of bullet points and hope that we strike a nerve. We need to include a broad range of potential hot buttons in each ad. These hot buttons include headlines, bullet points, pain points, bold sections, ALL CAPS, short paragraphs, emotional appeals, calls to action, social proof, credibility, etc. Now when I say "hot buttons" I don't mean gimmicks, exaggerations or lies. I mean honest to goodness benefits of your shop and what you offer that makes you unique and worthy of a technician's time and attention. I've done lots of training on how I write ads (format, structure, psychology, etc.) and you can find all of it in the Technician Find Community if you are interested. The point is to get technicians to reach out or to head over to your landing/application page. If your ad doesn’t do that, it doesn’t matter how long or short it is.🌟🔧
Ever felt the weight of a disrupted workflow when a new team member can't seem to respect time? It's that unsettling moment when the clock ticks past the start time and the bay or desk remains empty…again. The workload piles up, customers get restless, and the rhythm of the day gets thrown off. Not to mention the blow to team morale. Before things escalate, it's critical to approach the situation head-on. Having a candid conversation can clear the air and set expectations quickly. Here’s how to do it… This excellent 7-step framework for having a tough conversation is shared in the book “Fierce Conversations” by Susan Scott. 1. Name the issue. 2. Select a specific example that illustrates the behavior or situation you want to change. 3. Describe your emotions about this issue. 4. Clarify what is at stake. 5. Identify your contribution to this problem. 6. Indicate your wish to resolve the issue. 7. Invite your partner to respond. You have sixty seconds to do it all. This powerful opening statement will set the stage for an open and honest discussion about work expectations. A smooth-running shop relies on everyone being on time so don’t shy away from potentially difficult conversations like this.
Over the years I’ve spoken to lots of shop owners who had the belief that there were no skilled techs available in their small/rural town. On the surface, this may appear to be the case but going into a hiring situation with this mindset guarantees failure before you even begin. Yes, this may be a challenging situation but it’s not unsolvable. I know because we’ve done it dozens of times. Here’s how I help our clients shift this mindset from negative to positive so they can find the talent they need to grow. I always start by telling them two things: #1 - Stop looking for love in all the wrong places! #2 - Change your definition of the word “available”. Let me explain… If you have a limited supply of technicians in your area and you set out to attract them by grabbing a generic ad template off the internet and posting it on a job board that every other shop in town uses… What do you think your chances of success will be? Yeah, about zero. You’ll get an application from the guy you fired two years ago (the same guy that applies every time you post a new job). And a few other folks who work at local sandwich shops or shoe stores now, but “ I helped my dad work on the family car on the weekends when I was a kid. And I’m good with my hands.” That’s what I call looking for love in all the wrong places! Next, let’s work on that definition of “available”. Most shops I talk to think available means a tech who is actively looking for a new shop and is trolling job boards and Craigslist every day. Let’s expand this mindset. What if our definition of available was expanded to include: - Techs who are working but they’re in no man's land. They aren’t pissed enough to take action and find something better, but they aren’t happy where they are. Each day for them feels like a slow grind with no end in sight and they would jump at the chance to consider a new opportunity. - Techs who may be a great fit for your team but they have no idea that what you offer is even available to them. Your unique value as a shop is the best kept secret in your area. - Technicians from other cities that want to move into your city or back to your city because they have family there. - Technicians whose significant other/spouse or friend is sick of hearing them gripe about their shop and is more motivated to help them find a new shop than they are themselves. - Technicians who know your employees but up to this point, your employees have not been properly incentivized to make the introduction.
Do you have employees that consistently experience more month at the end of their money? You’re not alone, I’ve heard this complaint from lots of shop owners. Here’s what some top shops did to solve it: 1️⃣ Purchase Dave Ramsey’s Smart Dollar Program and go through it as a team. 2️⃣ Invite the financial advisor that manages the retirement plan to come in and do a quarterly presentation and stay to answer personal questions. 3️⃣ Read financial books together, implement the exercises and provide accountability during their regular 1-on-1 meetings (start a book club). I’ve heard amazing stories about shops that have implemented these strategies including techs that went from asking for weekly advances to buying houses and cleaning up their credit for good. If you are consistent, your team will build powerful financial muscles using these strategies and the days of being the piggy bank will be over.
You've placed ads, and waited, but the applications are trickling in or not coming at all. THE REAL ISSUE… Potential candidates might not trust what you're offering. Many folks in this industry have been burned by shops with a slick story and pie in the sky promises. So, by the time they come to your ad, you have to assume that they are skeptical from the start. HOW TO BUILD TRUST FAST… Embed a link right in your job ad that leads to your most glowing customer reviews. Let candidates hear directly from satisfied customers about the excellent service you provide and the strong leadership position you project out into the community. Third party validation from happy customers sharing their positive experiences can do more to boost your shop’s credibility in 30 seconds than your bragging could do in 3 days! Your repair shop's future is in the stories your customers tell.
Ever felt like your employees are just clocking in and out, missing the bigger picture of your auto shop's story? When your team doesn’t see how they fit into the grand scheme of things, motivation wanes, and work becomes just another job. Imagine the untapped potential when everyone pulls together, understanding and passionate about the bigger goal. Here’s the magic trick: 🔧Find your WHY: Define your shop's mission, vision, core values, and purpose. Why does your shop exist, and why does it matter? 🔧Share the Story: Show each team member how their daily tasks align with the shop's bigger story. 🔧Value their Contribution: Remind them frequently that their role is crucial. They aren’t just fixing cars; they’re a vital part of a story, a community, a mission. When employees see their role in the bigger story, work becomes more than just tasks. It becomes a shared journey, boosting morale, dedication, and service quality. Incorporate this approach and watch your shop thrive!
If you're reading this, chances are you're familiar with the cycle of frustration in finding and keeping skilled automotive technicians. The lack of responses to your ads, sifting through a sea of subpar applications, and the constant challenge of not just finding, but retaining master techs without breaking the bank. It's a tough spot to be in, but what if I told you there's a way to make your shop the place every skilled technician wants to work? Over the past six years, I've spent countless hours speaking with technicians, understanding their needs and desires, and now, I'm excited to share a game-changing resource with you. I've created a simple yet powerful diagram, a quick cheat sheet, that boils down the top traits that automotive technicians truly seek in an employer. This isn't guesswork; it's a distilled essence of what makes technicians tick and how you can align your shop to meet these needs effectively. Here's a sneak peek into the three pillars of this diagram: RESPECT: It starts with the shop culture and communication. Technicians aren't just looking for a job; they're seeking a workplace where they feel valued and heard. MONEY: Competitive salary and benefits are non-negotiable. Good techs know what they are worth. It's not about giving away the store, it's about showing that you recognize their worth and are willing to invest in them. If you don't, your competition will. GROWTH: A nurturing environment where management cares about their employees' growth, both professionally and in their life outside the shop, is a game changer. Now, why does this matter to you? Because understanding and implementing these pillars can transform your shop into a magnet for top talent. It's about creating an environment where technicians don't just come for a job but stay for a career. So, how can you use this information? It's simple. Use this diagram as your blueprint to fine-tune your shop's approach to hiring and retaining technicians. Use this information to write your help wanted ads, make decisions about shop culture/activities, have conversations with current and potential employees, etc.
Here's a great way to build culture in your shop and honor the Veterans who work for you. To thank Veterans for their service, @Eddie Lawrence and his wife Holly over at Mobile Transport Repair (MTR) have created a Veterans Day voucher that is good for 8.0 hours towards their PTO to use as they need. Eddie was kind enough to share his voucher if you would like to do something like this for your team (see attached PDF). I love this idea because it does so many cool things: 1. It shows appreciation and respect for your employees 2. It builds team culture around valuing honor and service 3. It shows that they took the time to learn more about their employees lives outside of the shop and that they care 4. It is a commitment to supporting a cause greater than the business
You know what’s ironic about this? They probably wish you cared more about them than the bottom line. It's not about blame. In fact, as shop owners, you likely care deeply about your team. But there's a big difference between feeling and showing that you care. When employees don't feel appreciated, it affects morale, productivity, and loyalty. Cue the revolving door. Joey Coleman, in his insightful book "Never Lose An Employee Again," explains these problems perfectly and goes on to suggest solutions. It's not that you don't care, but your employees might not know it. Coleman pinpoints three reasons for this disconnect: 1. Lack of understanding. Do you truly know what drives your employees or what challenges they face? 2. Lack of demonstrated appreciation. When was the last time you showed genuine gratitude for their contributions? 3. Lack of connection. How often do you genuinely connect, beyond work conversations? By addressing these gaps, you can transform your workplace into an environment where employees not only know they're valued but reciprocate by giving their best to the business. Embrace the power of understanding, appreciation, and connection. Make these principles foundational in your shop culture, and you'll not only retain top talent but foster a workplace where everyone is invested in mutual success.
Ever had an employee whose actions disturbed the workplace balance? One of our clients had a technician who wanted to open carry a firearm at work, causing unease and potential liability. This isn't just about a single incident. It's about workplace safety, team morale, and maintaining a professional working environment. When a situation like this arises, you're faced with a hard decision. But what if letting them go leaves a gaping hole in your operations? Our client faced this dilemma. And after prioritizing safety and harmony, they had to let the technician go. The lesson learned? Always be prepared. Ensure you have a deep bench you can call on or a way to generate consistent flow of applications on demand. By having a 'deep bench', you're not held hostage by one employee's actions. Instead, you empower your business, ensuring smooth operations regardless of individual staff changes. Don't wait for a crisis to realize the importance of a continuous talent pipeline. Start building a strong bullpen today.
Stings doesn’t it? Everything is going along fine in the shop (or so you thought) and one Friday afternoon, out of the blue, they drop the bad news on you. Buddy, that’s one loooong weekend! Here's the hard truth… In this tight labor market, if a tech feels stagnant or under-appreciated, they can easily jump ship. It's not just about the next paycheck; it’s about feeling respected and valued. Let’s put it into perspective: Imagine your best technician. Now imagine them with improved life skills, navigating both their professional and personal challenges with ease. How much more invested would they be in their job? But here’s the kicker… Professional training alone won't seal the deal. Life skills make the difference. This dual toolset can be the game changer for technician loyalty and job satisfaction. So, what’s the solution? My good friend and diesel repair shop owner, Eddie Lawrence recognized this gap in his own life and the lives of his team. That’s why he created the 'Life Calibration' - a hands-on workshop aimed at helping shop owners and their employees gain more fulfillment, clarity and perspective in life. Big corporations have long recognized the importance of holistic employee development. They know it's not just about the job; it's about creating well-rounded individuals. Take a page from their playbook: Invest in a program like 'Life Calibration' for your entire team and show them that you care that their life works inside and outside of the shop.
Picture this… The shop is bustling with activity, with a consistent stream of customers. You’re known for efficient, high-quality repairs, and have a reputation as one of the best in town. It’s time to make the leap and start looking for locations for a second store. Congratulations! Before you start the hiring process, here are some strong candidate traits to look for: - Alignment with Company Culture and Values - Technical Competence and Experience - Customer Service Skills - Ability to Work Independently - Training and Development Potential - Long-term Commitment - Leadership Potential - Adaptability - Feedback and Improvement Oriented - Local Knowledge and Community Connection - Compensation and Benefits Structure Alignment As an independent auto repair shop owner, the thought of expanding to new locations might excite you, but the challenge of finding the right staff to run them is overwhelming. Let the above character traits guide your hiring process and you’ll be able to build a high-performing team at the new location in no time!💪🚗
If there's one thing that I've seen over the years that will attract and retain top talent, it's building a strong culture and high-performance teams. Over the last 5 years I've watched my friend Shawn Gilfillan do both. That's why I invited him to share an overview of his High-Performance Teams Apprenticeship with you. 🔧Ready to Transform Your Auto Repair Shop?🔧 Unlock the secret to stability and peak performance with "Introduction to High-Performance Teams" - a FREE virtual session exclusively for independent auto repair shop owners! 📅 Date: Monday, October 30th ⏰ Time: 1:30 PM ET 📍 Location: Zoom (Link and passcode can be found in the event calendar) Join Magical Solutions and Shawn K Gilfillan, owner of Automotive Magic and Magic Lube and Rubber, for an eye-opening journey into leadership and culture excellence. Have you ever thought, "we need … … to simplify/clarify the structure in the shop … to eliminate our silos (Front of the house vs. the shop) … to be more strategic … our levels below to take more ownership … to accelerate our talent … to get out of the weeds?" Then HPT might be for you. Don’t miss out on the chance to rev up your shop's performance and create a thriving work environment! Mark your calendar now and take the first step towards a brighter, more stable future. #HighPerformanceTeams #AutoRepairShop #Leadership #Culture #FreeEvent #MagicalSolutions #RevUpYourShop
Are you having trouble generating a consistent flow of qualified technician candidates but insist on getting an application or resume before you will speak with them? That’s a big mistake! You’re adding friction to the hiring process when you should be doing the exact opposite… …making it easier to start the conversation. Let me explain… 🔧Techs that have been working for the same shop for a long time don’t usually have an up to date resume. Asking for a resume immediately puts this task on the back burner for a tech because they are too busy and will “get to it later”. Of course we all know that later never comes. 🔧What if they just have a few quick questions about your ad or your shop and they aren’t ready to commit? They sure as heck don’t want to fill out pages and pages of applications or sit down to update their resume just to find out that your shop isn’t going to be a good fit. And you both lose. 🔧What if they have experience or skills that aren’t listed on the resume? You miss out on a gem in the rough. 🔧What if they know other techs who might be interested in your opportunity? You miss out on potential referrals because you never got a chance to talk to them and ask. Filling out an application is a commitment. Updating a resume and submitting all of your personal information and work history to a stranger is a commitment. Have you earned the right to ask for that commitment? Here’s what to do instead… List your mobile phone number in the ads and make it easy to send a text to get the conversation started. It’s simple, it's easy and it gives you the chance to build trust and the basis for a long-term relationship, before you ask for the commitment.
It might not be about pay or location or even benefits. It's probably about TRUST. Here's the game-changer every shop owner should know about building rapid trust and credibility in their help wanted ads! First the truth: trust is hard to come by. I tell the story all the time in podcast interviews about the tech who told me that “every shop says the same things to get you to come on board and you never know what you are getting into till you go to work at the shop and by then it’s too late.” Guess what? Every tech that reads your help wanted ad is thinking the same thing. And techs that think you are full of B.S. don’t apply. And… Every missed application is a potential top-tier employee slipping through the cracks. It’s a bad situation for the technician too because it's a missed opportunity for them to finally find a reliable workplace that matches their culture and values. It’s loose, loose. I've seen incredible technicians skip out on great opportunities because they didn’t have enough information about the shop to trust the new environment. So, just do this… Add a link to your customer reviews in your job listing. This lets you showcase your credibility instantly! Online reviews have been proven again and again to be the most powerful source of third party proof and validation that a product or service is worth investing in. And it can work for your shop! Want to make sure that your repair shop stands out in the sea of job listings and has the clout to pull applications? Make trust-building effortless. Add a link to your top customer review platform in every one of your help-wanted ads from now on. You’ve spent years of blood, sweat and tears gaining those hard won reviews. Now it’s time to put them to work for you! Technicians deserve to know they're joining a reputable team. And you deserve to have A-players helping you to build your dream. Build that trust and watch that trust pave the way for top-tier talent to join your team.
Pumped up about opening a new store, but dreading the hiring? You're thinking, "Got this killer new spot, but where the heck do I find the right crew to run it?" Here's the real talk: The playbook for building a high performing team at a new store starts with a deep bench. New location? Dig your well before you're thirsty. Picture this: Your new shop, engines humming, techs in sync, and customers lining up. All because you staffed it just right. Feels good, doesn't it? It ain't just a daydream. 🔧 Strategy Snapshot: Start early. Get your creative, benefit filled ads ready and get them running ASAP. Get to know the talent in the area. Build relationships and tell your story. But most importantly, capture names and contact information! You want to build a deep bench of potential talent who will be ready to go when you cut the ribbon on the new store. You’ll probably want to take a few seasoned employees with you to show the new folks how things are done in your culture so finding replacements at your existing store will also be a consideration. Your new location isn't just about new business; it's about building new relationships. Get your team right, and they'll drive the business for you. Opening a new shop? Don’t reinvent the hiring wheel; just tweak the blueprint and start early.