"Technician Magnet" Hiring System: Stop Ghosting, Start Landing A-Players

After 7 years of helping shops hire technicians, I've noticed something: Most shops are rusty at hiring because they're not doing it all the time. And that rustiness is costing you great techs and service advisors.

@Brian Nerger

from Nerger's Auto Express just hired 2 technicians and a service advisor in a month using this system (and helped a diesel tech land his dream job at Caterpillar along the way).

Here's exactly what he did differently:

Part 1: The Speed-to-Contact Game Changer

Brian followed Leigh Anne Best from Mighty Auto Pro's "text-first" system that's absolute gold:

The 3-Touch Text Formula:

Immediate text (within 30 minutes of receiving resume): "Good afternoon John, my name is [Your Name] with [Shop Name]. Thank you for sending your resume for our Automotive Technician position. After reviewing your resume, [Owner Name] would be very interested in meeting with you. Would you be available this afternoon to come in and talk about this opportunity?"
Follow with the job link so they know exactly which position
Keep everything in text - creates a trackable conversation history

Why this works: Techs are under cars all day. They can't answer calls, but they'll check texts at lunch.

Part 2: Stop Being a Resume Snob

Brian's breakthrough came when he stopped judging resumes and started having conversations.

His new approach:

Call everyone with ANY automotive experience (he even called candidates from past years apps)
Start by asking, "what has you looking for a new opportunity right now?"
Then ask this golden question: "If we were talking a year from now and you look back and had the best year of your life personally and professionally, what would that look like?"
Build relationships, not just fill positions

Even when someone isn't a fit, Brian goes above and beyond. He recently helped a diesel tech connect with Caterpillar (where the tech wanted to work) and regularly connects entry-level candidates with Jiffy Lube and Valvoline managers for training opportunities (who end up sending him general repair work).

Why this matters: When you help people - even those you don't hire - you build a reputation as someone who genuinely cares. That reputation travels through the technician network faster than any job board posting ever could.

Part 3: The "Technician Pipeline" System

Leigh Anne's contact management system is brilliant in its simplicity:

In Your Phone Contacts:

First Name: [Their actual name]
Last Name: "Technician A+" (or their rating)
Notes: Key details ("Had DUI 2015", "Highly recommended by David", "No-showed interview")

Now you can search "Technician" and instantly see your entire bench of candidates with ratings.

Part 4: The Reference Multiplier

This is the hack that's filling positions when others see "no qualified candidates":

For EVERY applicant (even entry-level), ask: "Can you give me the name of the two best technicians you've ever worked with who could put in a good word for you?"

Every application now becomes 3 potential hires. Shops using this are hiring when others claim "there's nobody out there."

Part 5: Think Like a Connector, Not a Gatekeeper

Brian's mindset shift is everything:

Connected a diesel tech to Caterpillar
Hooked up entry-level guys with Valvoline district managers
Builds goodwill that comes back as referrals and increased car count

The result? People WANT to help him find techs because he's helped them.

Your Action Items for This Week:

Set up the text-first system - Template is above, just copy and customize
Review your "rejected" resumes (even from years past) - Call three of them this week
Build your contact database - Start rating and tracking everyone
Ask for references - Even from candidates you don't hire
Stop waiting for unicorns - Good techs become great with the right shop culture

The Bottom Line:

The shops winning the talent war aren't the ones with the biggest budgets. They're the ones who respond fastest, build relationships, and treat every interaction as an opportunity.

Stop throwing resumes in the trash. Start building your technician pipeline.

What's your biggest hiring frustration right now?

Drop it below and let's solve it together.👇

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