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.

We hope that all of you have a wonderful and delicious holiday! Which cranberry team are you - canned or fresh?

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.🌟🔧

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.

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!

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.

I'm so grateful that my dad made it to the Expos and we got to meet @Carm Capriotto and @Tracy Capriotto in real life! Good times, great events.

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!💪🚗

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.

Just wanted to share a few links to podcasts that Chris has been on recently and let you know what we’ve been up to here at Technician Find to help you attract and retain top talent. How Do I Find A Good Shop? (for automotive technicians only) [PODCAST] with Sean Tipping on the Automotive Diagnostic Podcast: Change your perspective with this discussion on a technician's view of the hiring process. How do you retain mechanics? The 8 top reasons they leave and what independent automotive repair shops can do about it. [PODCAST] with Chris Jones on Ratchet + Wrench Radio: Any shop that wants to retain good employees (so, all of you!) is going to get a lot of great ideas from this episode! Transform Your Auto Repair Shop: From Burnout to Balance and Attracting Top Talent [PODCAST] with Carm Capriotto on the Town Hall Academy podcast along with Shawn Gilfillan from Automotive Magic and Magic Lube and Rubber in Kenvil, New Jersey and Eddie Lawrence from Mobile Transport Repair in Colorado Springs, Colorado: This episode is about Eddie's journey from burnout to balance as a shop owner through developing the Life Calibration system for himself that he now shares with other shop owners and their employees. The system provides a simple tool for overextended shop owners and their employees that helps them gain more fulfillment, clarity and perspective in life. Why Your Recruiting Ads Aren't Working: Tips from an Automotive Technician Hiring Expert [PODCAST] with Martin Morgan on the Busy Bays Podcast: A deep dive into all things recruiting for auto repair shops. Job ads, how to expand your reach for candidates, the role that culture plays, and more. Attract, Don't Chase: How to Hire a Mechanic with a Fishing vs Hunting Approach [PODCAST] with Mike Edge on the Gain Traction Podcast: Chris explored his journey with Technician Find, the triumphs, and stumbles over the years in hiring technicians and Chris' top tip for finding top techs: Think like a fisherman, not a hunter!

Your advertising budget is precious, and it should be invested wisely to attract the right technicians. But if you rely on job boards exclusively, you’re probably struggling to get enough high-quality applications. Here’s why that is… At any given time only 5% - 10% of technicians in your area are actively looking for jobs. That means 10% max are on job sites searching and 90%+ of techs in your area aren’t. So, no matter how much money you spend on those platforms, the best you can possibly do is get in front of 10% of the technicians in your area. But it gets worse… All of your competitors in the area who are also spending money on these platforms are also competing with you for those same 5% - 10% of techs. Is it any wonder why you aren’t getting the applications you want? Do this instead… Fortune 500 corporations figured out years ago that top talent already have jobs and don’t usually troll job boards on a regular basis. That’s why they started using social media to find them. The next time you post a help wanted ad on a job board, also post it on your favorite social media platform. Instead of spending all of your ad budget on the job board, split it with social media by boosting your post. If your ads are compelling, what you will find is that you will get your ad seen by more people and get more quality applications than relying on job boards alone. The big corporations are on to something here. Follow their lead and get candidates from social media.

Ever wonder why techs ghost you after the first call/email/text and stop responding? It’s because you didn’t make a connection with them. There are two critical steps that you need to accomplish during your first communication with a technician candidate… Step 1 - Find out if they have the basic skill sets you need in your shop (of course this won’t be perfect on a quick call but you can get an idea). Step 2 – Grab their attention and set the stage for the next conversation (phone interview, in-person interview, shop visit, etc). Do you hear crickets when trying to follow-up with techs? It’s because you didn’t do step 2. Ask these two questions on every initial call from now on… 1. What’s going on that has you checking out new opportunities at the moment? 2. If we were sitting down one year from now and you were to look back over the previous 12 months and all your personal and professional goals had been accomplished, what would that look like? With two simple questions, you now know what problems and frustrations the tech is having with their current shop and what they want to accomplish personally and professionally over the coming year. This is all of the information you need to craft a compelling employment offer, and keep their attention when communicating in future conversations. Show them that you listened. Show them you care. So, write these two questions down on a sticky note and post them above your phone so that you have them handy whenever you hop on a call with a prospective team member!

I am Jerry Heirigs owner of J & M Transmission and Auto Service. We just celebrated our 30th year in business. We are a full service shop with an emphasis on transmission diagnosis and replacement. We started out as a specialty transmission shop in 1993, but have become a full service shop as we have progressed in business. The biggest thing holding us back right now is the need to upgrade a couple of techs with mediocre attitudes who aren't great team players. This group comes highly recommended and I am excited to be a part of it. Thanks Jerry

Do you ever wish your employees loved the business as much as you do? Guess what? They are probably wishing that you cared as much about them as you do about the business. This isn't about pointing fingers. We all care about our team members and I wouldn’t work with an owner who didn’t. But sometimes we forget to show it. When people don't feel special, they usually don’t work as hard and very often these days, they just leave. There's a great book on this topic called "Never Lose An Employee Again" by Joey Coleman. He tells us why workers might feel this way: It’s not always about whether you care, but more about whether your employees feel and know that you do. Coleman zeroes in on three critical gaps in many employer-employee relationships: 1. Lack of Understanding: Beyond their skills with a wrench, computer or customer, do you know what really drives your employees? Are you aware of the personal challenges they grapple with? 2. Lack of Demonstrated Appreciation: Recognition isn't just about bonuses or Employee of the Month plaques. When did you last thank a team member for their commitment or contributions with no strings attached? 3. Lack of Connection: Genuine connections breed loyalty. How often do you chat with your team members one-on-one, not as a boss but as someone genuinely interested in their well-being? If you're intrigued by these ideas and would like to forge stronger bonds that benefit both you and your employees, I'd recommend diving deep into Coleman's book. You can pick up the hard copy or listen on Audible via Amazon. Embark on this transformative journey toward mutual appreciation, growth, and, most importantly, rock solid employee retention

I saw an interesting article over the weekend about entry level auto body technicians and I thought you might be interested: https://www.zerohedge.com/personal-finance/these-are-most-sought-after-entry-level-jobs-2023 It gives a bit more context to the challenges collision shops face in finding good talent. Frankly, I'm surprised other techs aren't on the list. Here is the graphic that is featured inside of the article. Take care, -Chris

Congratulations to David Goldsmith for taking control of the leaderboard in September with his insightful contributions and generous feedback. David, I will DM you to get your address so I can send you a gift. Thanks to everyone who contributed to making the Technician Find Community more valuable and useful to our members by posting. Here's how the top 4 finished up: 1️⃣ @David Goldsmith 2️⃣ @Jimmy Sexton 3️⃣ @Martin Hague 4️⃣ @Alan Heriford

Just want to say Hello,

I just got off the phone with a shop owner who was spending $2,000+ per month on Indeed and getting diminishing returns (he was less than thrilled with the platform). I asked him if he knew how the job board game worked and there was silence on the other end of the phone. I took this as a teachable moment and put on my educator’s hat. Here’s what I told him… A job board/website like Indeed allows you to post your open positions that people who are actively looking for work will see. You can pay for the privilege of keeping your job on the first page of the site until you’ve bought enough clicks to exhaust your daily budget, then your job falls to whatever page it should be on based on the chronological order of when you posted it. As a shop owner or manager, there is a big problem with this business model... Every other shop in your area is paying Indeed to do the exact same thing (get more eyeballs on their ads by staying on page 1)! At any given time, only 5% - 10% of the technicians in your area are actively searching for work (this means that you and all of your competition are throwing money at Indeed fighting for the eyeballs of 5% - 10% of technicians in your area who are actively looking for work). Does that sound like a winning formula for recruiting? Yeah, I don’t think so either. Here’s what to do instead... There’s no doubt, Indeed is the undisputed heavy weight champion when it comes to their resume database. Purchase a monthly subscription and do daily resume searches to find good techs and invite them to apply for your open positions. Ditch the sponsorship of ads. Paying per application or a hefty daily sponsorship is like a cash furnace. These tips will help you use Indeed or any other job site like a pro to get more solid candidates for your open positions.

The modern job market has evolved, and with it, so have job seekers' expectations. Adding barriers early on, like demanding applications and resumes, might be causing you to lose out on prime candidates without even realizing it. Let's consider a few scenarios: Jake, a seasoned tech with 15 years at the same shop, sees your ad. He's curious but doesn't have an up-to-date resume. Instead of applying, he thinks, "I'll update my resume and get back to this." But life gets busy, and he never does. Sophia just wants to clarify a couple of things about the position. Your ad grabbed her attention, but the thought of filling out a 4-page application to qualify for a simple phone interview to answer her question feels like a waste of time. So, she moves on. Miguel might not have everything listed on his old resume, but he's acquired new skills that could be an asset to your shop. If you just spoke to him, you'd understand his value. Bill only has two years under his belt working for a professional automotive repair business and he is weak on diagnostic skills. On paper, he wouldn’t be a good fit for your shop. But, he works at a local dealer with 8 other technicians. Several of those techs are certified master technicians and they are all upset because of the new management’s “my way or the highway” attitude and they are in the beginning stages of looking for another shop. A quick conversation with Bill might land you 2 or 3 rock star techs! Now, imagine if you made it easier for Jake, Sophia, Miguel and Bill to reach out. Consider this – what if you gave potential hires an easier way to start the conversation? And stopped making them jump through hoops before you’ve gained their trust? By simply listing a mobile number and encouraging a quick text, you start the conversation and pave the way for trust-building and laying the foundation for a more robust commitment later on. Of course you will need a resume and application eventually but don’t start there. In today’s job market for highly skilled talent, that’s almost as bad as asking for marriage on the first date.

Ever hired an automotive technician only to watch them disrupt your team's harmony? It’s amazing how much damage one bad apple can do in such a short period. A single bad culture fit hire can lead to a domino effect, damaging team morale and your shop's culture. The solution? Discover your core values - and write them down! In How To Be A Great Boss, Gino Wickman shows you exactly how to do this very quickly. Step 1 - Think about three people in your business today that you admire and wish you could clone. Step 2 - Think about the qualities, actions and character traits that make them such a valuable asset. Step 3 - Write these character traits on a piece of paper and examine them carefully (your core values lie somewhere in this list). Step 4 - Select the top 3 - 7 (less is more) that clearly articulate what you value and stand for as a business. Now you have a concrete list of character traits to evaluate every new prospective team member during the hiring process. The more traits they align with, the better potential they have of fitting in with your shop culture. Of course this process won’t guarantee that every hire you make is a rock star culture fit but it will make those bad hires fewer and farther between. So dive into this simple process today and shield your team from the next potential tornado threatening to tear through your shop.

How do we attract talent from outside the region? How do we grab attention and convince skilled technicians to relocate to this tiny town? The answer? A four-fold approach for placing a different type of help wanted ads. Step 1 - Add a section to your ad that is relocation-focused: Go beyond the usual job description - think “Travel Brochure”. Highlight the advantages of living in your area - be it the serene environment, the close-knit community feel, lower living costs, access to nature, etc.. Paint a picture of a life they might not have imagined. Step 2 - Brainstorm what you would be willing to offer in terms of relocation assistance. It can be money only but try thinking outside of the box. We’ve had shops offer to rent a truck and help techs move, offer a vacant house near the shop rent free for 6 months so techs could settle into the new area with their family, and we’ve also had shops apply 100% of the sign-on bonus to moving expenses. Step 3 - Use the term “Paid Relocation” in the headline of the job ad. Put it right up front and generate curiosity that will get more clicks on the ad. Step 4 - Place the ads in major cities outside of the normal commuting distance of your shop and promote them heavily by boosting or sponsoring them to generate more exposure. You can use social media, job boards, Craigslist or any other distribution channels that will get your ads in front of technicians who are outside of your local area. When you begin the conversation, take the time to understand the desires and fears of potential candidates. If you do this right, you'll have all of the information you need to structure your relocation package so it will work for you and the tech. Lot’s of shop owners we talk to are afraid to offer a relocation package because they think it’s going to cost them too much. We always ask the question, “do you feel comfortable having a conversation with a tech about what it would take to get them to work with you?” If the answer is yes, that’s all it takes to get started.