A masterclass in recruiting inside 6 minute teaser. I'm not sure if I ever heard anyone put it together this well, Chris. Thank you for being such a great voice in this space. Much appreciated. https://youtu.be/QeHmGo8tWVk

Thank you Chris for the lovely care package. We will be putting these books to good use shortly. How many of us shop owners remember that one way to increase our people’s pay is to help them keep more of it in their pocket? “Act your wage” was a phrase that I heard years ago and have never forgot it. Let’s be that example to our team members whom may not have had that kind of financial literacy upbringing as you or I.

Hi everyone, I just wanted to share that FIVE MILE FAMOUS, our new passive recruiting service is live. The folks on the kickoff call last Thursday got a jump on the action but there are still 5 spots left. Here's the link for more information: https://www.skool.com/technicianfind/classroom/52f84894?md=eb112dff17e04079956e73a980dd6d9b Here's to making your shop FIVE MILE FAMOUS!

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.

I am excited to be a member of this community. I have been looking for a tech thru zip recruiter for quite a while with no results. I am open to suggestions to fill this position. Paul Menta

We just reached 100 members! Thank you all for being part of this community.

Congratulations to Bill Nalu for leading the conversation and sharing amazing nuggets of shop owner wisdom to dominate the leaderboard in April. Bill, I have something that will help enhance the "employment experience" for your team that I will send out this week. We also had a huge 4 way tie for second place and a 3 way tie for third place! 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 8 finished up: 1️⃣ @Bill Nalu 2️⃣ @Carm Capriotto 3️⃣ @Barry Lindblom 4️⃣ @Joe Ferone 5️⃣ @Mark Mark 6️⃣ @Jason Keller 7️⃣ @Eddie Lawrence 8️⃣ @Shawn Gilfillan

We say that we have a technician shortage, but we lie: We shop owners built this industry- whether we are first generation owners or inherited all of our bad habits from those who like us, didn’t know what they didn’t know at the time. The funny thing is, we can’t pull that bs with ourselves any longer. Not since Remarkable Results Radio, not since ASOG, not since Changing The Industry Podcast, not since Wrench Nation Radio, and the literally thousands of other industry professionals and organizations whom exist for the sole purpose of making you and I just a bit more professional than we were yesterday and yesteryear. Case in point- this month, we set out to add a B tech and while we ended up hiring on a seasoned veteran in his prime, we also fielded a dozen under-qualified applicants and met with the several who took the time to come in and see what we had to offer. They came to see whether our advertised reputation had anything in common with our “shop ground zero”. They came, prepared for the typical “what can you do for my business” interview and they left being armed with a new vision of what a modern day independent automotive service facility operates like when it’s firing on all cylinders. (Pun intended) And just as importantly, they now know what kind of workplaces to avoid. And so I pass along this Sunday morning friendly reminder that you never know how impactful your time and knowledge is, until you remember the investment that your peers have made in your personal and professional development and how it’s never forgotten.

Rocky Mountain Diesel & Auto located in Springville, UT. Can't find many tech I've exhausted indeed and ksl jobs . Last tech was found on Indeed

I just got off the phone with a shop owner who offered a tech 5% of gross sales (not gross profit) to come on board. If you were on the call, what would you tell this shop owner?

Do your potential hires have the skills to pay the bills? Do your current techs have the skills to pay the bills? One of the shop owners in the Technician Find community posted recently asking if anyone had a technician skills survey that they would be willing to share. He went on to say that the survey he was currently using was outdated and didn’t accurately reflect the current level of his techs. Shawn Gilfillan over at Automotive Magic was able to help him out by posting the comprehensive technician skills checklist that he uses to evaluate techs at his two automotive repair shops. He also, very generously, offered his mobile number and to hop on a call to share how his team uses it. He also mentioned that he has a few other ways/tools they evaluate employees & potential hires. That’s the kind of stuff that goes on here in the Technician Find Community. You can view the conversation and download your own copy of the skills checklist here: SKILLS SURVEY FOR TECHNICIANS

Thanks Chris and company. Much appreciated.

Congratulations to Bill Nalu for joining the conversation and racing up the leaderboard in March with his thoughtful comments and helpful insights. Bill, I will send your gift to the business address. DM me before Tuesday if you'd like for me to send it somewhere else. 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 7 finished up: 1️⃣ @Bill Nalu 2️⃣ @Shawn Gilfillan 3️⃣ @Fletcher Rhoads 4️⃣ @Brandon Anderson 5️⃣ @John Kelleher 6️⃣ @Jerry Gregory 7️⃣ @Barry Lindblom

Technicians often feel like they're just a number in a big dealership, with little recognition for their hard work and expertise. This lack of personal connection can lead to feelings of frustration and disillusionment, making it difficult for techs to feel valued and motivated in their jobs. I have 2 questions for you independent repair shop owners: 1. How can you use this knowledge to make your shop more attractive to good technicians? 2. How can you communicate to good technicians looking for other opportunities that you have solved this problem in your shop? (if you have actually taken the time to do so)

Hi gang, can someone please tell me where I might find the file of the job description/check list? thank you

As you already know, we love to help independent automotive and diesel shops find and hire good technicians faster. Up until now, the team has been doing this via our done for you VIP service, YouTube video training, and the free online communities (skool and Facebook). Currently, we are working on a whole new project that’s going to enable me to help even more shops find technicians faster and close the revolving door, so they stay longer. It’s called the Technician Find Full Staff Forum and it’s going to be a premium online membership resource with the goal of providing growing independent repair shops with everything they need to find good staff faster and keep them longer. We are really excited to get this out into the world and are working hard behind the scenes to get everything ready! But while it’s not quite time to open the doors yet, we did want to let you know that it’s coming and give you the chance to be the first to know when we launch. So, if you’d like to join the wait list for some sneak peeks and the first chance to join (and access to our best ever price!) then all you need to do is click here Technician Find Full Staff Forum. And if you have any thoughts on what you’d like to see in the Technician Find Full Staff Forum, please let us know!

1- Interstate Auto Care- Madison Heights, Michigan 2- Haven't formally needed to search for a tech in years, and looking forward to finding just the right additions to our team as we grow in 2023. 3- We found our last tech when he came in for a wheel alignment. He worked at a local dealership as a GS and we struck up a conversation. One week later, he was hired on as a GS and earned his spot as a C tech within 3 months. 6 months later, he earned his first ASE cert and was moved up to a light B tech.

Have you ever noticed that not every application you receive is from a qualified technician? Sometimes I wonder if most of these jokers even read the ad! Getting unqualified applicants isn't really a problem if you know your numbers and you're asking for referrals the way I teach. When you ask for referrals on every call with a tech (qualified or unqualified), you will realize that one unqualified candidate can turn in to two highly-qualified candidates very quickly. I cover the right way to ask for referrals in this training: https://www.skool.com/technicianfind/classroom/b8c5e063?md=7d3b1ca35c1a45edb71c8f1b7d12bd6c In this post I just want to share the math on finding good techs. At Technician Find we've found that if our campaigns are running optimally, 1% of the people who land on the Applicant Tracking System (ATS) page should apply for the job. Anything north of 1% is gravy. This means that for every 100 people who land on your page to learn more about the technician job, one will apply. But what about the quality of the applications? Great question! Of those 100, a large portion didn't read the ad fully or they were feeling lucky that day and they aren't qualified for the position. On average we see approximately 25% of the applicants are qualified. This means that you need to generate 4 applications to get one solid candidate. So to sum up: on average, you will need 400 people to view your job page in order to generate 4 applications to receive one qualified candidate for your technician position. Hopefully now you see that there's no need to freak out when you aren't getting enough qualified candidates. All you need to do is get more people to see your ads. How do you get more people to see your ads? We'll cover that in another training.

Good morning! I wanted to see if anyone would mind sharing their skills survey that they use for technicians. The current skills survey I am using is severely outdated and doesn't do a great job of showing what level the technician is at. Thanks in advance!!

I get a TON of questions about how to find good techs on Facebook so I did a quick training on the topic in a recent Office Hours call. In this video I cover: 🔧 3 Categories of techs and how to find the first 2 on Facebook (the third isn't worth your time) 🔧 How to start conversations with higher quality techs on Facebook 🔧 How to find techs who aren't actively looking for work 🔧 How your help wanted ads can actually increase car count and paying customers when you post and promote them on Facebook You can catch the training right here in the Technician Find Community. Here's the link: https://www.skool.com/technicianfind/classroom/b8c5e063?md=c386178c84e94a90ad7c26cd7f168529

Everybody is talking about shop culture these days. What is it? How do you improve it? How do you communicate it to potential employees in a way that gets them excited about joining your team? I thought I'd share this quote from Donald Miller because it says it all. Read it... Digest it... Live it. Think about how you can apply it to your business so the next time you are interviewing a tech and they ask you why they should come work at your shop, you're not caught flat-footed.

If you've seen any of my trainings you know that I'm a big fan of Donald Miller's work. He has a way of breaking down complex business ideas into simple, actionable strategies and tactics. His latest book is called How to Grow Your Small Business: A 6-Step Plan to Help Your Business Take Off and it is simply a game changer. If you've ever been confused about what you need to do next to grow your shop, grab a copy of this book and hold on! https://amzn.to/42wvFxE

Over time I am leaning on needing to find a younger tech that will listen and learn, but has a mechanical mind and has some experience - my shop, most likely just like all you guys, has advanced diagnostic and programming needed daily as well as you just have to think outside of the box to be successful , very rare to find a dealership tech who has all that, and a good attitude. I guess my 22 years in the business has taught me the best techs are made by our shop and we need to hope for a tech who knows some of what I need, but accept that we just may have to find a mechanic who will listen, train, and learn quickly how to become a technician. Found a young c tech with great attitude a few weeks back and so far he is growing, thx to ad on FB, looking for another replacement before May on one of my A techs, at least I have some time on this one - Chris send me the correct person, I have faith

Have you ever wondered how two shop owners can go through the exact same training or coaching program and one runs with the information and achieves one record month after another while the other does nothing? On today's Office Hours call I discussed the importance of mindset and its role in business success and finding technicians in particular. One of the resources I referred to was this amazing YouTube video from Sam Ovens called Decoding the Billionaire Mind. Sam is a super successful business owner who built a $30 Million per year business and in the process, went in search of the secrets of what differentiates the way billionaires think compared to normal people. Sam took what he discovered and built a mental framework that will shed new light on why some owners can take ideas and run with them while others spin their wheels and get little or no traction regardless of effort. Let me know what you think about this. Enjoy! @Barry Lindblom @John Constantin @John Kelleher

Wayne's Garage, Springfield Oregon. Been pretty lucky, haven't had to hire a new tech for 6 years, but my time is running out. Two of my techs are approaching retirement, one at the end of this year, they've both been with us for over 25 years. Its never been fun finding a good one and I suspect it will be harder this time.

Congratulations to John Kelleher for taking control the leaderboard in February with his insightful contributions and generous feedback. John, 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 8 finished up: 1️⃣ @John Kelleher 2️⃣ @Dan Vasquez 3️⃣ @Bill Surratt 4️⃣ @Tom Dietrich 5️⃣ @Craig Zale 6️⃣ @Jerry Gregory 7️⃣ @Wally Rauvala 8️⃣ @Kevin Burke

I have emailed and texted. The responses are almost exclusively from my texts. I thought your comments on lowering friction were spot on too. I've sent candidates a skills survey which is very valuable to me to know what they can do - But I think that sometimes creates too much friction. I recently just did the survey at the beginning of the in person interview. I still got what I wanted but w/o the friction. #Boost technician ad response rates by 20%

I've been asked a lot lately about the best interview questions for techs (you can skip to the list of questions below). Like everything else, successful interviews begin with the proper mindset. Here's the mindset: I was on a podcast recently where a shop owner said that hiring a tech is like a marriage because you spend more waking hours with them than your spouse. Here's the episode if you want to check it out: https://www.skool.com/technicianfind/classroom/84a30045?md=835fd4bbc73c4c4f9471942baa1ff20b So, in an interview you want to get a feel for the skill level AND the values / personal interests of a potential employee. Once you have a good feel for what the tech is capable of professionally and what they want to accomplish in their personal life, you can make a strong case for selling your shop as the perfect fit. The opposite is also true. If they have personal and professional goals that you can't help them achieve, its best to end the conversation right there to save you both time and trouble. This is the only way you can decide if they will be a good fit for your culture in advance of hiring them into your business. 🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧🔧 Here's a great list of questions that I've compiled over the years that will help you get a feel for who this person is sitting in front of you or speaking to you on the phone: 1. Can you tell me a bit more about your experience as a technician? 2. What do you hope to accomplish in your next position? 3. At our shop, we commonly work on _____. Are you used to working on that type of equipment/vehicles? 4. We use a ___ version ___ for diagnostics. Have you worked with that before? What’s your step-by-step approach to identifying a knocking in the engine of 2019 Toyota Highlander (or name another type of car your shop sees a lot)? [listen for a confident, coherent answer which will indicate the skill of the technician.] 5. Can you tell me about a time when you worked really well with a coworker to accomplish a task? 6. Are you comfortable helping out the team, or are you looking to put your time in and make hours? 7. All of the applicants are equally qualified, why should I choose you over the other applicants? 8. What is the value of your tools (minus toolbox)? 9. What is the most challenging job you have ever completed? 10. What are the values you bring to our shop? 11. What’s going on that has you checking out new opportunities at the moment? Note: This is a softer way of asking, why are you looking for a new shop? Once you know what the main problem the tech is looking to solve stay on this and show how your shop is the solution, assuming that there’s a good fit. 12. What type of schedule are you looking for? 13. What are you looking for in a shop environment? 14. Are you looking to train more? If so, how often? Training is important to technicians. This is your chance to tie in how much your shop trains or how easy it is for technicians to take time off of work to train. 15. What’s the ideal environment that inspires and motivates you to perform at your best? 16. Other than pay, what aspect of the shop is going to influence you to accept or decline a position? 17. Do you currently receive performance bonuses? 18. What pay are you looking to make at your next shop? 19. What excites you? What’s cool in your life right now? 20. Let’s start a whole new future right now. What do you want your future to look like? 21. What was your previous employer like? 22. Spend time with them and talk about their life. What’s missing?

The number one question I get from independent shop owners once we’ve cleaned up their help wanted ads for technicians is, “now where do I post it?” I’m so glad you asked! This Thursday, February 2nd, you’re going to learn all of the tricks and strategies for using Facebook like a pro to find techs. I’m going to show you the ins and outs of Facebook (there honestly aren’t all that many), including: · Why we use Facebook to find good techs (and you should too!) · The secret to getting good results with Facebook. · How to go “fishing” on Facebook for good techs who aren’t looking for work. · Facebook is going to take away the jobs tab this month (here’s how you need to post your jobs moving forward) · How to do “Passive Recruiting” on Facebook when you’re fully staffed to build a deep bench of candidates so when you’re in a pinch and need help, you have folks to call. · And more! You can find the link on the Community Calendar. See you there!

Congratulations to Dan Vasquez for bursting on the scene and racing to the top of the leaderboard in the last few days of January to take the top spot. Dan, 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 7 finished up: 1️⃣ @Dan Vasquez 2️⃣ @John Kelleher 3️⃣ @Barry Lindblom 4️⃣ @Jason Neal 5️⃣ @Carlo Sabucco 6️⃣ @Brandon Anderson 7️⃣ @Tim Raw