Implement these simple steps to help attract, identify, and hire qualified automotive technicians.
Experienced automotive technicians are in short supply and in high demand. Hiring managers face the tightest job market in history: low unemployment rates, high job mobility, and a wide skills gap. To make sure your business stands out in this competitive market, you must develop a structured, effective, and fine-tuned hiring process. Doing so will help you maximize the volume of incoming applications, avoid common mistakes, and ultimately hire the best possible technicians for your shop or dealership.
Here's an example of an automotive technician hiring checklist along with tips for each step to help you get on the right track.
Hiring Process Checklist
9.) Make an offer
10.) Onboarding
Step 1: Create An Engaging Job Description
When writing an effective job description, it's important to recognize the state of the current job market for automotive technicians. There are few available technicians and many open positions. As an automotive shop or dealership - this means it's time to step up your game, get strategic, and make your job listings as appealing as possible.
To stand out and attract the best technicians you must focus on emphasizing the advantages and benefits that you can offer to prospective technicians in job postings and interviews. A well-crafted job description will provide a brief, effective overview of the job requirements and qualifications, while heavily highlighting the full list of benefits and perks that a technician would receive by joining your team.
Properly utilizing this strategy will result in a greater number of applications, providing you with a wider pool of candidates to choose from and increasing your chances of finding the perfect fit for your shop.
Step 2: Advertise The Open Position
To find the best possible auto technician for your shop or dealership, posting a job ad online is a good place to start. However, considering the competitive nature of the market, you may need to be more active in your approach to recruiting. Utilizing the following techniques will allow you to get your job listing(s) out to as many potential candidates as possible:
Post on job boards like Indeed and Craigslist as well as other sites that are relevant in your local market
Share the open position on social networks like Instagram, Facebook, and even TikTok (for younger technicians)
Sharing your job listings in popular local Facebook groups
Run Google and Facebook ads targeted at people in your area who have previously worked or currently work in automotive repair shops or dealerships
Ask for referrals from current employees, former employees, customers, and vendors
Hire an automotive technician recruiter to help generate applications or even take the entire process off of your plate
Step 3: Review Applications
Once you've received applications from potential candidates, review them carefully for experience level, gaps in employment, and potential errors/misspellings.
Prioritize the applicants with the most relevant experience and those who have held a position at other shops for a prolonged period of time - demonstrating reliability, loyalty, and commitment.
Double-check each application and make sure each applicant meets all of your criteria before moving forward with an initial phone interview.
Step 4: Conduct Phone Interviews
Phone interviews are a great way to save time and narrow down the pool of applicants. The purpose of a phone interview is to help identify any potential deal breakers (location, compensation, start date, etc.) and find out why the technician is searching for a new position. For example: Do they want a more promising career path? Are they being underpaid? Were they recently fired? Use this process to decide if you can offer a solution to their problem. Or if they do not appear to be a good match, rule them out.
After you receive an application, try your best to contact applicants within 24 hours (ideally the same day) of receiving their job application. Keep the number of questions simple and straightforward--this isn't the time to get into details about specific skills or experience. Make the call between 15-30 minutes and ask questions like:
Why are you looking for a new position?
Why do you have gaps in your work history? (if applicable)
How close do you live to our shop?
What are your responsibilities in your current position? (This can give you an idea of if their abilities correlate with your current job opening or not)
How much are you earning now?
How much are you looking to earn?
What are your ideal work hours?
Is there any pertinent information we should be aware of upfront? (e.g. any criminal history or transportation challenges)
Would you have any issues passing a background check, drug test, etc?
If selected, when are you available to start?
Step 5: First In-person Interviews
If the phone interview goes well, the next step is a face-to-face interview. This one-on-one interview is a great opportunity to gain some serious insight into a given prospect’s personality, character, and skill level.
Here are some tips for conducting a successful initial interview:
Use an interview checklist to ensure all necessary matters are discussed. If you don’t prepare detailed interview questions, you risk not getting the complete picture of job seekers interested in your shop.
Ask open-ended questions that cannot be answered with a simple yes or no. Let them talk a little bit and evaluate their body language and confidence level.
Ask probing questions that evaluate their problem-solving abilities and overall skill level.
Watch out for signs of dishonesty, memorized replies, or evasiveness.
Find out what qualities the applicant values and is looking for in their next employer. Try to remember that interviewing is a two-way street, especially in the current market. Put together a summary of the advantages of working at your shop and go over it with them during the interview, highlighting the specific benefits they are looking for.
If the interview goes well - ask if they would be willing to complete a skills and/or personality assessment (see next step).
Step 6: Personality & Skill Assessments
Once your initial interviews are complete, ask top candidates if they would be willing to complete an online skill and/or personality assessment. Administering assessments to candidates is an often overlooked step with huge potential benefits. Some technicians can be deceptive about their skill level and personality, making it hard to gauge their actual abilities and character. By evaluating test data from potential employees, you can gain some significant insights into these characteristics that you might not be able to get through an interview alone.
Personality Assessments
Using an online personality test like the DISC test is a great way to understand an individual's behavior type. As a dealership or shop owner, understanding a technician’s behavior type can be extremely helpful in determining if they are a suitable match for the job, will be compatible with your management style, and how they might get along with coworkers.
Skill Assessments
Tests like the Mechanical Reasoning Test by TestGorilla or the Automotive Technician Tests on Indeed are great ways to evaluate an auto mechanic’s skills. These types of tests will tell you which candidates have the best mechanical aptitude and their specific skill level when it comes to auto repair.
Most candidates view these tests as an opportunity to gain insight into themselves and will likely complete the tests in an appropriate amount of time. Especially if they are eager to work with you. If they appear unwilling or unable to do so, that could signify a red flag.
Step 7: Second In-person Interviews
Many hiring managers skip this step and miss out on a great opportunity to gather several pieces of vital information. Gathering all the information you need from a candidate in one interview can be extremely difficult. The purpose of a second interview is to provide you with an opportunity to dig deeper into a technician’s specific repair/maintenance capabilities, review assessment results, and see how the technician might get along with other members of the staff.
Here are some tips for conducting a successful second interview:
Ask in-depth questions about specific job duties and previous experiences
Ask difficult questions that challenge their critical thinking abilities
Review their skills and personality tests, and ask questions about the results
Discuss compensation and all benefits
Set clear expectations for the position (job duties, hours, etc.)
Communicate clearly what they can expect as far as raises and bonuses
Introduce candidates to other members of the staff for a second opinion
Make sure they do not have any unanswered questions
Ask for references (if you don’t have them already)
Step 8: Objective Screening
By this step in the hiring process, you have chosen your primary candidate and at least one backup candidate in case your first choice falls through. The next step is to confirm that they are trustworthy and back up your personal perceptions with a final objective screening. Ensure that they aren’t hiding anything and you can trust them around your shop, cash register, customers, and customer vehicles.
Here are a few screening options to consider:
Calling References. Prepare questions to ask their previous employer like: Is this a punctual individual? How often did they miss work? How would you rate their work on a scale from 1-10? Are they problem solvers or did they depend on you a lot? How did they get along with other technicians?
Check Social Media For Red Flags. Be wary of posts that contain inappropriate or offensive language or images--this could be an indication that the person doesn't have the maturity needed for working with customers or co-workers.
Background Checks. There are numerous firms that can provide you with background check reports. These reports can include verification of their driving records, any criminal records, and even credit checks. If your favorite candidate misrepresents themselves, a thorough background check will reveal what they’re hiding.
Drug Tests. If you plan to drug test your new employee, there are many facilities where you can pay as little as $30 to send your new hires to take the test so you don't have to administer the tests yourself. This step is generally done after a conditional job offer is made but before a new hire starts working.
Step 9: Make An Offer
Once you’ve settled on the top candidate, it’s time to present a job offer. High-quality candidates may be considering other jobs so make sure your offer is appealing and easy to understand. You don’t want to let a top-notch applicant slip away by not providing an attractive offer so try to remain competitive in terms of salary, benefits, and any other incentives you plan to offer.
Present the offer verbally and have the applicant confirm that it meets their expectations. If the job offer is conditional (based on specific terms like passing a drug test, training, etc.) make sure the conditions are clearly discussed. Once the job offer and details are agreed upon, follow up with a written offer outlining all of the previously discussed details.
Step 10: Onboarding
Preparation is key to a successful onboarding experience. Developing an organized and systematic onboarding process/checklist ensures that you complete all needed tasks and reassures your new hire that they have made the right choice in joining your team. By taking the necessary steps to prepare in advance you'll be able to carry out the process with ease - making it much easier for you and leaving your new hire with a great first impression.
Here are some steps to consider including in your onboarding process:
Schedule start date
Facilitate drug test (if applicable)
Complete any needed paperwork including I-9, benefits enrollment, federal and state tax forms, employee file, etc.
Set up direct deposit (if applicable)
Set up an email account (if applicable)
Issue a shop key or security badge (if applicable)
Give a tour of the facility and show them their workspace
Formally introduce the new employee to all members of the staff
Review company policies, procedures, and dress code/uniform
Review the process and timeline for your new employee’s first 30 days at work
Set goals with the new employee and discuss company goals
Schedule a check-in meeting to review goals and performance
Step 11: Notify Other Applicants
Keeping track of shortlisted candidates is another key to a successful hiring process. Even though they were not selected this time, give them a call and let them know that you appreciate their time and will be keeping their resume on file in case another position opens up.
Having a follow-up call with those applicants after the interview process will demonstrate respectful courtesy and make them more willing to accept an offer should a similar opportunity come in the future.
In Closing
As a shop owner or dealership in today’s competitive market, you may need to go above and beyond in order to secure high-quality technicians. Invest the necessary effort upfront and take the hiring process seriously if you want positive results. While it may be demanding, the benefits of hiring a high-quality technician are undeniable and the resulting outcome will make all of your time invested upfront well worth it. If you are interested in adding these steps to your hiring process, here's a printable checklist for you to refer to.
If you need help finding applicants to put through this process - we’d love to help out. Our team of recruiting experts specialize in finding technicians for auto repair shops and dealerships all around the U.S. If you want help from the pros, schedule a quick call today!