The automotive industry faces an urgent issue: the growing shortage of qualified technicians. With fewer skilled technicians entering the workforce and an increasing number of cars on the road, the need to address the technician shortage has never been more pressing. In Episode 188 of AutoVitals’ Digital Shop Talk Radio, AutoVitals is joined by Fred Gestwicki Jr., owner of Fix-It With Fred, and Roxanne Doche, VP of Marketing for Promotive, to discuss practical strategies for overcoming the technician shortage and helping shops thrive in this challenging landscape.
The current mechanic shortage is rooted in several factors, including an aging workforce, a lack of new talent entering the field, and a misconception that the automotive repair industry lacks career growth. In addition, the industry faces a skills gap - today’s vehicles are more advanced than ever, requiring technical knowledge that goes beyond traditional repair skills. Shops need technicians who can keep up with these evolving requirements.
"We lost a hundred thousand techs in that two-year period," said Roxanne Doche, VP of Marketing at Promotive, highlighting the devastating impact of recent events on the technician workforce. Furthermore, Lauren Thunen, Manager, Marketing & Lead Generation at AutoVitals, noted, "The demand for technicians outpaces the supply five to one, and that margin will likely grow." These staggering statistics emphasize the urgency of finding solutions.
Roxanne noted the changing nature of the workforce, "The positive is we’re getting new types of techs in the industry. We’re getting an interest in technology, we’re getting more momentum than we’ve had in the past." It is important for automotive shops to capitalize on the positive forces in the industry and in their shops to recruit qualified technicians.
One of the first steps to address the automotive technician shortage is expanding the pool of potential hires. Traditional recruiting channels often fall short of attracting young, qualified talent. Fred discussed the importance of diversifying recruitment strategies to appeal to a broader audience. Promotive promotes that one such way to broaden recruitment strategies is to recruit or offer training programs for “vocational schools, technical colleges, and other educational institutions”. Consider bringing on junior staff who are eager to start a career in the auto repair industry. Instead of focusing exclusively on hiring ASE-certified technicians, shops can broaden their recruitment efforts to include individuals who show promise and a willingness to learn. This approach allows shops to train new hires on the specific tools, processes, and culture unique to their operations, creating a pipeline of skilled technicians tailored to the shop’s needs while fostering long-term loyalty.
The right technology can improve shop and technician efficiency, reducing the workload on each technician and minimizing burnout—a key factor in technician turnover. AutoVitals’ technology is designed to streamline shop operations, making it easier for technicians to focus on repairs rather than administrative tasks. Tools like digital vehicle inspections, workflow automation, and customer communication platforms can make a significant difference in a shop’s efficiency.
With AutoVitals shops can create a seamless experience that benefits both the team and the customers. By automating manual processes, shops can operate more efficiently, allowing technicians to be more productive and satisfied with their work. These efficiencies can also reduce the time it takes to complete each job, improving both profitability and technician retention.
Compensation is a major factor in attracting and retaining technicians. With high demand for skilled labor across industries, automotive technicians often have multiple job options. To stay competitive, shop owners need to offer attractive compensation packages, including not only salary but also benefits like healthcare, retirement plans, and paid time off. Fred suggested grouping benefit offerings together and letting the technicians choose what matters most to them.
He also emphasized, "If you’re not providing what they’re looking for, they’ll keep looking until they find it." This serves as a reminder that meeting technicians’ expectations for compensation and benefits is essential not only to attract talent but to retain them as well. A proactive approach to aligning compensation packages with technician needs can prevent turnover and help build a stable, long-term workforce.
A supportive and engaging work environment is essential for retaining employees. Building a team-oriented culture where each technician feels they’re a crucial part of the shop’s success can significantly improve job satisfaction. Fred explained that due to the technician shortage, "Instead of the employer being who chooses to work at the shop, the employee has a lot more power in that decision-making." This shift highlights the importance of creating a competitive and appealing workplace.
"Listening to what matters to those potential hires and seeing if you are providing what they’re looking for," explained Fred., "can make all the difference."
When coaching shops, Roxanne encourages shop owners to use the question "Why would a technician want to work for you?" as a key guiding principle. Roxanne knows that "it just comes down to basics,” and she “educates shops - take a look at your culture, take a look at what you’re offering.” Shops that invest in their technicians’ growth—whether through certification programs, hands-on training, or providing clear pathways for advancement—are more likely to retain their team members. Use tools like AutoVitals to calculate technician efficiency to aid in offering areas for improvement. When employees feel there’s room to grow within, they’re more likely to stay long-term.
The physical demands of automotive repair can lead to technician burnout, especially when paired with long hours and limited flexibility. Exploring flexible work arrangements, such as rotating shifts or shorter workweeks, may help technicians maintain a healthier work-life balance. Fred’s shop specifically offers a four-day work week. This approach not only supports technicians’ well-being but also helps shops stand out in a competitive job market. Flexible scheduling can be a significant benefit that appeals to technicians looking for a balance between work and personal life, especially younger workers.
Recognition and appreciation can go a long way in retaining top talent. Celebrating technicians’ contributions, and simple acts of appreciation can foster a culture where hard work is acknowledged to create a positive working environment. Technicians are more likely to stay at a shop if their contributions are recognized and their input is valued.
The automotive technician shortage presents a significant challenge, but with the right strategies, shops can overcome it. The insights shared by AutoVitals, Promotive, and Fix-It With Fred in Digital Shop Talk Radio Ep. 188 offer a roadmap for addressing this shortage, from innovative recruiting and competitive compensation to flexible scheduling and a strong workplace culture.
By leveraging technology to free up valuable time, shop owners can invest in these strategies to build a team of skilled, motivated technicians ready to meet the needs of your shop. The key is to view technician recruitment and retention as an investment in your shop’s long-term success. A well-supported and well-trained team is the backbone of any successful auto repair shop.