There’s no need to rehash the vehicle complexities that are worked into every new model. Whether by regulation such as emissions standards or for convenience, like adaptive cruise control, an everyday backyard mechanic can no longer perform vehicle maintenance and repair. You’d probably expect that dealership service departments should be getting busier as a result.

Maybe the service department would be busier…if there were technicians to do the work.

Where are they all going?

Everywhere you turn, dealerships have opening for certified technicians. Ford, GM, Chrysler, Kia, Hyundai, Toyota – no matter your brand, there simply aren’t enough specialists to fill the vacancies. The problem has several facets:

• Expert technicians are retiring. We can all understand the physical demands of automotive repairs. It’s not an old man’s game. And when these people with decades of experience can’t handle the work anymore, they leave a gaping hole in the department that is impossible to fill overnight.
• Technicians are changing industries. We know that technicians in today’s marketplace are usually compensated well, but other more lucrative careers await these people. They’ve demonstrated aptitude, and high-paying industries like railroad and aerospace poach the best we have for better pay.
• There aren’t enough technicians being trained. It’s not a knock on the trades schools. Most automotive training programs have full enrollment and most have a waiting list as well. It’s simply that the rate of retirements versus the new hires is at a deficit.

How do you deal with a shortage of mechanics?

It’s not an easy answer. In fact, if just one of your senior technicians quits or retires, it could take two or more hires to fill the void they leave behind. For a technician to learn the nuances of a new brand and get up to speed physically as they complete the service and repairs will probably take a few years.

That means that you have to be prepared for fluctuations in staffing before they happen. If you’re in the hole right now, it’s going to be a battle to get up to snuff. However, there are a few steps you can take to prepare for the future of your service department.

Treat your technicians right

Now, don’t go coddling them, but show them that you truly care and appreciate the work they do. Go out of your way to demonstrate your gratitude – buy a technician lunch, treat them to a hockey game as a group, or head out for a paintball session together. When there’s a discrepancy, deal with it head-on to show your leadership skills and your fairness.

An August article on Forbes.com says that only 30 to 40% of employees are fully engaged in their job. People who aren’t engaged are much more likely to move onto another company or industry. As a manager, your goal is to increase that statistic as close to 100% for your staff team.

If your technicians feel like they’re being treated fairly and are engaged in their job, they won’t be as likely to leave.

Train the ones with aptitude

You see something in that new guy you just hired. He has an inquisitive mind and is always watching over a technician’s shoulder to see how things work. If they are reliable, get them working hands-on with your service team. This is the kind of person you want to develop from the ground up.

Send them to manufacturer-provided training courses. Pay their way through apprenticeship schooling (as long as they pass, of course). Invest time and money into a person like this and the end result will be an appreciative staff member, a well-trained technician, and a fiercely loyal ally who will stay with you longer than most. It’s the perfect recipe for a career technician for your store.

Hire technicians when you can

It always seems you get the resumes of qualified technicians when there isn’t enough work to support additional staff. But, if the applicant is the right fit for your store and has all the requisite training, don’t pass up the opportunity. If you don’t hire them, someone else will. And then, when the workflow increases, you’ll be left in a lurch while your competitors have the necessary staff.

Poach from the independents

According to the Canadian statistics, only 23 percent of trained technicians work in dealerships. 50 percent work in independent and franchise repair shops. American stats are likely very similar. If you’re looking for a great source of trained staff, you may want to consider approaching a few well-known techs from nearby businesses. If you have a reputation of treating your staff well, you may be able to sway quality people into working for you.

Have you found a way to deal with your tech shortage? Share with us!