problems finding techs

[partsmandean]

There was an old thread on this forum with the topic of "Finding Technicians" which was from back in 2001. I read the posts and it's truly amazing, but there has been nothing that has changed in the past 3 1/2 years. That post could have been from this past month - and I'll bet that if you go back and read it, you'll think that maybe some of the items may have even grown worse.
I have had a horrible time finding and keeping technicians. I placed an ad with an on-line employment agency and at the end of 30 days, I had been contacted only twice, and yet the customer service rep from this company sent me an e-mail to tell me that we had 633 views of the ad. I ran an ad for techs in 3 different newspapers and didn't have a single phone call. As you know, you normally have the wives calling for their husbands to find out what the job pays, etc. I didn't even have that this time.
I'm not sure about this, but I heard that there is currently a shortage of technicians in this country that is either approaching or has surpassed 100K people. I firmly believe, and have heard it from techs way too many times, that if warranty times were even remotely fair, that dealers would not be having problems finding good techs and that the techs could make very decent livings.
Yet, the times keep getting cut, the rules stricter and the technology increasingly grows more in-depth. Therefore, I pose the question of how do you find techs in today's day and age? In a small store, the other problem lies with what do you do to keep them happy once you've got them? It's a question of which came first, the chicken or the egg when it comes right down to it. I have a great service advisor that can sell maintenance, yet we have to reschedule the customer, due to lack of manpower, and sometimes you end up losing the sale. Ugh, getting to the end of my rope - any magic wands or simple suggestions out there would truly be appreciated. Thanks to the forum for having a place to at least blow some steam off!!

[skittlecar1]

We are a small Chevrolet-Buick-Pontiac Dealer in the Northeast and we have 5 tech's. One of their gripes is that they do all this GM training and become master technicians and still have to write a 2 page story on why they did a front brake job under warranty. Wouldn't you think that the rep would say "He's a Master Tech....he's fully trained.....I believe him." Nope everything has to be documented with all "T's" crossed and "I's" dotted. I guess it would be disheartening to do hundreds of hours of training to be treated like a back yard mechanic.

------------------
jC...

[partsmandean]

Well, I would agree with that except for one thing; That's what makes them Master Techs and that's what makes backyard mechanics, well, backyard mechanics! Techs know that the entire job consists of the paperwork and documentation as well as the proper technology to do the job correctly. Anyone can do a brake job, doing the proper GM procedure that goes along with that brake job is what makes a tech. Heck, I'm at the point where I'd like to get a couple of mechanics and turn them into techs. That's my whole point though, mechanics just want to be mechanics, not many of them want to do the work to be technicians, and once again, it's hard to blame them. That's why it's hard to not agree with you.

[scotstrong]

dean:

Just a thought: Have your ads been blind ads or do they have the store name on them? Whichever you have been trying, maybe it is time to do the opposite?

Were there any situations in recent history that would cause a lingering unfavorable reputation (whether deserved or not)? Could this be causing a reluctance to apply there?

Or, if a blind ad, some are reluctant to apply as they are afraid they might be applying for their own job?

I have done both over the years; and sometimes it is just timing. Ran a blind ad and got nothing. Ran a blind ad ninety days later and got dozens of apps. (and even a couple of decent hires out of it).

Also, if you have ads running week after week or month after month, some would wonder why no one wants to work there and would not apply.

Don't give up; just keep trying different things.

Scot Strong

[OLDPARTSGUY]

Check your local "Hooters" or other fine establishments. Sure to be a few good techs there and might even pick up a good writer too.

[This message has been edited by OLDPARTSGUY (edited 05-10-2005).]

[johnny o]

Noticed our city paper had a "signing bonus' of $ 500.00 Canadian for techs. Not a lot of money .... by default you may pick up a few hockey players who know engines.

[johnny o]

dup

[This message has been edited by johnny o (edited 05-11-2005).]

[Parts Guru]

quote:

---

Noticed our city paper had a "signing bonus' of $ 500.00 Canadian for techs. Not a lot of money .... by default you may pick up a few hockey players who know engines.

---

That's Funny Down the 401 only crappy places that no one wants to work for do stuff like that!

[3760Guru]

What about local market area? Are other shops in the area hurting for techs? It may be a demographic issue. If other shops in the area are doing fine personnel-wise, I'd try & lure some away. If they aren't responding to an ad, get at them a different way. I would suggest getting with the local Tool man (Snap-On, etc.) that is mobile. Sponsor a drawing for a tool giveaway, by offering to pay for a cheaper tool, that the tool rep gets to take credit for giving away; have him take the entries for the contest & pass them along to you. You will end up with currently employed technicians, that have tools, and the best way to reach them.....

[This message has been edited by 3760Guru (edited 05-16-2005).]

[chrabo]

Grow your own. We have been involved at the Community College level (sponsorship, getting on the vocational board, etc..) and some areas have vocational schools at the High School level. It's never an immediate fix, but long term it's the best solution I have found.