problems finding techs

[chevytech]

Techs go where the money is. Do yourself a favor and forget about effective labor rate. I have been in GM dealers for 23 years. Wasted 10 years in one dealer, that will never happen again. Average life span in a dealer is about 2 years. I'm at 1 year and 8 months now. Guess what, its about time. They are starting to do the dispatch dance. Its supply and demand. Heading BACK to 50/50 labor for techs. I have been waiting for this shortage for years. Can't get the wet backs because of the tool problem. What do you do??? raise the pay.

[robc]

Good luck with that career path. It will never be 50/50, the dealership would close. How much profit do you think is in service?

[Number 65]

We've found that treating the techs with respect and paying well has kept our turnover rate exceptionally low.

In our area there is a shortage of technicians and apparently placing ads in the newspaper is futile, since I get no (and I mean NO) responses.

[pjpeery]

partsmandean

technicians are hard to find .. they are hard to keep .. you can advertise for them .. or you can grow your own .. check the nearby tech schools and get 1 or 2 students and start to train them .. this is not a short term fix .. but if none are available in your area this maybe your only answer .. the last time we needed a tech .. a large dealership north of us changed hands and it was unionized .. they fired everyone and closed for a few weeks and we picked up a very good tech .. i really think that growing your own technicians is the only answer.

paul

[chevytech]

Well said pj. Only problem is that raises do not happen. The only time I have ever got a decent raise is by job change. The techs at a dealer I left in 95 are today making $6.00 an hour less than me. Now I have done some moving. Four dealers and worked at two of those twice. I don't mind moving and most of all I am not afraid to load my s#@t. I have worked with a lot of managers and I have seen it all. There is nothing a manager can pull that I can't see coming. Truth is that its kinda funny.

[Hurricanes]

You have a few options that I have seen. One run a employment ad that for every qualified tech that fills out an application they receive a $50.00 Snap on gift certificate you can set certain criterias i.e.: First 20 tech's to apply and also must be ase certified do this on a Saturday or the day that your tool vendor will be on your property I am sure they will participate in some of the expense. Next run an ad in a northern paper stating that you will participate in the moving expense a lot of techs would like to relocate south again set the criteria that after 6 months of employment they receive a reinburstment.And you can also talk to your techs if they refer someone they will receive .50 for every hour turned at 40 hours per week 52 weeks the referral will cost you $1000.00 this one works well. Any of these options will cost nothing if you can get 1 to 2 good techs

[fburrows]

You have a big resourse in your current employees and their circle of friends. Offer a $xxx bonus to any employee that refers a technician and that tech is hired and stays with the company for 30 days. This is another no-cost deal unless you hire someone. Or you could offer another amount to be split between the referrer and the potential employee. Offer it to everyone via a note in his or her paycheck or something similar.

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Frank Burrows ABS
fburrows@absdata.com

[service bob]

I RECENTLY LOST MY MASTER TECH AS HE OPENED HIS OWN SHOP.I AM IN THE NORTHEAST ALSO AND HAVE HAD A HECK OF A TIME TRYING TO FIND A MASTER TECH TO REPLACE HIM. I ALSO RAN ADS IN ALL THE PAPERS AND TRIED SIGNING BONUS AND DID NOT MAKE OUT WELL AT ALL.HAD NO PHONE CALLS.WHEN I DID FIND SOMEONE IT WAS FROM A ANOTHER DEALER THAT WSA UNHAPPY AND THE SERVICE DIRECTOR FOR THAT STORE CALLED UP AND WAS ANGRY FOR ME TALKING TO THIS OTHER TECH.I CAN HIRE B,C TECHS ALL DAY LONG BUT THE A TECHS ARE JUST NOT THERE.THE OTHER PROBLEM IS THAT DELAERS DO NOT WANT TO STEP UP TP THE PUMP AND PAY THE EXTRA MONEY FOR THESE TYPE OF TECHS.I HIRED A COUPLE OF YOUNG GUYS WITH A GREAT ATTITUDE AND WILL TRAIN THEM AND HOPE FOR THE BEST.I SURELY BELIEVE THAT THERE IS A SHORTAGE OF TECHS AND IT IS DISCOURAGING WITH TECHS WITH GMS PROCEDURES AND ALL THE STUFF YOU HAVE TO WRITE.BUT IT IS WHAT IT IS.

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[chevytech]

50/50

[flyboy]

OK, just a differant perspective.

How about taking that one A tech you have left, and paying him an ungodly amount to supervise the B and C techs and perform the majority of disgnosis?

Before you flame, give it some thought. When the vehicles come in, how many really need an A tech to work on them? Less than what we might want to believe. And if he was compensated well, he could diag and then mentor a C tech on what parts to replace, or what needs to be done step by step if necessary.

Imagine, a shop of 10-12 dollar per hour C techs, one or two B techs, and one A tech leading the way.

I know, "When those C techs get some education and so forth, their gonna walk, they simply wont stay for that kind of money for very long."

Right, and as noted, B and C techs are not that hard to find. Grabbing those guys out of trade schools can fill the need quite nicely I would think. Maybe somewhat of a turnover headache, I don't know. Maybe not. If I could pull this off, I think my profitablity would be better, my CSI would'nt suffer and I would have a better balance within the shop itself. As I stated, I don't think there is all that much work the "requires" an A tech anymore.

Perhaps I am wrong. I am certain there will be plenty of opinions on this! Flame away!