Hiring the right talent in a niche industry like auto repair is always tricky. Technical talent and great management skills are hard to find.
That’s why we got Sara Fraser, VP of Business Development at Haas Consulting to come and share her expertise. Sara has also spent the last year helping jobs find the right techs and service advisors for their shops under Haas Consulting’s hiring management services. She joined us to share all that she’s learnt.
This session will help you answer the following questions:
- How do you write great job descriptions?
- What’s the right language for an impactful job ad?
- Where should you post your job ad?
- How can you best review resumes?
- What are Sara’s tips for prepping for the interviews?
- How do you retain newly found talent?
» Want to grow your auto repair business? Click here to schedule a demo.
What age groups make up the auto repair workforce?
Auto shops don’t know who’s working for them or who they’re looking to hire. This makes it really hard to find the right cultural fit. The problem? You often hire the wrong person in desperation.
Research from 2020 showed that people across multiple generations are making a career in the automotive industry. Here’s a breakdown:
- Baby boomers make up 19% of the workforce
- Gen X makes up 36%
- Gen Y makes up 40%
- Gen Z makes up 6%
Interestingly, the smallest segment here is expected to grow to 27% by 2025, so keep an eye out for Gen Z!
Here’s a quick summary to understand who each of these generations are and what they’re looking for:
- Gen X:
- Ages 43 to 58
- Known as the “latch key kids”, often came home from school to an empty home and did their chores
- Very independent
- Problem solvers
- Strong work ethic
- Looking for leadership roles
- Ages 27 to 42
- Known as “trophy kids”, as they got a lot of attention & appreciation for the smallest things
- Job hoppers, because they’re looking for appreciation, cultural fit, or sometimes had jobs that stopped existing
- Prioritize mental wellbeing over money
- Adaptable and open to change
- Creative & innovative
- Strong communicators
- Resourceful
- Ages 11 to 26
- Entrepreneurial mindset
- Very tech-savvy & digital communicators
- Fast pace problem solving
- Continuous learners and want jobs that feel enriching
Now that we have more context about the different generations, let’s start writing a job ad.
1. Define the job
Ever rush to write & send out a job ad & the same day a tech resigned? Many shops have been there.
But it’s not the best approach. Let’s do it right. The first step in the process is defining the job.
Define the perfect job and attract top talent by including the following:
- Job description: Write out all the responsibilities and roles for the person.
- Company culture: Define what working at your shop is like and showcase any employee engagement activities you do. This appeals to top talent.
- Ideal employee: Let the prospect know who your ideal employee is. What are the skills and expertise that you’re looking for?
- Company advantage: Why is working at your shop better than working at your competitor’s business?
- Requirements: Talk about your must-haves or non-negotiables in an employee. Examples can be “must have a driver’s license” or “must have their own tools”.
» Looking to transform your shop? Discover how our AutoLeap can help.
2. Write the job ad
Now that you’ve defined the job, it’s time to write out the ad.
- Provide the need to know information: Add key details like pay range, benefits, location, and working days.
- Make it easy: Use simply & easy language and offer a number to contact for queries.
- Include photos: Showcase your shop! Show the interior and exterior. Job ads with visuals do much better than the ones without.
- Create an outline: Use your job description from step one to add!
- Make it stand out: Highlight your great culture and focus on the benefits.
- Remove disqualifiers: Cast a wide net – remove any requirements that aren’t absolutely necessary.
There are also certain words that appeal to the generations you’re targeting depending on the things they care about. For instance, you might’ve seen that many job ads include words such as “fast-paced” and “growth”. These appeal to both millennials and Gen Z and are a great way to catch their attention.
Include three to four words from each generation to cast a wider net with your job ad and appeal to people across ages. Make sure you sound genuine though – we all know when a job looks too good to be true!
3. Post the job
Now that we know how to define our job description and write an eye-catching and crowd-pulling job ad, it’s time to take it live.
So, where do you post your ad? Really everywhere you can. Luckily there are several job boards in this day and age, especially online. Here’s a few you can try (and Sara thinks you should really try them all!):
- Indeed
- Craigslist
- Ziprecuiter
- Glassdoor
- Automotive forums & groups
- Your own website
- Social media
4. Review resumes
If you get a great tech who applied on Monday, but you didn’t reach back out to them until Friday, they’ve probably already moved on.
That’s why there’s a right and a wrong way to review a resume. Here’s the right one:
- Review them as they come in.
- Be thorough and review without distractions.
- Reach out to the prospect if there’s missing info.
- Organize the resumes into lists based on Yes, Maybe & No.
- Invites the Yes and Maybe candidates.
5. Prep for the interview
Conducting and appearing for interviews are both equally nerve-racking. That’s why it’s always good to prepare in advance. Follow these recommendations:
- List out questions you’d like to ask anyone who has applied.
- Add notes based on their resume and note down specific questions you’d like to ask based on their experiences.
- Listen actively and let your candidates fill the silence.
- Remember to ask for your non-negotiables first.
- Ask what they’re looking for in a job and if this opportunity excites them.
- Don’t forget to explain the next steps.
- Practice with someone to become more comfortable.
6. Retaining employees
Hiring is no good if you’re not keeping the talent you find. Retaining employees is a cornerstone of a good hiring strategy. Here are incentives that help keep your turnover rate in check.
- Opportunities for advancement
- Recognition & reward
- Collaborative & inclusive environment
- Positive work culture
- Competitive compensation
- Job security
- Healthy work environment
- Technology & innovation
- Ownership
You also need to offer competitive benefits such as:
- Professional development and access to training materials and growth opportunities
- Generous PTO and sick days
- Financial benefits like retirement plans and loan assistance
- Commute assistance, public transport or fuel subsidies
- Family friendly policies such as child care assistance
Closing thoughts
With so many auto repair shops out there, fighting for the best candidates is a given. But great techs and service advisors are the life-force of a successful shop. You really can’t compromise.
Put up a great fight with these hiring XYZs. Onboard the right talent and be sure to retain your employees.
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