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Permalink Reply by Rick Burton on March 5, 2012 at 11:41pm

Mark,

What skill level of techs do you need? And what specifically have you done?

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Permalink Reply by Rick Burton on March 6, 2012 at 7:39am

Mark

Here is a Document sharing some ways to get techs...........I would be happy to e-mail you with it as an attachment if you like.

Please call or text to visit with me. 208-989-9647

Technician Recruitment

 

 

Production always determines how high we can go as a service dept.  Sales only count if we can produce the hours.  When projecting an increase in hours per repair order we must make certain that we adjust our production capacity.

 

Each additional technician represents $10,000 in additional labor and parts gross profit.  Annualized to $120,000 per technician I can’t think of a more important use of a service Director/Managers time.

 

Relying on a single method to acquire technicians does not work.  We must employ as many of the following methods as possible.  Who knows where or how our next super-star will come from?

 

When interviewing technicians we must put on our selling shoes.  The potential employee must realize that they would be better off in our organization than where they currently work.  Value and benefit interviews are crucial.  These values and benefits should be written down so that none of them get left out of the interview.

 

We will raise your service sales!  Therefore it is critical to have a plan in place for increasing production right now.

 

If we determine today that we need more technicians and start looking, we can expect this process to take about 1 month there goes $10,000 gross profit).  Normally it takes 10 days to 2 weeks to get interviews set up and then technicians have to give 2 weeks notice.

 

 

Needs Assessment

 

Determine the skill level of technicians you need.  Typically your needs are for C and D skill technicians.  These skill level technicians tend to be younger, less experienced, and come in at much lower hourly rates than more skilled and experienced technicians.  These technicians are also less reluctant to employment changes than the veteran technician.

 

Determine which, if not all, of the following methods to use and set a timetable for implementation.  You may want to prioritize implementation based on variable cost.

 

 

Methods:

 

Dealership Website

You should always have an ad for technicians on your website.  This is a great resource to sell the benefits of your dealership and the community.  List all the positive points that you can get. 

• Ø Good Schools
• Ø Low cost of living
• Ø Low crime Rate
• Ø Great Hunting, Fishing, Skiing, Beaches etc.

Great news!  The cost for this is ZERO!!!

 

 

50-Mile Method

This method involves getting the service manager names and phone #’s in a given radius (save this info. on computer for future use).  Normally about an hour or 50 miles.  If you are located in a more densely populated area the radius may be smaller.  You simply call and engage service managers in a conversation stating that you are in need of technicians.  Assure them that if he/she is ever in need of personnel to call you so that   you can give them names.  Ask if they have had any applicants they did not have a need for or names of technicians that have left their dealership or other shops. Make sure that you contact them during non-rush times of the day.   Commit to make 6 calls each day, you will be surprised that in a weeks time you will have several prospective technicians to interview.

Great news!  The cost for this is ZERO.

 

 

Bounty

 

This method gives cash bounty to anyone that gives you the name of a technician that you hire.  We recommend a $500.00 bounty.  Tell your employees and any vendors, tool truck operators and parts suppliers that call on your business about the bounty.  You will pay ½ the bounty upon hiring the technician and the remaining ½ on the technicians 91^st day of employment.  When paying the bounty make sure that as many of your employees and vendors see the money being paid.  Some vendors cannot openly do this; so make it private and confidential with them.  The sales reps. for flush chemicals are a great source also as they want technicians in dealerships that sell their product.

 

 

 

Shop The Competition

 

This method requires a vehicle with owner plates, not dealer identified.  Determine a problem that you want to describe when you go into another shop.  Car pulls, check engine light etc.  At independents and national chains (Firestone-Midas) you can in most cases walk up to technician and begin describing your concern and will have them at your car in a matter of minutes trying to help you.  You want to ask technical questions and listen carefully to the answer for competency and attitude and take note of their name.  When you get back into your car to leave jot down their name and place of business if you were favorably impressed.  In a couple hours phone the business and ask for the technician by name, explain which customer you are and reveal who you in fact are and say the following: “I was really impressed with your knowledge and helpfulness when I stopped in.  If by chance you are not 100% happy working where you are for any reason, I would like to meet with you and discuss your future @ ABC Motors.” 

The appointment should be as soon as possible.  In the vast majority of cases the technician is highly flattered by your interest.  In some cases you help a technician get a pay raise but you will be pleasantly surprised at how many technicians are not happy working where they are and go to work for you.

 

Phone in as a parts customer; Call competitors parts dept. and ask for some repair part.  Weave some technical questions into the conversation regarding the part you asked for.  Normally the parts guy will refer or you can ask to speak with a tech. and as above if favorably impressed get their name and follow the same procedure.

Great news!  The cost for this is ZERO!!!

Vo-Tech Schools

 

Build a relationship with as many schools in your area as possible.  Your contacts should be with both instructors and placement personnel. They will provide you with graduation schedules, information on individual students and any events that you could attend.  Many have committees that you can get on and have a leg up on getting the better students.  This has to be an ongoing relationship, the more involved you get the more they will provide you.  Only applies in cases where an entry- level tech. is your need.  To find information on Vo-tech schools in any area simply go to google.com and enter Vo-tech schools and your target area.  You will get Phone #’s, addresses, web links, and many times names of instructors and job placement persons.

Great news!  The cost for this is ZERO.

 

 

Internet Ads

 

Needtechs.com is a very affordable and area specific way to get techs. Simply go to their website and follow the instructions to sign-up.

Here are several to check out autojobs.com, autoemploy.com, Aotostaffing. com and autopersonnel.com.

 

 

Newspaper Ads

 

Display ads only.  Liner ads are a complete waste of $$$.  Bigger is better when advertising in the newspaper. Use annual income as the hook.  If a technician can earn $85,000.00 a year then display this number proudly.  Highlight the features and benefits of your company, Vacation, Medical/Dental Insurance, Retirement, Profit sharing, 401k’s, 4 ten hour

Day’s, no Saturdays, Average tenure of current technicians, Community pluses etc.  Meet with your newspaper rep. and determine the best schedule and package for you.  Make sure that with an ad you get it posted on their website, normally this is no additional charge.  Always check with your sales manager and see if you can utilize some of his current space for a job posting.

 

Roll Out The Red Carpet

 

Regardless of the methods you use make sure that you have the dealer available to spend time with desirable candidates.  The dealer can be invaluable in helping you land the tech you want.  Your final interview should be with the technician and their spouse (if they have one).  Have the dealer do something with them that knocks their socks off.  Take them to lunch, or dinner.  Tour the dealership with them.  Tour the community (Schools, Hospitals, Shopping, Growth etc.) with them if they are from outside your immediate area.  Your dealer is typically the best at selling the business.  Have him hit all the benefits of your dealership even if you have already done so.  The dealer should spend time with them.  Put them up in a nice hotel if they are from out of the area.  Hardly anyone handles technicians with this much attention and respect. Your dealer is a tremendous resource for recruiting and it is your job to get him involved.  By the way, dealers normally enjoy this.

  

 Technician’s represents $10,000 additional gross profit each month. 

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Permalink Reply by A. J. Maida on March 7, 2012 at 4:03pm

Rick Burton that's some pretty good stuff. I will be sharing this with my Service and parts Director and our HR person...Thanks...Mark Odat good luck with the search!

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Permalink Reply by MANNY LUNA on March 7, 2012 at 4:31pm

Thanks Rick for reaching out, Your the man!

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Permalink Reply by MANNY LUNA on March 7, 2012 at 4:34pm

Please Email this To Mark at modat@hubhouston.com  Rick. Just tell him Manny Luna asked you to.

Thanks!

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