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Technician Recruiting Tips Of The Month
Interesting Articles Published in Trade Magazines by Joe Henry
ACT Auto/Truck/Tire Staffing
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Testimonials
| # of Candidates' resumes available | ||
| Accessory Installer/12/24 Volt Technician | 180 | |
| Accounts Payable/Receivable | 5280 | |
| ADAS Technician | 101 | |
| Aftermarket Dealer Rep/Agent | 100 | |
| Apprentice, Lube, Tire Tech | 12166 | |
| Auto Body Painter/Painters Helper/Prepper | 3442 | |
| Auto Glass Tech | 115 | |
| Body Shop Estimator | 4018 | |
| Body Shop Manager | 2592 | |
| Car and Light Truck Technician | 17476 | |
| Car and Truck Sales Manager | 8507 | |
| Car/Truck Sales/Transportation Consultant | 10538 | |
| Cashier | 2214 | |
| Collision Tech | 3412 | |
| Comptroller | 1037 | |
| Dealership CRM/BDC/ILM | 3656 | |
| Dealership Inventory Manager | 101 | |
| Detailer | 3773 | |
| F/I Manager/Special F/I | 7161 | |
| Fixed Operations Director | 2181 | |
| General Manager | 2410 | |
| H. R. Manager/Recruiter | 586 | |
| Internet Sales or Manager | 3065 | |
| Lot Porter | 2130 | |
| Med. & Heavy Truck Tech | 13426 | |
| Medium & Heavy Truck Sales | 572 | |
| Misc. Auto/Truck/Tire Positions | 1281 | |
| Mobile Technician | 375 | |
| OEM Manuf Rep/OEM Tech Rep | 3 | |
| Office Manager | 3553 | |
| Parts Counter/Outside P. Sales | 5789 | |
| Parts Manager | 6451 | |
| Parts Stock Person | 1919 | |
| Parts/Courtesy Van Driver | 1812 | |
| Receptionist | 3322 | |
| Rental Car Manager | 212 | |
| RV Tech | 75 | |
| Ser. Advisor/Counter Sales | 17281 | |
| Service Drive Greeter | 289 | |
| Service Mgr./Retail Store Mgr. | 12270 | |
| Title Clerk | 3167 | |
| Tow Truck Operator | 636 | |
| Trailer Mechanic | 113 | |
| Trans Tech/Specialist | 589 | |
| Truck Driver | 1144 | |
| Used Car Manager | 1780 | |
| Warranty Administrator | 2228 | |
How Do We Get So Many Auto/Truck/Tire Job Seekers?
- Ads Run Newspapers Across The U.S.
- Ads Run in MotorSports Magazines
- Ads Run in Trade Magazines
- Affiliations With 400+ Auto/Diesel/Body Shop Trade Schools
- ASE & ICAR Test Stakeouts
- High Listings On Search Engines
- Auto/Truck/Tire User Groups and Social Media
ACT’s "Tips On Tuesday!" Does today’s workforce and recruiting seem like a bear on bath salts? Are Candidates ghosting YOU & adding gray on top? YOU’RE NOT ALONE! ACT has been consulting employers on recruiting and retention since 1998 Now ACT presents the series: "Tips On Tuesday" (recruiting is like software development, it is never done!)
Employers - The most common complaint from candidates ACT has recorded since 1998 is: |
“I emailed the employer my resume. My text was never answered and my email was returned. When I called, the voicemail said it was full” Employers, YOU MUST have dedicated systems to receive responses: email, text, and a working voicemail. And please don’t think an on-line application is a solution. Candidates tell us all the time that they will skip applying for any job that the employer makes them fill out anything on-line. (If YOU need a 7-day a week email, text, phone solution, contact the ACT Team at 727-733-5600) |
Why you must proactively reach out to candidates |
Employers- There is no such thing as unemployed auto/truck/tire/collision experienced job seekers in today’s 4% unemployment. They are all employed Why do they have their resume out there? Because they are looking for 1 or more of these: More Opportunity Better Pay Better Benefits Closer to home They are having conflict with an another employe or supervisor Forced to work Saturdays or Sundays That is why YOU MUST view resumes with full contact information to find out what their desires are. Resumes without full contact information are worthless in this workforce environment! |
A 15% raise is a starter? |
So, we talked about that there is no such thing as unemployed auto/truck/tire/collision experienced job seekers in today’s 4% unemployment. So, what is the most common denominator to get them to respond? Study after study shows today’s passive job seekers are looking for at least a 15% raise from their present salary! That is why YOU MUST view resumes with full contact information to find out what their desires are. Resumes without full contact information are worthless in this workforce environment! Tip- When you do contact them, ACT suggests using as part of your email or phone message: “Our company may be able to raise YOUR earnings by at least 15%” |
Look local, but think Global |
When you post ads these days, your opportunities are seen virally. Because of those views, be the Chamber of Commerce of your area. Here are examples of important items that you should list if they apply to your area: Parks and Recreation close to you Schools For rural areas talk about no BIG CITY traffic or crime Housing cost No state income tax Etc. Reason? – because you never know when an auto/truck/tire/collision experienced applicant from outside your area that has the motive to move, may view your ad(s) |
Why sign-on bonuses are needed |
“OK Boomer!” my Gen X wife says to me if I dress inappropriate or don’t recognize a Taylor Swift song. Here’s why this is important to this conversation…… A client called me on the 4th of July panicked that he found out his top tech was not coming back after the 4th. Joe, what do I have to do?” I informed him he needed to run an ad on our system with at least a $10k sign-on. “What?? I’ve been in business 45 years with a stable crew, I’ve never paid a sign-on bonus!” “Ok Boomer, today is the 1st day you must enter the real world of today’s workforce.” How important are sign-on bonuses to attract today’s talent? Folks, in case you haven’t figured it out, all the low hanging fruit has been picked. Even technicians coming out of trade school are now stating they are looking for $500 to a $1,000 sign-on! For more information on the proper use of sign-on bonuses, here is an article that I wrote that has been published in many trade magazines…. https://actautosstaffing.com/learngener2.asp |
Is your Human Resource/Recruiting Department choking your resources? |
We hear this all the time from prospective clients: “Joe my H.R. and Recruiting resources aren’t sending me bupkis these days. I need people!” This is a common problem when H.R. and your recruiters are not proactively pursuing “passive” candidates Low hanging fruit, as we referred to in our last Tips on Tuesday, are way in the review mirror! ACT recognized this dilemma over a decade ago. That lead us to develop our solution: “3X3 WIIFM” passive job seeker method for recruiting. The “3X3 WIIFM” has been presented in MANY 20-Groups for years and now YOU can review it too: https://www.youtube.com/watch?v=6fUCYmSCxFg |
My neighbor teaches regular session AND summer school |
He was relieved because yesterday was the last day of summer school session until Sept 2024 “Joe, you would not believe how many families take this time to move, or change schools.” Why is this important? Because this is the time you need to push any potential relocation candidates! Believe me, it takes considerably more effort to get the relocator to the change once school starts if they have kids make |
Career paths are important |
If you manage technicians or collision personnel, have you noticed; that only 10 to 20% are interested in gaining more skills or certifications? Recently ACT Auto/Truck/Tire/Collision Staffing ran a survey with our over 25,000 techs for a client One answer that was most interesting; that as long as the tech can pay their bills and are comfortable with their work, they do not feel a need to expand their skills or certifications When asked if their employer provides a “career path”, most did not Conclusion: taking time to provide a career path for production personnel may have some unrealized benefits |
The more an applicant can make, the more response you get |
If you manage technicians or collision personnel, have you noticed that only 10 to 20% are interested in gaining more skills or certifications? Recently ACT Auto/Truck/Tire/Collision Staffing ran a survey with our over 25,000 techs for a client One answer that was most interesting; that as long as the tech can pay their bills and are comfortable with their work, they do not feel a need to expand their skills or certifications When asked if their employer provides a career path, most did not Conclusion: taking time to provide a career path for production personnel may have some unrealized benefits |
Nationally, a lot of job seekers are now using ChatGPT in their applications |
Just when you and your Recruiters are already spending so much wasted time looking at non-applicable resumes without auto, truck, tire, or collision experience, now you have to ask: ”Is this a resume real?” Financial Times says Recruiters are now being inundated with ChatGPT applications from job seekers Solution? Use a firm that has already pre-qualified each resume and has eliminated any applicants with suspected chat generated cover letters and resumes ACT Auto Staffing Team reviews EVERY resume and cover letter submitted to our resume database, PLUS ACT’s Team contacts the candidate by email before it is available to ACT’s valued Employers. Save time and money by using a source that has been a specialist in auto/truck/tire/collision recruiting since 1998 |
Great interview questions |
ACT employers ask all the time: “What questions do you suggest at an interview?” Here are some of the best we have seen with over the 26 years ACT has been helping auto/truck/tire/collision employers: Ask: Can you tell me about a time when your workplace had a great culture? What did management do to foster that? Now, tell me about a time when the workplace was toxic? What do you think management did wrong? Ask: Tell me about a conflict you faced at work and how you dealt with it. Ask: Why do you want to work for our company? Ask: If you had to weigh in on your challenges, what areas would you want to work on to improve? |
Survey: what makes your employees feel good |
A recent Workforce Research Survey has released the highest ranked statements that employees say are the most important Some surprises, some not … But, for Employee retention, these are “Need-to-Know” managing tools in today’s workforce! Here are the top 5 - I believe my compensation is fair - I believe this company values me - Communication from Supervisors and the Company are trustworthy - Communication from this company is frequent enough - I am informed prior to changes that will impact me |
Work-Life Balance factoids by generations |
Now In addition, Tips on Tuesday will feature a deep-dive, a kind of colonoscopy of the workforce with a telescope! This week’s featured study: Work-Life Balance factoids Millennials desire a healthy dose of downtime For Gen Z it’s a top priority; In fact, 7 out of 10 Gen Zers prioritize family and relationship over their career Excessive overtime, blocked vacation requests, and calls outside of working hours are almost certain to tank the morale of Gen Z Millennials, however, tend to be more willing to go the extra mile if it improves their career prospects. Flexibility, when it comes to when and where they work, is a must for millennials and Gen Zers alike For both of these generations, flexibility and working remotely aren’t benefits; they’re “nonnegotiable” |
Learning and Development |
For Gen Z, their primary motivation is bettering themselves. One study says 80% prefer a job that allows them to explore new skills. To keep this Gen stimulated, challenge them with new responsibilities. Millennials however, tend to be more goal oriented. They are looking in their career for progression towards goals. Don’t expect them to hang around if the opportunities don’t present themselves. |
Curb Your Enthusiasm |
“Gen Z job seekers have very lofty expectations every employer should be aware” says Jason Ma of Fortune Magazine. A survey of the financial firm Empower found that: Gen Z on average believes that in their prime, an annual salary of should be $587k! (as a comparison, in that same survey, Baby Boomers think a successful salary is just under $100k a year) Lesson: during the hiring process, outline a career path so you will have a competitive moat to tap the brakes on expectations |
Community & Teamwork |
Research shows Millennials want to be left alone in their work. Economic Forum said 42% of them would switch jobs if it allowed them to work independently. Gen Z however, tend to be more team orientated. To keep them motivated schedule team-wide brainstorming sessions |
Salary & Benefits |
Research shows when it comes to incentives, Millennials owe an average of $35k in student loans, therefore incentives to support debt relief can sway their decision to stick with or chose an employer Gen Zs however have not built up the debt their Millennials co-workers have, therefore they will put job satisfaction ahead of security and/or salary As an added note, Gen Zs are more focused on making their lives more comfortable so PTO and schedule flexibility are more attractive |
Great interview question to find out how coachable and adaptive the candidate might be |
Starface World president Kara Brothers uses this question to trip up candidates who want to put their best foot forward without spotlighting their flaws: In your last workplace …. what really held you back? Brothers points out she says the best responses strike a balance between honesty and accountability |
Is TikTok and Social Media distracting your technicians and workers? |
With the lack of leadership and true mentorship, technicians can and do get distracted with social media. That dynamic is not exclusive to technicians – Fullbay TMC Survey |
How hard is it to search for “Certified” ? |
If your search for Technicians requires “Certified’ …. …. you just cut your prospects by almost half! In a survey of over 10 years experienced Technicians, only 54.3% were ASE certified and only 45% were OEM certified The good news? 26.5% of non-OEM and 45% of OEM working techs are interested in certification – Rand Riely Survey TIP- Always list in your ads for Techs continued education and certification benefit! |
Tips on Tuesday for Recruiting |
A recent Survey shows the Top Five preferences Technicians want to be communicated with when being approached about a job opportunity Email- 37.7% Phone with Shop Manager – 23.2% In Person – 16.6% Text- 11.9% – Rand Riely Survey TIP- An Email and follow-up Phone Calls make a substantial effort in your recruiting! |
As Gen Zs enter our workforce, here is more enlightening information we all need to know: |
When Gen Z was surveyed, respondents said they would rather develop their individual expertise than manage fellow workers. This is a trend sometimes called “conscious unbossing,” There is a “growing reluctance — especially among Gen Z — to step into management roles as a way to protect their mental health and wellbeing.” Sources: Express Employment Professionals Jennifer Dulski, CEO and founder of Rising Team |
Technician Shortage: It has a Canary in the Coal Mine- part 1 |
Recently Jim Farley professed in a vacuum of charisma that there were thousands of unfilled non-college required $100+k jobs in Ford/Lincoln dealerships. He, like the other manufacturers, thinks it is a communication problem and the younger generation just doesn’t know about these great opportunities. But Mr. Farley’s grandiose show of ex parte did not escape irony. Techs know what Abraham Lincoln knew: the American People have a good nose, they can smell a rotting cadaver in the basement. After his hyperbolic presentation got out, screen addicted Technicians and influencers lit up social media like a Christmas Tree, calling out his presentation. Let’s distill. Entry-Level – According to Automotive Dive and other sources, the number of students pursuing automotive technician training increased for the second year in a row. You would think that’s great news, however, George Arrants, VP of ASE Education Foundation, says, “Once students graduate and get into the industry, they face another challenge: More than 40% leave in the first two years.” Following up is the new ASE President, Dave Johnson on Sept 3, 2025 said on Underhood Service podcast – 70% of young Techs leave the industry. I saw that in my A.S.S.E.T. students. Why such a washout/dropout? Call it “20/20/15”. To get started in this industry, this is the baseline: $20k for your education, $20k for STARTER tools, and the first year you make $15 per hour (Bureau of Labor Statistics). Result: Techs commonly come out of trade school cocky with 1.0 knowledge and find out they are expected to sprint to a 2.0 litmus test in a short time. Transitory to flat-rate with less than flagged 40+ hours consistently for months is a Techs’ underwater predator. I tell young Techs all the time to be careful about picking up a few more dollars per hour in front of the steam-roller. Seasoned Techs – Focused on the Technician shortage is a study by Carlisle and Co.’s Chad Walker. The survey draws a Net Promoter Score (NPS) for the industry if Technicians are recommending the profession to friends and family. “Not only are Techs NOT promoting the career, most of them are actively telling people NOT to come into this,” Walker said. Why? Techs responded: Unfair dispatch, unfair pay, lack of/or unorganized specialty tools, lack of lifts and work space, uncompensated time on the job, tool expense, ADAS, “Forever Fluids”, lack of proper diagnostic time pay, endless time waiting for parts, parts quality, roller-coaster pay-weeks. And for dealer Techs: While the number of recalls are growing like a late summer hurricane, warranty times are falling faster than Vin Fast dealer counts. |
Technician Shortage: It has a Canary in the Coal Mine -part 2 |
Issue of tissue- I have seen car and truck components grow exponentially. Wheels, tires, brakes, drivetrains, EV batteries and EV motors all get heavier and bigger each generation of model. Software updates, drivetrain electronics and designated lift points on low stance vehicles require more under/over stretching to service components. News Flash -Techs are not aging like fine wine. Each day tags more pain and aches than last year. The silver tsunami has taken out baby boomers, many Gen-X and some Millennial Techs. I advise Techs all the time to spearhead their production and financial saving like a professional athlete. Father Time will limit your professional abilities as you get older. The 80/20 pay rule- When it comes to pay, the truth is messy! Overall the average Fixed-Ops producer on your floor makes $64,369 a year (2025 Bureau of Labor Statistics), far from the $100k+ Mr. Farley and technical schools pitch. Yes, there are the laser focused Techs that are “needle, meet haystack” that make $100k+. And I know Unicorn Techs with skills of a ball room dancer and the basement brawler’s punch who make $200k+. But the averages do include the mac daddy producers. So I label it 80/20- 80% of your crew is $64K and 20% (or less) are the bigger earners. (Keep in mind that the average American has a steady pay of $63k with no tool expense.) But there is upward mobility…. right? - Many Fixed Ops Consultants will tell you a Tech’s spirit animal is to be able to pay their bills. Quite a few Techs, once they are at that comfort level, do NOT look forward to killing more brain cells for more skill-building education. On top of that Techs recognize higher skill level means usually getting stuck with the poor paying technical issues while “gravy-work” is issued to the lower paid. |
Technician Shortage: It has a Canary in the Coal Mine- part 3 |
The Macro Study is in- With these challenges, it doesn’t take Woodward and Bernstein to figure out that If we can’t get veterans and entry-level Techs to recommend and stay in the industry, we will never solve the shortage. My fellow Fixed-Ops constituents, this is the canary in the coal mine! We need a rebrand. Manufacturers and shops blaming lack of knowledge of these opportunities is like saying an airplane crash is because of gravity. Our dull knife these days is simply not cutting it. To correct this shortage and keep the Techs we have, let’s start with reverse engineering. Here are the most common complaints from Technician surveys: - Eradicate favoritism and unfair dispatch/shop politics in your shop - Study uncompensated time solutions for: waiting for parts, making inspection videos, time wasted from improper Service Advisor write-ups, no problem found tickets, vehicle dissemble and reassemble on declined repairs, extra warranty paperwork like punch times, coding labor procedures and documenting. I advise reading the California Technician Regulations to start as a guide - Flat-rate for those who want it, hourly or salary plus production bonus for the rest - Ouch, I know this one is going to hurt! manufacturers: get warranty times within a few percentage points of retail for vehicles up to 25,000 miles, aged vehicles over 25,000 miles need to be moved to retail times - Supplemental times made easier to add The take-away of this rebrand is to start R&R- Recruit & Retain. If you are like me and getting more mature, I feel obligated to this industry. I want to evolve from squeezing every ounce of gross so my dealer looks good in 20-Groups to working on the shortage problem. The industry deserves NOT to just survive, but to thrive! Start your conversations with your Factory Reps and your Techs because this situation is not going away without drastic change. P.S. – there is not an ounce of AI used in this essay. It’s strictly organic from 54 years of busting knuckles and nursing limbs from helping my Techs in the shop and working on my own personal modern and muscle cars- Joe Henry |
Do not have time to contact candidates, here is the solution |
We all know when reaching out to candidates, you MUST: Call Text Email each candidate, and do that at least 3 times before giving up! Don’t have time for that? ACT can do that for you! Contact us for details on our NO A.I. phone: 727-733-5600 |
How resumes on your desk improves production |
“Joe, that was great advise that my Service Manager keeps a few printed Technician resumes on his desk! You were right, the shop grapevine circulated they were seen and production went up” – CDJR/GM dealer in east Tennessee |
How to recruit techs webinar |
On Monday April 20th Auto Hub Show sponsored an informative group on: “How to Recruit Techs in 2026” Here is the link, fast-forward to 3:30 to get right into it! How to Recruit Techs in 2026 | LinkedIn https://www.linkedin.com/events/7445485450426728449/ |
Why you should keep resumes on your desk |
Recruiting Tip: Always keep resumes sitting on your desk! Why? “Joe, you were right, my Service Manager printed some of your resumes and left them on his desk. Just like you said, the grapevine did not take long and some of the problem personnel straightened up” – Dealer in TN Don’t have a source to send you fresh resumes? ACT can do that for you! Contact us for details on our NO A.I. phone: 727-733-5600 |
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Technician Recruiting Tips Of The Month
