Hi Sara,
We’re struggling to find reliable technicians for our dealership, and when we do, it’s hit-or-miss on whether they stick around! What’s your best advice for finding skilled techs and making sure they’re the right fit?
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Hey there!
Great question — and you’re definitely not alone in feeling this way! Dealerships everywhere are facing similar challenges, and finding (and keeping) top-notch technicians is like winning the hiring lottery these days. But the good news? With a bit of strategy, you can significantly improve your chances of finding the right fit and set up both you and your new hire for success.
Let’s break down three game-changing strategies we’re seeing work like magic with our Dealer Success Group members. Trust me, these are more than just hiring tips — they’re your blueprint for building a skilled, loyal, and productive team.
- Start with a Trial Period: Test the Fit First
A trial period can be a lifesaver, but — here’s the critical bit — labor laws vary by state, so be sure to check with your lawyer to understand what’s allowed in your area. We know most dealers are just thrilled to hire someone who shows up more often than they don’t! However, setting the bar that low won’t bring you long-term success. A trial period goes beyond just showing up; it gives you and your new hire a chance to see if it’s truly the right fit without a total commitment.
During the trial period, pay attention to the essentials: attitude, work ethic, and how they get along with the rest of your team. These are the things that make a lasting impact and ensure your new hire will thrive in the dealership environment. Plus, you’ll get a sense of whether this hire will help your team grow — not just fill a spot.
- Technician Skills Assessment: Know Where They Stand (Even if They Think They’re the Best)
Here’s a fun little secret: every technician you hire usually thinks they’re the world’s greatest technician. Sound familiar? They’ve got confidence, and that’s great! But sometimes, we need to separate self-perception from reality, which is where our Technician Skills Assessment comes into play. This tool, found in our Dealer Toolbox, lets you pinpoint exactly where a technician’s skills actually stand.
With this assessment, you can get an honest view of the technician’s strengths and areas for improvement, even if they think they already know it all. Plus, you’ll be able to create a targeted growth plan — and maybe even show them the path to a higher wage. This approach benefits both of you: you’ll know what they’re truly capable of, and they’ll have a clear track to advance and grow their skills.
- Treat Job Postings Like SEO Gold: Timing and Keywords Are Everything!
Now, let’s talk about finding those hidden gem technicians. Using job recruiter sites has been incredibly effective, but it’s all about treating your job post like an SEO powerhouse. Strong keywords, specific job titles, and timing are key.
For keywords, think about what your potential technicians are searching for. Some effective ones we use, depending on the industry, are:
- “Diesel Engine Technician”
- “Off-Road Equipment Mechanic”
- “Maintenance Technician – Tractors”
- “Field Mechanic – Construction Equipment”
- “Service Technician – Agricultural Machinery”
- “Trailer and Equipment Mechanic”
- “Heavy Diesel Mechanic”
- “Hydraulics Repair Technician”
- “Tractor & Implement Mechanic”
- “Power Equipment Technician”
- “Construction Machinery Technician”
Also, timing is critical. We’ve found that posting on Friday mornings is ideal since most techs browse over the weekend. And here’s a little hack: if you’re not getting much traction, take your listing down on Thursday and repost it Friday morning to refresh it. This way, it’ll appear as a brand-new job post just as they’re starting their search, giving you the edge to attract motivated candidates.
In our Dealer Success Groups, we’ve helped place over 180 technicians this year alone using these techniques. By optimizing your job posting, you’ll reach the technicians who are actively looking for a new role, and you’ll get a higher quality of applicants!
Happy hiring,
Sara Hey
