If you’re trying to hire automotive technicians, you already know how difficult—and important—it is in today’s competitive job market. With the ongoing technician shortage, shops and dealerships across the country are struggling to find and keep the talent they need to stay competitive. While there’s no silver bullet solution, there are proven strategies that can help you stand out and attract quality technicians.
In this step-by-step guide, we’ll walk you through what works, what doesn’t, and how to build a hiring process that gets results.
Jump to a Section:
- Understand What Technicians Want Before You Hire
- Write Job Posts that Help You Hire Automotive Technicians
- Where to Promote Jobs to Hire Automotive Technicians
- How to Evaluate Candidates When Hiring Automotive Technicians
- Move Quickly & Communicate Well
- Onboard and Retain Your New Hire
- Bonus Tip: Build a Long-Term Pipeline
Understand What Technicians Want Before You Hire
If you want to attract top-tier technicians, it starts with understanding what they value most in a workplace. A sign-on bonus might grab attention, but it’s not enough to win loyalty. Technicians are looking for employers who genuinely understand—and meet—their day-to-day needs.
In our latest Voice of Technician survey, we asked over 4,700 technicians what matters most to them beyond pay when evaluating a potential employer. Here’s what they told us:
Source: 2025 Voice of Technician Report
Non-Negotiables: What Every Shop Must Offer
To recruit and retain technicians, these factors are essential:
- Properly equipped shop
- Paid vacation
- Retirement fund
- Paid training opportunities
These are the bare minimum—without them, shops will struggle to compete.
Differentiators: What Sets Great Shops Apart
To stand out in a competitive market, shops need to go beyond the basics and offer benefits that truly resonate:
- No weekend shifts
- Clearly defined career path
- Temperature-controlled work environment
- Adequate tool allowance
- Regular, consistent performance reviews
While these are often labeled as “nice to have,” they frequently become the deciding factors for technicians when choosing between employers. In today’s hiring landscape, it’s these details that make the difference.
Write Job Posts that Help You Hire Automotive Technicians
To successfully hire automotive technicians, your job post needs to reflect what they care about most. Too many shops still rely on vague, outdated postings that blend into the noise—and in a tight labor market, that simply won’t cut it.
A compelling job post should do more than list requirements and responsibilities. It should sell your shop as a great place to work, speak directly to what technicians care about, and motivate them to take action.
Here’s how to write a job post that stands out:
- Lead with what matters most.
Instead of starting with a laundry list of duties, open with the benefits that technicians actually care about. Highlight your paid vacation, retirement plan, tool allowance, or no-weekend policy right away. These are the hooks that grab attention. - Be clear and honest.
Skip the buzzwords and jargon. Use plain language that reflects the tone and culture of your shop. Be upfront about what the job entails, and just as importantly, what it doesn’t. If your technicians rarely work weekends or you have a clean, well-equipped shop, say so. Also, be completely transparent about pay and benefits. This will save you and the technician a lot of time if you aren’t aligned. - Show, don’t just tell.
Share photos of your shop, technician testimonials, or videos that showcase your team and work environment. This gives candidates a real sense of what it’s like to work with you and helps build trust. - Emphasize career growth.
Technicians want to know there’s a future at your shop. Talk about your commitment to ongoing training, performance reviews, promotions, and how you support techs as they grow in their careers. - Make it easy to apply.
If your application process is long or confusing, you’re likely losing good candidates before they even get started. Streamline it. Include a clear call to action, and let techs know what to expect after they apply.
Want more tips? Check out 15 Tips for Writing an Effective Automotive Technician Job Posting
Toyota of Seattle leverages their WrenchWay Top Shop page to present everything technicians want to know before applying. This page is easy to navigate and makes it quick and simple for technicians to apply.
Where to Promote Jobs to Hire Automotive Technicians
Even the most well-written job post won’t do much good if the right people never see it. To reach qualified technicians, you need to meet them where they are—both online and offline. That means moving beyond generic job boards and making a targeted effort to show up in the places technicians actually pay attention to.
Here’s where to focus your efforts:
- Your website
Your careers page should be easy to find, mobile-friendly, and up to date. Many technicians will Google your shop before applying, so make sure your website reflects your culture, values, and work environment. Include photos, team stories, and clear job listings that are easy to apply to on any device. - Technician-specific job boards
General job boards are crowded and often miss the mark. Posting on technician-focused platforms (like WrenchWay) ensures your job is seen by people who are actively looking for roles in the industry—and not just scrolling through a long list of unrelated openings. - Social media
Technicians spend more time on social media than you might think—and this can be a powerful way to promote your shop as a great place to work. To recruit technicians on social media, post regularly on your shop’s accounts, share behind-the-scenes content, and consider running paid ads targeting local techs. Instead of posting generic “We’re hiring” posts, focus on highlighting the benefits and culture that make your shop unique. - Trade schools and local programs
Build relationships with nearby tech schools, community colleges, and apprenticeship programs. Many of them are looking for trusted employers to place their graduates with. Offer to do shop tours, guest speak in classes, or participate in career fairs—it puts your name on their radar early. Utilizing platforms like School Assist by WrenchWay & ASE can make it super easy to build connections with local schools. - Referrals from current employees
Your current technicians are some of your best recruiting tools. Encourage them to spread the word by offering referral bonuses or other incentives for bringing in qualified candidates. Technicians trust other techs—so when your employees talk positively about working at your shop, it carries real weight.
Want more? 29+ Places to Help You Find Automotive Technicians
How to Evaluate Candidates When Hiring Automotive Technicians
Once you’ve attracted interest, the next step is evaluating candidates in a way that leads to smart, successful hires. In a competitive market, it’s not just about finding someone who can do the job—it’s about finding someone who’s a good fit for your team and shop culture. That means going beyond resumes and rethinking how you approach the interview process.
Go beyond resumes: have a real conversation
A resume can tell you where someone worked and what certifications they hold—but it won’t tell you how they think, how they work under pressure, or how well they communicate. Take the time to call candidates and talk like a human, not just an employer. Ask about their interests, what they’re looking for in their next role, and how they approach challenges. A simple, honest conversation often reveals more than a formal interview.
Ask the right questions
When it’s time to sit down for an interview, focus on the questions that matter most:
- What kinds of repairs are you most comfortable with? What about least comfortable with?
- Where do you see yourself in five years?
- What kind of shop culture helps you do your best work?
These types of questions help you gauge their technical ability, career goals, and cultural fit—all critical components of long-term success.
Offer shop tours or trial workdays when possible
One of the best ways to evaluate a candidate—and let them evaluate you—is to invite them in. A shop tour lets candidates see your equipment, meet the team, and get a real feel for the work environment. If you’re open to it, a short trial workday can give both sides a hands-on sense of how well things fit. It’s a great way to spot red flags or confirm a strong match before making an offer.
Be clear on expectations from the start
Don’t leave anything up to guesswork. Be upfront about work hours, responsibilities, pay structure, and performance expectations. Let candidates know what success looks like in your shop and what support they can expect. Clear communication from day one builds trust and prevents misunderstandings down the road.
Move Quickly & Communicate Well
In today’s job market, speed matters. Many shops struggle to hire qualified automotive technicians because they don’t move fast enough. Good technicians don’t stay on the market for long—if you’re slow to respond or drag out the hiring process, you’ll likely lose top candidates to other shops that move faster. That’s why timely communication is one of the most important (and underrated) parts of an effective hiring strategy.
Good techs get picked up fast—don’t delay
If a technician applies and doesn’t hear back within 1-2 days, they may assume you’re not interested—or worse, move on to another opportunity. Make it a priority to review applications quickly and reach out as soon as possible. Even a short email or phone call to acknowledge their application was received can go a long way.
Keep them in the loop through the hiring process
Once a candidate is in the pipeline, don’t leave them hanging. Clearly explain what the next steps are, how long things will take, and when they can expect to hear from you. If there are delays, communicate them. Most candidates are understanding—as long as you keep them informed. Consistent updates show that you’re organized, respectful of their time, and serious about bringing them on board.
Prompt, transparent communication doesn’t just improve your chances of landing great techs—it also sets the tone for a professional, respectful work relationship right from the start.
Onboard and Retain Your New Hire
Hiring a great technician is only the beginning. What happens after they accept the offer plays a huge role in whether they stick around long term. A strong technician onboarding process and ongoing support can make the difference between a short-term hire and a loyal team member who grows with your shop.
Here are some tips on how to retain technicians:
Have tools, uniforms, and expectations ready on day one
First impressions matter. Make sure your new hire walks into a well-prepared environment on their first day. Have their workstation, uniforms, and any necessary tools or login info ready to go. Clearly communicate their schedule, responsibilities, and who to go to with questions. This sets the tone for a professional, organized workplace—and shows that you’re invested in their success from the start.
Assign a mentor or point person for the first few weeks
Starting a new job can be overwhelming. Assigning a mentor or go-to person helps new techs feel supported and less isolated. It also ensures they learn your shop’s processes and culture more quickly. Choose someone who’s experienced, approachable, and willing to help onboard a new teammate the right way.
Offer regular check-ins and growth discussions
Don’t wait for the annual review to talk about how things are going. Schedule regular check-ins—especially during the first 30, 60, and 90 days. Use these meetings to give feedback, answer questions, and talk about what’s working (and what’s not). Long term, these conversations are a great opportunity to discuss goals, training opportunities, and career advancement.
Celebrate wins and give public recognition
Everyone wants to feel valued. Recognize your new hire’s contributions early and often—whether it’s a shout-out in a team meeting, a simple thank-you, or a small reward for hitting a milestone. Positive reinforcement builds morale, boosts retention, and reinforces the kind of performance and attitude you want on your team.
Bonus Tip: Build a Long-Term Pipeline
While filling your immediate openings is important, the best shops don’t wait until they’re desperate to start looking for talent—they build a steady pipeline of future technicians. Investing in long-term recruiting strategies ensures you’ll have quality candidates in the mix when the time comes.
Partner with local schools and training programs
One of the best ways to hire automotive technicians is to build relationships with local tech schools. Get involved by offering to speak in classes, participate in career fairs, or host students for shop tours. These relationships help you connect with up-and-coming techs early—and position your shop as a place they want to work when they graduate.
Offer internships or job shadowing
Giving students hands-on experience in a real shop environment is one of the best ways to evaluate potential hires while helping them develop skills. Whether it’s a formal internship or a simple job shadow, these experiences benefit both sides—and often lead to full-time roles down the road.
Keep your shop’s online presence fresh and technician-friendly
Future hires are checking you out long before they apply. Make sure your website, social media pages, and job listings show what your shop is really like. Share photos, highlight your team, and post about training, culture, or day-to-day wins. A strong online presence helps build interest and trust over time.
Build a Team; Don’t Just Fill a Spot
At the end of the day, hiring isn’t just about plugging a hole in your schedule—it’s about building a strong, reliable team that can help your shop thrive long term. Every technician you bring on should be someone who adds value, fits your culture, and wants to grow with you. That only happens when you’re intentional about your hiring process from start to finish.
Take the time to audit your current approach. Are you showcasing what makes your shop a great place to work? Are you moving quickly enough to keep top candidates engaged? Are you supporting new hires so they stick around?
Attracting great technicians takes more than just posting a free job ad. It’s about showcasing your shop in a way that captures attention—through social media promotion, building relationships with local schools to support future techs, and much more.
Ready to hire automotive technicians more effectively? Let us help you refine your process and connect with top talent today. Contact WrenchWay
