Most professionals working in the automotive or diesel industry would agree that recruiting technicians is not getting any easier or less complex.
The technician shortage coupled with the technological advancements that have changed how technicians find, research, and assess potential employers have made hiring for technicians even more difficult for shops and dealerships.
As we dive into a new year of hiring, 13 professionals working in the automotive or diesel industry shared with us their predictions for what 2024 will bring in regards to technician recruiting.
Technician Recruiting: What to Focus on in 2024
“For 2024, I feel like it’s going to be much of the same on the service end of things. There’s a lot of concern over the economy and the impact it will have on sales, but the need for quality technicians will remain. The service business can typically weather, and sometime thrive, in uncertain times. With people holding onto their cars longer and technology that continues to move at warp speed, the demand for good technicians continues to be one of the most pressing issues for shops across the country.”
Jay Goninen
Co-Founder & President, WrenchWay
“I predict that 2024 will bring about a continuation of the recent trend we’ve seen which is an increased interest in automotive trade careers among younger people. With wages for automotive technicians continuing to rise steadily, for all positions from entry-level to experienced master certified experts, the automotive services field is attracting more interest across the board. This coupled with the fact that fewer high school graduates are enrolling in 4-year university programs post-Covid, (62% in 2022 vs 66% in 2019, BLS) should continue to support this trend and help fuel a boost to technician recruiting in 2024. Another factor aiding technician recruiting is more females considering automotive service as a viable career. Our industry has come a long way, and many women now find great success as technicians, service advisors, or managers, and I see this trend getting stronger in 2024.”
Tim Winkeler
President & CEO, VIP Tires & Service
“I view technicians to continue to become more specialized in 2024 (i.e., EV technicians, battery technicians, transmission and hybrid vehicle specialists, etc.). Additionally, I anticipate technology advances to continue us to require new skill sets. We are already staffing specialized technicians to focus solely on manufacturer infotainment systems and dash displays including Apple CarPlay and Android Auto and internal Hot Spots. This will continue to change how and where we recruit technicians, and what we are looking for. One of my busiest technicians the last few months was brought in with no car experience but recruited from a mass market computer store.”
Robert Hamer
Human Resources Director, Ron Marhofer Auto Family
“In 2024, heavy-duty technician recruiting will see an emphasis placed on advancements in the technology used in newer model trucks. As the industry continues to embrace innovation, the demand for skilled professionals continues to rise. Navigating this requires a commitment and emphasis placed on strengthening partnerships and outreach to technical high schools, colleges, and adult education programs. Both in terms of offering in-shop work opportunities as well as creating a community for the next generation of heavy-duty technicians to tap into. By bringing these two worlds together, we’re not only bridging a skills gap but also empowering newer technicians to thrive in our ever-evolving world of heavy-duty trucks. Sculpting the future will help to continue to propel our industry forward.”
Klara-Sophia Hill
HR Manager, Advantage Truck Group
“First and foremost, the fundamentals of technician recruiting don’t change much in my experience. Listen and pay attention first to what your current technicians are feeling. Are they happy? Are they busy? Are they productive? Assess your needs based on what is still needing to be done after your current staff is working.
Technicians want to be appreciated. Bring something to the interview that will prove that you appreciate technicians (i.e., flexible work schedule, fair pay, benefits, quality of life and culture in the shop, etc.) Younger technicians want a clean, safe, and technologically up-to-date shop and equipment.
Hit your local trade schools first (i.e., high school programs, community college, etc.). Sourcing technicians from your immediate area is always best. You want them to want to live and work in your area.
Finally, for tech ads or recruiting from large, national vocational schools outside of your area: Have a good, short (easy-to-pitch) list of what makes your area and shop attractive! I am seeing the quality of young techs in vocational schools increasing. Incubating relationships with many students is always a good idea to have a larger set to pick from when they are ready to start careers.”
Steve Hamre
Employment and Customer Care Manager, Northwest Handling Systems
“My prediction for technician recruiting in 2024 is that the long game is key. Figuring out how to better retain who we currently have is answering how to recruit more.
We saw a small increase of techs in 2023, and I think we will see another small increase in 2024. In my experience in 2023, techs have been looking for long-term stability and benefits and finding their forever “career home” where they can grow professionally and feel heard and valued. In 2024 I think compensation goes a long way, however, professional growth and communication go further. By doing this we set up our customers, technicians, and our business for success!”
Rachel Larriva
Talent Acquisition Specialist, Sonsray Inc.
“I see the recruitment of technicians coming more and more from the auto facilities collaborations with technology centers and through in-house apprenticeships. It’s getting harder and harder to hire experienced techs that meet the high standard of character independent garage owners are now expecting. We are no longer an industry of dirty foul-mouthed men, covered in grease, as has been our public perception. With the increasing number of females entering our garages, the landscape is changing, and so will our reputation. We will start to be seen as a stable, respectable career path that is financially rewarding and allows people to care for themselves and their families.”
Tiffany Scherado
CFO/Owner, Lifetime Transmissions
“Transparent leaders won’t be recruiting; their high performing team that’s empathetically cared for, well paid, has constant training, and has an internal development program, will be doing it for them.”
Joshua Taylor
Owner, Just Work Hard Consulting Co.
“In 2024, recruiting diesel technicians will demand a strategic fusion of tech-savvy approaches, personalized outreach, and a dedication to cultivating a culture of mentorship and apprenticeship, ensuring a robust pipeline of skilled professionals for the future.”
Marshall Sheldon
Journeyman Diesel Mobile Technician, MHC Kenworth
“Nothing will chase away good technicians like tolerating bad ones.”
Brett Skinner
Level 4 Apprentice Technician, Vickar Community Chevrolet
“In 2024, attracting and training new automotive technicians requires a mindset shift on our part. To engage the incoming generation, we must prioritize their well-being, conveying a genuine commitment to their success. A clear and accessible path must be established, demonstrating that their contributions are not only valued, but vital to our industry. By emphasizing a supportive environment, we instill confidence in these aspiring techs, assuring them that their skills are not only sought after, but essential for our industry. It’s time to show the next wave of automotive techs that we care about their journey and are dedicated to setting them up for success.”
Ed Roberts
COO, Bozard Ford Lincoln
“I like to believe there will be more hiring of inexperienced technicians and more in house training. It really is time to hire green and raise your own. As more technicians retire, and with some of the more experienced technicians becoming more like mercenaries, going from one high bidder to the next, hiring young talent and training them in house becomes a more viable solution for alleviating the shortages.”
Bob Azadi
Automotive Technical Trainer, NAPA Auto Tech
“My prediction for technician recruiting in 2024 are that today’s technicians know they are in demand and have choices.
The days of just looking for a shop that pays the best is no longer the whole picture when it comes to making that next move or even the first move that will determine a technician’s next step in our industry. Top pay is important, but so is a strong benefits package, shop amenities, and the culture of the business. The business decision-makers that take all of this into account will have the attention of the best technicians as they try and stand out from the shops that are slower to evolve and the holdouts that still use flag hour, are open weekends and late hours with little to no benefits.
But remember you only get that first chance to make a good impression so make sure your compensation plan really stands out. A tech with 10-20 years of experience that will be with the business for the next 10+ years will be expecting guaranties of over $100k a year plus any performance incentives that give them the opportunity to see gross incomes of $150-$200k a year. Even a two-year tech can easily make $50k+ a year in today’s marketplace.
There are more tech schools coming online in the U.S., but the gap from graduation to being able to run the hours and do it right will be years apart. As far as hiring and restaffing for our experienced aging technician population, we are all looking at a gap that will take at least five years to close and more like 10 years to have that steady pipeline working for ready to work new hires.”
Craig Zale
CEO, Craig’s Car Care
