The technician shortage has been an ongoing challenge in the automotive and diesel industries, and unfortunately, it’s not taking the summer off. In fact, the summer season often adds fuel to the fire.
As temperatures rise, so does the demand for repairs and maintenance—A/C systems fail, families hit the road for vacation, and shops are running full speed just to keep up. On top of that, vacation schedules and staffing gaps make it even harder to manage the workload. If you’re feeling the pinch right now, you’re not alone.
But while the shortage may be out of your control, your response isn’t. Here’s what shops and dealerships can do today to stay ahead of the technician shortage this summer—and set themselves up for success in the months ahead.
Why Summer Makes the Technician Shortage Worse
Summer brings more than just heat—it brings increased demand across your shop:
- More Repairs, Fewer Techs: Whether it’s A/C fixes, tire issues, or cooling system failures, hot weather keeps shops busy. At the same time, your techs want and deserve time off, creating a perfect storm of high demand and limited capacity.
- Competition for Talent Heats Up: Other shops are also looking for help. Some try to bring in student interns or part-time workers from trade schools during summer break. If you’re not actively recruiting or offering attractive benefits, you risk missing out.
Summer Technician Strategy: 5 Smart Steps to Take Now
1. Keep the Technicians You Have Happy
Technician retention should always be the first priority. The quickest way to lose ground is to lose good technicians during your busiest season.
A few things shops can do to increase technician retention during the summer months are:
- Offer flexible schedules to help with work-life balance
- Recognize the extra effort your team puts in—small bonuses, shout-outs, or even summer grill-outs go a long way
- Watch for signs of technician burnout. Make sure workloads are manageable and your team feels supported.
2. Promote Your Unique Shop Culture
Summer is a great time to double down on shop culture. When technicians are choosing where to work, they’re not just looking at pay—they’re looking at the environment, the people, and how they’ll be treated day to day.
Show what makes your shop a great place to work by:
- Hosting an employee cookout or creating fun summer traditions
- Sharing behind-the-scenes photos or videos on social media showing your team and your workspace
- Updating your Top Shop page or career site to reflect summer perks like air-conditioned bays, summer hours, or team events
3. Step Up Your Recruiting Game
If you’re not actively looking, even if you are fully staffed, you’re already behind. But it’s not just about “We’re hiring” signs anymore.
Here are a few things your shop can do to improve your technician recruiting:
- Refresh job listings with engaging, transparent language
- Reach out directly to passive candidates—even if they’re not actively job hunting, they might be open to the right opportunity
- Promote open positions on social media using short videos, employee testimonials, or a “day in the life” spotlight
- Offer a referral bonus to your current team—your best hires often come from people who already work for you
4. Connect With Schools & Students—Yes, Even in Summer
You don’t have to wait for fall career fairs to connect with future technicians. Summer is actually a prime opportunity to make meaningful connections without the packed school schedules getting in the way.
Here are a few ways shops can connect with schools and students over the summer:
- Host a summer workshop at your shop, including demonstrations of basic mechanics and a shop tour
- Participate in community events such as car shows, fairs, and agricultural events
- Reach out to instructors and offer to take them to lunch so you can start discussing how your shop can best support them in the fall
5. Speed Up Your Hiring Process
Nothing kills momentum like a slow hiring process. If someone applies, be ready to move fast.
Here are some general guidelines:
- Aim to respond to applications within 24 hours
- Keep your interview process short but effective—one or two steps max
- Pre-schedule time each week for interviews so you’re not scrambling to fit them in
Bonus Tip: Use Summer to Prepare for Fall
If you get a lull in late summer, use it strategically:
- Plan your fall recruiting events now
- Review your onboarding process—what can be improved before your next hire?
- Schedule training or development sessions for current techs to boost morale and engagement
Don’t Let Summer Set You Back—Use It to Get Ahead
The technician shortage doesn’t take a summer vacation, and neither should your hiring and retention strategy. Whether you’re short-staffed now or simply trying to stay ahead, the steps you take today can have a big impact on your shop’s future.
Stay proactive, stay visible, and most of all—take care of the team you already have. They’re your best asset.
