MARCH 2024 AFTERMARKET 19 www.aftermarketonline.net new generation of professionals in the automotive domain. Employers So, what should employers be doing? When thinking about advertising for apprenticeship or entry-level roles, don't scare off potential candidates by throwing a laundry list of skills they "must" have. Make it inviting! Label specific skills as perks, not dealbreakers, so even if they don't check all the boxes, they'll still feel confident about applying. Be clear on what skills they'll pick up and map out where this journey could take their career. Paint a picture of what life looks like after they ace the apprenticeship, hint at possible job upgrades, and let them know if there's a full-time gig waiting for them. By giving them a sneak peek into their potential future, they’ll feel invested in your company and want to progress. It’s not just about attracting and supporting new talent though. Investing in both new and existing staff is crucial. Retaining skilled technicians proves significantly more cost-effective than repeatedly onboarding new hires. The expenses multiply when shops have to recruit, interview, train, and integrate new technicians continuously. Ensuring a successful and lasting relationship with technicians begins with you. Garage owners should be clear from the get-go of the job expectations, culture, pay, and benefits of the job. They should also consider what benefits they do offer, including things like health insurance, paid time off, retirement benefits, and bonuses will do wonders for keeping staff. Acknowledging the complexity of automotive technology, it is imperative for shop owners to invest in the career development of their technicians. This can involve covering the cost of ongoing education, establishing mentorship programs, and providing internal training initiatives. Training technicians is especially important as the automotive industry changes to include more nontraditional cars such as EVs. One of the biggest challenges we’re seeing today is the widening skills gap in repairing EVs. The reasons behind this gap are complex. Technicians aren’t getting the specialist training needed, not because to their own shortcomings, but because of underlying challenges faced by independent workshops. These challenges include the cost of tools, lack of governmental support for training funding, and the shortage of time for training due to fewer technicians entering the industry. Lack of time also plays a role. Although workshop software tools can enhance efficiency, the unanimous agreement is clear: there must be more readily available training for both new and experienced technicians. This responsibility should not rest solely on the workshops; A collective effort is required to address this skills gap and ensure the workforce is equipped to meet the evolving demands of the automotive A collective effort is required to address this skills gap and ensure the workforce is equipped to meet the evolving demands of the automotive industry ”
RkJQdWJsaXNoZXIy MjQ0NzM=