Recruit and retain 46 www.aftermarketonline.net JULY/AUGUST 2025 Ask any garage owner what their biggest operational challenge is in 2025, and most will say the same thing: finding — and keeping — skilled vehicle technicians. We’re in the middle of a workforce crunch. Vehicles are becoming more complex, yet garages are struggling to recruit and retain the people with the right skills to keep up. Recent research supports this concern. A nationwide Autotech Recruit survey found that 70% of vehicle technicians are considering leaving their current roles — some for new jobs, some for selfemployment, and others for a different industry altogether. From a workshop perspective, this isn’t a future issue — it’s happening now. Recruitment and retention are no longer separate challenges. They’re two sides of the same coin, and solving one means rethinking both. Back potential, not just experience Many workshops are still hunting for the perfect technician: fully qualified, years of experience, ready to hit the ground running. The truth is, that person is increasingly hard to find — and holding out for them could be costing businesses more than they think. It’s time to back potential. Newly qualified technicians are entering the trade with strong technical knowledge but little hands-on workplace experience. They don’t need years of training — just a few weeks of real support to get up to speed. This is where garages can make a real difference. Mentoring a new technician and giving them the confidence to apply what they’ve learned can be the difference between losing and retaining future talent. These individuals are ready to work; they just need a path. Interestingly, the survey revealed that progression and skill-building are top motivators for younger technicians. Yet, without a visible route to grow, frustration can quickly build. Garages that offer structured support will find themselves ahead of the curve when it comes to attracting and retaining this generation. Retention: growth and culture matter Keeping hold of good people isn’t just about wages - though being competitive certainly helps. More often, technicians leave because they feel stuck, undervalued, or underutilised. Retention starts with development. Are your staff learning? Are they being challenged? Are there opportunities to step up, grow, and take on more responsibility? Whether it’s EV training, ADAS systems, or developing leadership skills, clear development plans show your team they have a future with you. Driving change to welcome next generation of professionals Simon King, CEO of specialist automotive industry employment and training consultancy Autotech Group, on securing the skills workshops need Progression and skill-building top motivators for younger technicians
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