Spotlight 12 www.aftermarketonline.net SEPTEMBER 2025 As vehicle technology evolves, blending mechanical, diagnostic and software knowledge, it’s only natural that the industry starts attracting talent from other sectors, according to Autotech Group CEO Simon King. King told Aftermarket that the growing recruitment of individuals from allied industries into the automotive aftermarket was an encouraging sign and his company is seeing a shift toward skills-led recruitment. “We’ve seen the consequences of past downturns, particularly post-2008, when many experienced technicians left the trade, and it’s clear that welcoming those with transferable skills is no longer just a benefit, but a necessity. “As vehicle complexity increases, so too does the need to look beyond traditional experience and bring in fresh thinking from adjacent fields. But it’s not just about lateral movement; the future of the aftermarket also depends on attracting a new generation of talent.” King said that means actively changing perceptions of the industry among younger people, repositioning the motor trade as a progressive, tech-driven environment with real opportunities for growth. Without that shift, the sector risks weakening the long-term pipeline of skilled professionals it so urgently needs. This shift is also happening against a backdrop of wider workforce pressures. Autotech’s own 2025 survey revealed that over 70% of vehicle technicians are considering leaving their current jobs, driven by demands for better work-life balance, and clear opportunities for advancement. Reflecting a clear move toward flexibility, the survey also uncovered that nearly 79% of respondents ranked working hours as more important than salary. Among younger professionals, 75% cited skill development and progression as top priorities, while many mid-career workers expressed interest in selfemployment or switching industries altogether. “These insights highlight a sector in transition, and one that requires fresh thinking in workforce strategy, King said. “In June, we brought together HR leaders from across the automotive sector, from OEMs and dealer groups to independent aftermarket businesses, for a working forum on workforce strategy. “What emerged was a shared urgency to rethink how we attract and retain talent, particularly in light of electrification, digitalisation, and evolving employee expectations.” The forum discussed inclusive hiring models, returner programmes, and flexible staffi ng. King said there was a strong consensus that the future of recruitment lies in adaptability, collaboration, and skills-focused planning — rather than rigid job specs or legacy approaches. Aftermarket just the job for a change of career Welcoming those with transferable skills into the aftermarket brings fresh talent and ideas into the sector — and helps drive business success, say recruitment experts As vehicle complexity increases, so too does need to bring in fresh thinking There is a continued swing toward in-person working, particularly in customer-facing sales and technical roles
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