Dealerships’ personnel bills have escalated as they preserve rising their technician compensation charges and providing bonuses to draw new staff. Yet, first-year turnover charges for technicians proceed to climb. For dealerships, technician staffing is the brand new battleground.
Many sellers and automotive teams try to “grow their own” — implementing their very own technician coaching and growth applications. This is usually a very worthwhile method, although it presents challenges — specifically, a big funding of time, funds and workers to develop and implement such an in-house coaching mannequin. Then, as soon as the mannequin is in place, the duty of recruiting future technicians stays.
Indeed, on-the-job coaching and growth — apprenticeships — are a solution. I might argue they’re the reply. Yet operating an on-site apprentice program whereas additionally operating a dealership is like operating two companies without delay.
In many markets, the scarcity has expanded effectively past the purpose the place particular person sellers can cobble collectively in-house apprenticeships. A extra holistic method is required, and a rising variety of sellers are discovering an answer by hiring independently operated auto tech apprenticeship suppliers that focus solely on addressing the scarcity of auto technicians. It’s a turnkey method that features managing apprentice recruitment, conducting candidate interviews and orientation, offering delicate abilities coaching and managing compensation — in addition to offering hands-on schooling and coaching for every apprentice. And, importantly, every apprentice is matched with a close-by vendor for full-time employment.
Research reveals that staff who take part in apprenticeship applications usually tend to stay with the corporate after finishing this system.
Source: www.autonews.com