Six Ways to Find New Diesel Service Technician Talent

The need for diesel Technicians at truck dealerships continues unabated. The Bureau of Labor Statistics expects approximately 24,300 openings for diesel service Technicians each year over the next decade. Many older Technicians are retiring, and fewer young people are entering the Technician ranks.

Dealers who want to pick the best, new Technicians must establish relationships with their local technical schools. However, the recruiting process can begin before that. It’s never too soon to discuss what it’s like to be a diesel Technician. Here are few ideas to help you get started with early recruitment.

1. Host an Open House

Schedule open houses at your dealership for students and their parents so they can see what it’s like to work in a modern truck dealership. This is also the time to start talking about all the technology diesel Technicians regularly use. The public, including young people, may have the wrong idea of how high-tech diesel truck maintenance is now.

2. Partner With Local Vo-Tech Schools

Developing partnerships with nearby vocational-technical schools can involve more than just making job offers to their students at the end of the term. Consider donating equipment, tools and technology to the school. If you want Technicians who you can put to work immediately after graduation, then you need to make sure they’re learning on the latest equipment.

Volunteer to assist with curriculum development to ensure students are being taught what you need them to know. Offer to come to the school to teach a class on a regular or recurring basis. The more interaction you have with your students while they’re in school, the more likely they’re to consider coming to work for you once they graduate.

3. Encourage Your Employees to Make Referrals

Beyond technical schools, turn to your own employees for referrals. Current employees are likely to recommend people who are a good fit for your dealership since they understand your corporate culture and what it takes to be successful in your business. Offer meaningful rewards for referrals that end up being hired; everyone can appreciate a good bonus.

4. Use Real Employee Testimonials

Be sure to beef up your online presence and add video testimonials to your company’s website. Have current employees talk about what it’s like to work at your dealership. These don’t need to be slick, scripted videos. Prospective employees want to see what real employees think about your business.

5. Simplify Your Application Process

Review your application process. How easy is it for someone to apply to work at your dealership? If it takes too long to fill out an application online, prospective employees may abandon it in favor of a less-cumbersome one offered by another employer. Ask a few basic questions and then follow up with a screening phone call that goes into more detail.

Streamline the entire application process so applicants don’t have to wait weeks to hear from you. The more time between the interview/skills tests and the job offer, the less likely a top-notch candidate will still be available.

6. Give Prospective Employees a Career Path

During the interview process, discuss career advancement opportunities with the applicant. Younger people are especially interested in how they can grow with a business and are looking for careers, not just jobs. Talk about training, education and certifications that are available to Technicians. Define a career path and provide tuition reimbursement for them to get training outside the dealership. This doesn’t necessarily have to focus on skills training but can also include management training opportunities.

Explain your complete benefit package to the prospective employee. A competitive wage, health care benefits, and a 401(k) are an expected part of an employee benefits package. You can sweeten the deal if you furnish a basic tool kit for the new Technician and let them know that if they stay with your dealership for a certain period, the tools are theirs to keep at no cost.

Make the onboarding process as painless and thorough as possible. Every new Tech should be assigned a mentor — an experienced Technician who can guide and assist the new hire and help them navigate their new work environment.

One other piece of advice: Remember that skills can be taught. So when hiring, look beyond skills to attitude. A person with a good attitude and a willingness to learn is worth investing in even if they can’t immediately step into a job.

Finally, know that a newly minted diesel Technician fresh out of a vocational school can’t be turned loose on the most complicated jobs in your shop. Start them off on jobs they can handle and train them for what you need them to do. It’s not just about hiring a Technician; it’s really about keeping them with your dealership for the duration of their career.