Solving the Heavy Truck Technician Dilemma

The shortage of qualified truck Technicians is dire and it’s not a surprise as to why. The retirement of baby boomers and the industry’s inability to attract and retain young people have led to approximately 25,600 openings for diesel Technicians each year over the next decade according to the US Bureau of Labor Statistics. However, there aren’t enough students entering training programs or applicants to fill these open positions. 

Here’s what dealers can do to find and retain Technicians:

Attract New Talent Through Outreach and Streamlined Hiring

First, dealers must take the steps needed to attract young people to the Technician ranks. Which may be easier said than done. But they should also reach out to students of all ages. 

Establishing a solid partnership with trade schools that have students enrolled in diesel Technician programs might be a heavier lift than simple career fairs but could pay off in the long run. 

A partnership could offer financial support, equipment donations, curriculum development, or even utilize dealership employees to teach classes. 

If a partnership is too large a commitment still participate in career days at your area’s local schools, or host field trips to your facilities so students can learn more about the career opportunities available at truck dealerships. 

Second, streamline the hiring process to make it easier for job seekers to apply at your dealership. Post the jobs online, or post openings on career boards at local trade schools. List the dealership’s contact information to make it easy for applicants to call or email with questions.  

Retain the Existing Workforce by Taking Into Account What’s Important to Them

As challenging as attracting Technicians to your dealership can be, so can retaining existing ones. The 2025 Voice of the Technician Report concluded that shops were failing to meet the needs of their existing workforce. The report surveyed Technicians on their satisfaction in 10 critical areas, including benefits, compensation and career paths. Not one area received more than a 60% positive response.

Here are some tips: 

1. Strive for better work/life balance: Work/life balance is a priority for Technicians, with 83% of respondents in the Voice of the Technician report indicating that it’s a key factor in their job satisfaction. Review your efforts in this area. Today’s employees value paid time off, so factor that into employee scheduling and PTO policies.

2. Compensate your employees fairly and assess your benefits package: Remember that compensation includes more than just salary. CDK found that good benefits were the top reason for Technician satisfaction, with good compensation ranking second. 

Make sure your wages are competitive and reflect your employees’ skill levels and knowledge. Review your benefits package to ensure it aligns with what other dealers in your area offer. Also, benchmark against other businesses that employ people with technical skills because you’re competing against them for talent too. CDK found that offering a 401(k), employer savings match, or a profit-sharing plan makes a difference in whether employees were satisfied.

3. Invest in training: Another key finding of the Voice of Technician survey was that the number of Technicians who felt they were getting adequate paid training and a clear career path dropped off from 2023.

Invest in training. Lay out clear career paths for each employee and ensure they receive training regularly to keep their skills sharp and learn additional skills that will benefit them and your dealership.

Addressing the Technician shortage requires attracting more people to your dealership and retaining those already employed. Both of those things will require you to examine current policies and practices and adjust them to meet the needs of current and future employees.