It started a couple of years ago. Out of the blue, I got a call from an old friend of mine, who is the Service Manager at a shop in Michigan.
His life was a mess; he was really upset. He said, “Chris, I just lost three techs and one was my best tech. It’s a nightmare, my boss says I have 30 days to hire techs or I’m going lose my job. I haven’t been home in a week. My wife is ready to kill me.”
“You gotta’ help me. What do I do?”
Seems like things happen in three’s, because not that long after I got two separate calls from friends with similar stories, all asking me the same thing:
Will you help me hire techs, Chris? We can’t seem to find good techs. There’s no good techs left
It seems like it is getting harder and harder to find great techs, and it wasn’t just my imagination. And then I found out the reason why…
It’s estimated that very soon we’ll be losing 2 technicians for every 1 we’re gaining!
Young people aren’t coming into the industry like they used to. The problem is Millennials are obsessed with tech–but they aren’t interested in becoming techs.
It’s gotten so bad I’ve started calling it the “Great Technician Drought.”
Up until now the best we could do is come to your shop and help you hire techs, which would cost you $10,000 or more, or get you into one of our coaching programs. We can get great techs (A, B, C+ and Master techs), into a service drive in less than 30 days. We do it all the time for our dealers.
We had no intentions of opening up this information to the general public, this is reserved for the dealers in our coaching groups. But one shop isn’t going to fix it. Even all the dealers in our coaching group can’t put a dent in it. The only way we solve this “technician drought” is by working together.
So, we created a course called “Technician Tree Recruiting”. You can get access to that course and a whole lot more here.
For the first time ever, we took everything we have learned in our 20 plus years, about attracting, hiring, and keeping techs, and combined it into an easy to follow system. I put my entire team on it and we spent the last few months working like Santa Elves to create a product that WILL help you hire technicians. Even the clients in our coaching groups haven’t seen the entire system all together in one place like this.
This is powerful stuff.
According to a recent fixed ops study, just one good tech can generate $12,000+ a month in revenue for your shop. That’s $144,000 per year you’re missing out on! Just one tech could change your entire business. So, don’t throw in the towel yet.
Next week I’ll be opening up enrollment and you’ll get a chance to sign up for the entire course. Every day without the right tech, your business suffers. I get it. So in the meantime, I’ll give you some tips to make your recruiting process a little easier right now.
Let’s get started.
Tip 1 Grease the hiring path
I can’t tell you how many times I’ve lost great techs because I can’t get them to start soon enough. The interview goes great, and you’re ready to hire them, but HR process gets in our way. I have seen it take weeks for HR to approve a hire… You’ve got to “lube that up” before the tech gets in there because delays will destroy you. We all know if you make them wait they’ll change their mind.
Know how to get their toolbox moved. That’s critical! When I’m hiring techs, I use this as a closer: I’ll say, “Okay, you’re going to start. I’m going to schedule the tow truck right now. When can I get your box?
I pay for the truck and send it down, and get his box. At that point he’s in. I’ve had only one or two instances where they’ve turned around and taken it back. When I have their box, 99% of the time, I’ve got them.
