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5 Game-Changing Strategies to Attract Top Talent to Your Service Drive 

The hiring game in our Service Departments has changed. Big time. 

For years, we’ve all been singing the same tune: “We can’t find enough Techs!” But guess what? Our recent coaching calls have revealed a surprising twist. It’s not just about Techs anymore. Advisors are becoming just as hard to find and keep. 

So, what’s going on? Are we facing a total talent drought in the service industry? Or are we missing something crucial about what today’s top performers are looking for? 

So let’s dive into the 5 key reasons why Techs and Advisors will choose to work for you – or run for the hills. And trust me, this isn’t your average hiring advice. 

attracting new customers

You’re Busy (And That’s a Good Thing) 

Now, I know what you’re thinking. “Chris, being swamped isn’t exactly a selling point.” But hear me out. 

When a potential hire walks into your Service Department and sees a packed house, what do they see? Opportunity. They see a thriving business where they can hone their skills, stay challenged, and most importantly, make money. 

Think about it. Would you rather join a team that’s struggling to keep the lights on, or one that’s firing on all cylinders? Top performers want to be where the action is. They want to know that there’s enough work to keep them busy and enough customers to keep their paychecks fat. 

So, if you’re busy, don’t hide it. Showcase it. Let potential hires see that your Service Drive is the place to be. 

Your Culture Isn’t Toxic (No, Really) 

Let’s get real for a second. We’ve all worked in places where the culture was about as pleasant as a root canal. And let me tell you, nothing sends top talent running faster than a toxic work environment. 

But here’s the thing: culture isn’t just about having a ping pong table or Free Pizza Fridays. It’s about creating an environment where people actually want to come to work. 

Do your team members support each other, or are they constantly throwing each other under the bus? Do you celebrate wins, or is it all doom and gloom? Is there a sense of purpose, or are people just punching the clock? 

Remember, top performers have options. They’re not going to stick around in a place that makes them miserable, no matter how good the pay is. 

You Know How to Have Fun (Without Being Unprofessional) 

Now, I’m not saying you need to turn your Service Department into a circus. But let’s face it, we spend a huge chunk of our lives at work. If it’s not at least a little enjoyable, what’s the point? 

Having fun at work isn’t about being unprofessional. It’s about creating an atmosphere where people can enjoy what they do, even when the work gets tough. 

Maybe it’s friendly competitions between team members. Maybe it’s recognizing and celebrating achievements in creative ways. Or maybe it’s just fostering an environment where people feel comfortable enough to crack a joke now and then. 

Whatever it is, find ways to inject some fun into your Service Drive. Trust me, your team (and your potential hires) will thank you for it. 

You Reward Performance (Not Just Seniority) 

Here’s a hard truth: if your pay structure is based solely on seniority or some sort of “fair” pool system, you’re driving away your top performers. 

High achievers want to know that their hard work and skill will be recognized and rewarded. They’re not interested in a system where the slacker in the next bay is making the same money for half the effort. 

Now, I’m not saying you should create a cutthroat, every-man-for-himself environment. But your compensation structure should absolutely reflect performance. Your top Techs and Advisors should be making top dollar. Period. 

And it’s not just about money. Recognition, opportunities for advancement, additional training – these are all ways to reward your best people and show potential hires that excellence is valued in your shop. 

You Offer a Clear Career Path (With Real Examples) 

Last but definitely not least, top talent wants to know there’s room for growth. They’re not just looking for a job; they’re looking for a career. 

Can a Porter in your Dealership work their way up to Service Manager? Has it happened before? Can an entry-level Tech become a Master Tech, or even move into management if that’s what they want? 

Having a clear career path isn’t just about laying out theoretical possibilities. It’s about being able to point to real examples within your organization. “See Bob over there? He started as a Lube Tech five years ago. Now he’s our top-producing Master Tech.” 

These real-life success stories are incredibly powerful. They show potential hires that there’s a future for them in your Service Department, not just a job. 

Wrapping It Up 

So there you have it – the 5 key factors that will make Techs and Advisors want to work for you. But here’s the thing: knowing these factors is only half the battle. The real challenge is implementing them in your Service Department. 

If you’re ready to take your recruitment and retention to the next level, if you want to build a team of top performers that will drive your Service Department to new heights of success, then I’ve got an offer for you. 

Book a 15-minute strategy session with us. We’ll take a deep dive into your specific situation and show you how to implement these strategies (and many more) in your Dealership. Trust me, it’ll be the most valuable 15 minutes you spend this week. 

Remember, in today’s competitive market, attracting and retaining top talent isn’t just about filling positions – it’s about building a team that can drive your Service Department to unprecedented success. Don’t let your competition snag all the best Techs and Advisors. Take action now and start building your dream team today! 

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