Hiring skilled automotive technicians can be tough, especially with so much competition. But the challenge often comes from outdated beliefs about what techs want and how they look for jobs. By busting these common hiring myths, you can build a more effective strategy to attract the right talent for your shop. Here are five myths that might be holding you back—and how to move past them.
Myth 1: Techs Aren’t Interested in New Jobs
Many managers assume that automotive techs are generally content with their current jobs or prefer stability over change, leading them to believe that techs are unlikely to look for new positions.
Reality:
While it’s true that most techs aren’t actively job-hunting, many would still consider a better offer. Studies show that up to 80% of the global workforce is considered passive talent – individuals who aren’t applying but would be interested if the right opportunity arose. In fact, a LinkedIn report reveals that 87% of passive candidates are open to considering a new role if it aligns with their personal and career goals.
Takeaway:
Build relationships with passive candidates by engaging with them on industry forums or social media. Share stories of career growth, insights into industry trends, and details about your shop’s benefits to stay top-of-mind. This approach helps establish a connection so that when they’re ready for a change, they’ll remember your shop.
Myth 2: Job Boards Are the Best Way to Find Techs
Businesses often believe that job boards are the most reliable way to find candidates because of their high visibility and extensive reach, and thus, allocate most of their hiring budget there.
Reality:
Job boards typically capture only active job seekers, who make up about 20% of the workforce. This means you’re missing out on the majority of potential candidates. In a recent survey, 73% of hiring managers reported that they had the best luck finding quality hires through networking or direct outreach, not job boards.
Takeaway:
Diversify your recruitment efforts. Use targeted digital ads, email campaigns, and social media outreach to directly reach passive candidates. By positioning your shop as an attractive place to work – even for those not actively searching – you’re more likely to attract highly skilled techs when they do decide to make a move.
Myth 3: Pay Is the Only Thing They Care About
With rising wage expectations, many employers assume that pay is the single most important factor for techs, believing higher salaries alone will bring in the best talent.
Reality:
While competitive pay is essential, it’s far from the only factor techs consider. According to a survey by the National Automotive Technicians Education Foundation (NATEF), only 28% of techs feel valued in their roles, and only 21% would recommend their current shop to others. Techs increasingly prioritize work-life balance, a positive shop culture, and respect on the job.
Takeaway:
Showcase the aspects that set your shop apart: flexible scheduling, career growth opportunities, and a supportive work culture. Highlighting these elements, along with employee testimonials, can demonstrate that your shop offers more than just a paycheck, which is crucial for attracting quality hires who are looking for a lasting fit.
Myth 4: If They Want A Job, They’ll Have to Come to Me
Some employers think that because there’s a shortage of good techs, they don’t need to actively pursue candidates. They assume that qualified techs will approach them directly if they’re interested.
Reality:
In today’s candidate-driven market, qualified techs have multiple opportunities and expect employers to pursue them, not the other way around. According to a CareerBuilder study, 67% of candidates expect companies to actively reach out. Businesses that don’t actively reach out may lose out to competitors who do.
Takeaway:
Proactively engage with potential hires. Reach out on social platforms, showcase what sets your shop apart, and establish relationships with tech schools or local institutions. By taking the initiative, you increase your chances of standing out and capturing interest from top talent before they even think about applying elsewhere.
Myth 5: My Application Process Isn’t the Dealbreaker
Many employers underestimate the impact of their application process, believing that candidates will complete it if they’re truly interested in the job.
Reality:
Even highly qualified techs will abandon a complicated or lengthy application. However, while 75% of workers say they’ve abandoned an application because of a poor or lengthy process, research from Appcast reveals that a 10% decrease in application length can lead to a 40% increase in conversion rates.
Takeaway:
Simplify your application process by making it short, mobile-friendly, and requiring fewer steps. Consider offering an option for candidates to directly contact someone at your shop to express interest or ask questions. A smooth, efficient application process can significantly increase the chances of capturing – and keeping – candidate interest.
Understanding what holds you back in hiring is a great start, but taking action is what makes the difference. Stratas Reach empowers you to manage your job listings, streamline your career site, and automate follow-ups, so you’re connecting with candidates on their terms–not waiting for them to come to you.
Curious how Reach can help you implement a more effective candidate-centered approach? Fill out the form below to schedule a demo and see how these tools can support your hiring goals.
