The skills shortages is a complex issue that can leave individual workshops daunted and working huge overtime to fill the gaps, but industry leaders share a belief that it requires a unified approach to tackle the challenge.
Last month the Collision Repair Expo gathered four experts to talk about the ongoing skills shortage. In case you missed it, here are their insights but they agreed there may be no easy, quick solution.
There are however, key strategies that workshops can implement to find and retain staff.
The panel gave pragmatic advice on the proven tactics to find new team members and keep them engaged in your business. The panel included Lesley Yates from the AAAA as MC, Bill Hanvey from the Auto Care Association USA, Adam Pay from MyCar Tyre and Auto, and Fred Molloy from Konnecting Group.
Bill Hanvey – Auto Care Association USA
Hanvey outlined the work that is being done in the United States, and how there is a push for more to be done in encouraging young people to enter the automotive career pathway.
“We are working with members of Congress to promote apprentice programs. We also do it on the state level. We are far behind in terms of where we are in terms of the apprenticeship programme. But it is near and dear to our heart, and we are really trying to promote that in the US,” Hanvey says.
Relationships and connections with schools and university are key strategies to broaden the potential for gaining workers in the industry.
“Make it a point to establish a relationship with technical schools and high school programs so you are aware of one another. This will make it easier to recognise talent at an earlier stage,” Hanvey says.
Adam Pay – MyCar
Pay highlights the multifaceted issue of keeping staff and of recruiting new people.
“A few years ago, we decided to measure retention instead of turnover. So instead of asking why people leave, we are asking why people stay. Measures for success are a key focus for us,” Pay says.
“At My Car, we have a retention goal of 85 per cent. At the moment, it is at 75 per cent, so there is still work to be done.”
Pay emphasises the importance of shifting your focus onto the environment of your workshops.
“Where you apply your focus, is where you have the best result,” Pay says.
“We have 460 apprentices right now, which is a good number. However, we do still lose too many first years. I think we have a solid apprenticeship programme.”
Changing with the times is also essential for keeping up to date with the latest technologies, and the retention of staff.
“As the world is changing, it is a good opportunity to rethink and reimagine what the apprenticeship program could look like.”
“Gone are the days where you advertise on Seek. You have to start way further down the chain now. We have had some really good success with partnering with schools. It is so easy to do. You are pushing on an open door.”
“It doesn’t matter if you are a MyCar with 280 stores or an independent operator with one store, schools greet you with open arms,” Pay says.
“We aim to attract, develop and retain the very best team and when you get them, to support them, encourage them, and keep them engaged.”
Fred Molloy Konnecting Group
The demand for labourers is at an all-time high. Registered migration agent from Konnecting Group, Fred Molloy emphasised the need for not only gaining and retaining staff in the industry but foreseeing issues and planning ahead.
“The amount of calls I get from workshops saying can we get any technicians, can we get any panel beaters, or can we get any spray painters. The skilled migration piece is part of the proposal. It is normally the last desperate resort,” Molloy says.
Molloy stated that forward planning is essential in seeking international workers.
“Workshop owners need to be strategic. Getting skilled labour from overseas is a process that takes anywhere between 3 – 12 months. It can be done, but you need to get your ducks in a row.”