Everyone understands that the collision repair workforce is aging and shops are constantly looking for “qualified” techs. This becomes even more critical with rapidly changing vehicles and technology, and a new emphasis on OE repair standards that demands newer, knowledge-based skill sets. Attracting new technicians to the collision repair industry–and retaining them–has been a concern for decades. It is a challenge that few shops can manage. It requires the right candidate, structured training, and a capable mentor who is willing to help a new technician gain the experience needed to become productive. There is no short-term solution, but only a long-term sustainable process that is able to attract, train, and groom new talent for the industry. This month, we will discuss the basics of establishing a mentoring program for new technicians including the characteristics needed from a good mentor, the qualifications of an “apprentice” candidate, the need for progressive skill levels, tools, pay plans, and finally, accountability between shop management, the mentor, and the apprentices.
To download this month’s Collision Solutions Tips, please, click here.