Ask almost any Aftersales Manager what their biggest recruitment headache is, and there's a good chance Vehicle Technicians will be somewhere near the top of the list.

Finding experienced, reliable technicians has become increasingly difficult, and it's a problem we're seeing regularly here at ACS Automotive Recruitment.

But is there really a shortage of good technicians, or are employers and candidates simply too far apart in their expectations?

From our experience, it's a bit of both.

The Main Dealer Experience Dilemma

Many of the dealerships we recruit for understandably prefer technicians who already have main dealer experience.

Main dealers operate to strict manufacturer standards, with specific processes, diagnostic procedures, warranty requirements and training expectations. Having someone who understands that environment can make a real difference.

But this preference also creates a much smaller pool of candidates.

And even when we find an experienced main dealer technician who's interested in moving, there's often another hurdle to overcome.

The salary.

Why Would an Experienced Technician Take a Pay Cut?

Here's a situation we come across regularly.

A Vehicle Technician has spent more than 10 years working in a franchised dealership. They're experienced, qualified, comfortable working to manufacturer standards and earning a basic salary of £40,000.

They're interested in joining another main dealer, perhaps for a change of environment, better management or improved career prospects.

So far, so good.

But because they haven't completed the new manufacturer's brand-specific training, the prospective employer can only offer them £35,000 basic until they've achieved the relevant qualifications.

And those qualifications could take anything from six months to two years to complete.

That's potentially a £5,000 annual pay cut for someone who already has a decade of experience.

THE MAIN DEALER SALARY DILEMMA

Current basic salary£40,00010+ years of experience

→

New brand's offer£35,000Pending brand training

A potential £5,000 annual pay cut to move between dealerships.

Would you take a £5,000 pay cut to do essentially the same job?

With mortgages, bills and the general cost of living, most people simply can't afford to.

We completely understand why manufacturers have training structures and salary bands. They're there for a reason.

But when those structures prevent experienced technicians from moving between brands, it creates a recruitment problem that isn't going away.

Perhaps it's time for more flexibility when it comes to recognising transferable experience.

And Then There Are Candidate Salary Expectations...

Of course, it's not all down to employers.

We're also seeing technicians whose salary expectations don't necessarily reflect their experience or qualifications.

There's no doubt that good Vehicle Technicians are in demand, and experienced, highly skilled technicians deserve to be paid accordingly.

But being in a high-demand profession doesn't automatically mean that someone with 12 months' experience should expect a £50,000 basic salary.

There's a difference between being in demand and having the skills, experience and qualifications to justify a particular salary.

Sometimes expectations need a little reality check on both sides.

Why Aren't Technicians Applying for Jobs?

Another challenge is actually reaching them in the first place.

Unlike some other professions, Vehicle Technicians don't always spend their evenings scrolling through job boards looking for their next opportunity.

Many are already employed, reasonably settled and simply aren't actively looking.

And even when they do apply for a vacancy, getting hold of them afterwards can be surprisingly difficult!

We regularly see applications from technicians who appear interested in a new opportunity, only for calls and messages to go unanswered.

It's frustrating for recruiters and employers alike, particularly when there could be a genuinely good opportunity waiting for them.

This is why recruitment in the motor trade can't rely on job adverts alone.

Building relationships, maintaining contact with candidates and understanding what might persuade someone to consider a move are all important parts of finding the right people.

So What Can Dealerships Do Differently?

We're not suggesting that dealerships should abandon manufacturer standards or offer unrealistic salaries just to fill a vacancy.

But there are a few things worth considering.

• Recognise transferable experience. An experienced technician moving from one manufacturer to another doesn't suddenly lose their technical ability. Brand-specific training is important, but so is the experience they already bring.
• Look at salary flexibility. If a technician is already earning £40,000, offering £35,000 is unlikely to persuade them to move, regardless of the potential future earnings. Could their existing experience justify a higher starting salary while they complete the required training?
• Consider the wider package. Working hours, Saturday commitments, bonus structures, management style, training opportunities and workshop conditions can all influence someone's decision to move.
• Be realistic about the candidate market. Finding someone with every qualification, the exact brand background and the perfect salary expectations isn't always possible. Sometimes a great attitude and solid experience are worth more than ticking every box.

And What About Technicians Looking for Their Next Move?

It's worth remembering that a good opportunity isn't always about securing the highest possible basic salary.

The right dealership, a supportive management team, manufacturer training, career progression and a better working environment can make a huge difference to your working life.

That said, we completely understand that nobody wants to go backwards financially.

The key is being realistic about your experience, honest about your expectations and open to having a conversation.

And if you've applied for a job, please answer your phone occasionally!

You never know what opportunity you might be missing.

Finding the Right Balance

Recruiting Vehicle Technicians isn't easy, and we don't believe there's one simple solution.

Dealerships need skilled people who can work to the standards their manufacturers expect. Technicians want to be properly rewarded for their experience and expertise.

Both sides have perfectly reasonable expectations, but somewhere along the way, those expectations need to meet.

At ACS Automotive Recruitment, we've been recruiting within the motor trade since 2005, working with dealerships, independent garages and automotive businesses across the UK.

We understand the challenges employers face, the frustrations candidates experience and the importance of finding the right fit for both.

Struggling to Recruit Vehicle Technicians?

Whether you're looking for an experienced technician to join your workshop or you're a technician considering your next career move, we'd be happy to have a chat.

Visit Explore ACS recruitment services and vacancies → to find out more about our recruitment services and current opportunities.