Adding new team members to any fast-paced business is a complex task.
For collision repair and body shops, this challenge is nearly constant due to the higher-than-average turnover rate among auto repair technicians. Frequent staff changes can become an ongoing frustration for your team, or they can be turned into a competitive advantage for your shop. Bringing in and training new employees can often be stressful for existing staff, while long-term working relationships can greatly improve a shop’s efficiency.
The outcome your shop experiences depends largely on how leadership approaches hiring and onboarding new team members.
One of the best ways to reduce employee turnover and turn your shop from a short stop in a technician’s career into a long-term home is to hire the right people.
While technical skills, repair experience, and certifications are important, long-term success often depends more on a person’s attitude and mindset. For example, does the candidate have strong roots in the local area, or do they frequently move in search of better opportunities? How do they handle conflict, mistakes, or setbacks—do they see them as chances to learn, or do they immediately become defensive? Most importantly, do they show humility and a willingness to grow, or do they act as though they already know everything?
By balancing what candidates know technically with who they are as individuals, you can better judge whether they are likely to be a long-term team member or a short-term solution.
No matter which hiring decision is right for your shop today, adding new technicians requires modern, body shop–focused tools and procedures to turn “the new guy” into “the right guy.” Providing your team with systems that support communication, training, and certification helps reduce confusion, streamline onboarding, and avoid costly mistakes. Put the right tools in place, and a new hire can become a positive team member in your shop far faster.
What methods do you use during the hiring process to help identify a good fit candidate for your shop? What management tools do your new hires find the most helpful when getting started?
Please share with us and others in the comments below.
