Strategies for Building and Keeping a Strong Automotive Team
If you’ve tried hiring an experienced technician lately, you already know: it’s tough out there. Across the country—especially in the Southeast—automotive shops face a growing shortage of qualified technicians. As seasoned workers retire and fewer young people enter the trades, the gap continues to widen.
At AAAS, we’re committed to helping our members navigate this challenge with practical tools, resources, and insights. Whether you're struggling to fill a position or trying to keep your best employees from jumping ship, here are some key strategies to hire smarter and retain top talent in today’s tight labor market.
1. Partner with Technical Schools and Training Programs
Trade schools are ground zero for the next generation of technicians. By building relationships with local technical colleges and automotive training centers, you can tap into upcoming talent early.
AAAS members benefit from workforce development programs and partnerships across the Southeast, helping shops connect with students ready to start their careers.
2. Offer Clear Career Paths
Today’s techs want more than a job—they want a future. Offering structured advancement opportunities (such as levels of technician, pay scales, or certifications) shows employees that they can grow with your shop, not outgrow it.
Map out a path from entry-level apprentice to master tech, and invest in helping them get there.
3. Prioritize Culture and Work-Life Balance
Shop culture plays a huge role in retention. A supportive, respectful, and safety-conscious environment can be just as valuable as a higher paycheck. In a competitive market, flexible schedules, paid time off, and open communication go a long way toward keeping your team loyal.
4. Invest in Ongoing Training
Technicians want to stay current with new technologies—and they need your support to do it. Offering regular training on diagnostics, hybrid/EV systems, or emerging technologies helps technicians improve their skills and boosts their confidence on the job.
AAAS provides members access to continuing education resources and certification support that helps attract and retain top performers.
5. Get Competitive with Compensation and Benefits
Wages matter, especially when skilled workers have multiple job offers. Benchmark your pay rates against local competitors and consider offering performance incentives, tool reimbursement, or signing bonuses.
And don’t forget benefits—health insurance, retirement plans, and paid training can be deal-breakers for many candidates.
6. Streamline Your Hiring Process
In this market, a slow or complicated hiring process can cost you a great candidate. Make sure your job applications are accessible online, interviews are scheduled promptly, and decisions are made quickly.
Follow up, communicate clearly, and make your offer compelling from the start.
7. Leverage AAAS Job Boards and Hiring Tools
As a member of AAAS, you have access to regional job boards, recruitment tools, and industry-specific job posting platforms that increase your visibility to qualified candidates.
Let us help you get your openings in front of the right eyes—faster.
8. Recognize and Reward Loyalty
Recognition matters. Whether it's a shoutout in a staff meeting, a bonus for years of service, or an employee appreciation event, celebrating your team builds morale and keeps people motivated to stay.
Finding and keeping great technicians isn’t easy—but you don’t have to do it alone. At AAAS, we’re here to support members with workforce development initiatives, training resources, HR tools, and industry advocacy to help you build the team you need for long-term success.
