The technician shortage is more than a persistent worry for dealers, it’s a critical business challenge and solutions are finally within reach. The ASE Education Foundation recently received a $25 million grant, the largest ever in transportation, to create thousands of new apprenticeships. On this episode of Dealer Driven, George Arrants, Vice President of the ASE Education Foundation, explores why technicians are hard to find, and what dealers should do next.

Hiring is only the first step. Retention is where most dealers struggle, due mainly to poor support in those first 90 days. Too often, dealerships “throw them on flat rate and leave them to the wolves.” This “sink or swim” tactic leads to high turnover, new hires just leave for other industries.

Dealers must make mentorship a real strategy, not an afterthought. “The biggest decision...is the selection of that person who’s going to be a mentor and then properly training that individual,” Arrants said. The best mentors are patient, experienced with young people, and rewarded for their extra work, not penalized financially.

Dealerships with low turnover and plenty of talent are almost always embedded in local school partnerships. Monument Chevrolet in Pasadena, Texas, for example, built its service department over decades from graduates of a single school. Dealers can use resources from ASE to find accredited programs nearby. Arrants noted, “There may be many programs in your community.

The ASE Education Foundation’s new grant means real dollars for real apprenticeships. Dealers receive $2,500 when an apprentice stays 90 days, plus another $1,000 at nine months. These registered apprenticeships can be started from scratch or built from existing internship programs. They are designed for entry-level technicians, parts specialists, diesel, and collision positions.

Not sure where to begin? NADA’s “Apprenticeship in a Box” gives a step-by-step process, competency checklists, and includes new electric vehicle material. “[It’s] real simple, it’s easy to read, and it makes a lot of sense,” said Arrants.

Workplace culture is ultimately what keeps technicians around. As Arrants put it, “Pay is going up, but retention is unchanged. What does that mean? Culture.” If an employee is happy, higher pay elsewhere likely won’t lure them away. Regularly surveying your staff (not just your customers) is one of the simplest ways to learn where improvements are needed.

Listen to, or watch, the latest episode of Dealer Driven and help put your dealership on your next customer’s radar.