Most shop owners are accidentally sabotaging their own hiring efforts—and they don't even know it. One of the things I like to do when I talk to a shop owner for the first time about hiring is to ask them what they've done in the past that didn't work. I also like to ask what worked for them in the past but that's a topic for another post. I just reviewed 62 of my initial conversations with shop owners over the past 3 months where we discussed their failed technician searches, and here's what shocked me: Every. Single. One. Failed because of outdated beliefs about hiring—not because of a "technician shortage." The brutal truth? The shops struggling to hire are playing by 1995 rules in a 2025 market. Here are the 5 hiring myths that are costing you time, money, and great technicians: Myth #1: "Good fit = one perfect interview" Reality: Top techs often test poorly in interviews but excel on the floor. Skills testing reveals truth that interviews hide. Have you ever hired someone who could talk a good game but when you got them in the shop their hands didn't fit the wrenches? Myth #2: "I need an exact clone of me" Reality: Your next A-player probably works differently than you. Complementary skills > carbon copies. Myth #3: "More applicants = better hiring" Reality: Quality beats quantity. One strategic hire beats 50 mediocre ones. Focus on what you say in your ads to attract the right candidates. It's important to 'prime the pump' with a solid flow of applications coming in but after that, it's all about narrowing down your candidates to the solid performers who are a good skill and culture fit. Myth #4: "I'll wait for the perfect tech I don't have to train" Reality: Hire for attitude, train for skill. You can't train ambition, attitude or aptitude. I get it, sometimes you just need someone who can come in, hit the ground running and produce. Just remember, while you're waiting for unicorns, your competition is stealing all of the coachable techs. Myth #5: "Job boards are enough" Reality: The best techs aren't actively looking. Selective, targeted recruiting that markets your shop outside of the job boards beats passive posting every time.

I've been saying this for MONTHS while everyone else was panicking about AI replacing jobs: The trades are becoming the most secure, high-opportunity careers in America. And auto repair is leading the charge. This article just confirmed what I've been telling shop owners all year — while tech workers worry about ChatGPT taking their jobs, OUR industry is virtually AI-proof. Here's the reality nobody wants to admit: → AI can write code, but it can't test drive a car to diagnose that "pinging sound" → For every new tradesperson entering the workforce, there are 20 job openings → Over HALF of skilled trade workers are already over 50 and retiring soon → By 2030, 80 million tradespeople will retire while only 40 million new workers enter → HVAC alone has 100,000+ unfilled jobs RIGHT NOW Shop owners, you're not just running a repair business. You're operating in one of the most secure, essential industries in America. Your technicians aren't just employees — they're skilled professionals in an industry where demand is exploding and supply is shrinking. The article nails it: "AI can replace some office jobs, but it cannot replace the physical work of keeping life running." That's OUR industry. That's YOUR opportunity. The shops that recognize this shift and adapt their recruiting and retention strategies NOW will thrive. The ones that don't? They'll be fighting over an increasingly small pool of talent. Read the full article here: [The Next Millionaire Class? Why America's Future Depends On Tradespeople] What's your strategy for attracting technicians to this AI-proof industry? Let's talk about it in the comments below👇 #AutomotiveIndustry #TechnicianShortage #AutoRepairBusiness #SkilledTrades #FutureOfWork

Just read Chris Jones' latest piece in Ratchet+Wrench, and the numbers stopped me cold. Two-thirds of shop owners worked as technicians before taking the leap. Another 38% were managers. 24% were service advisors. Think about that for a second. The majority of successful shop owners didn't start at the top. They started under the hood, behind the counter, or managing the chaos of daily operations. Which means that ambitious tech or advisor you're struggling to hire? They're not just looking for a job. They could be looking for what YOU found—a path to something bigger. Here's what most shop owners miss when writing job posts: Top talent isn't motivated by hourly rates alone. They're motivated by possibility. When you were a tech, what made you dream of ownership? Probably watching your boss make decisions, seeing the business side, understanding how the numbers worked. Your next A-player wants the same glimpse behind the curtain. Instead of posting another "Experienced Tech Wanted" ad, try this: "Seeking Lead Technician interested in learning the business side. This role includes monthly P&L reviews, customer service training, and direct mentorship on shop operations. Clear advancement path to management and potential partnership opportunities for the right candidate." See the difference? You're not selling a job. You're selling a future. P.S. Huge props to Chris Jones at Ratchet+Wrench for surfacing this data. The full breakdown is worth your time—it includes insights on porter-to-owner paths (6%) and those who started with zero industry experience (17%). Wild stuff. Link to the full article: Numbers: The Path to Shop Ownership What path did YOU take to ownership? Drop it in the comments—your story might inspire someone else's journey.👇

I have to say these tools are absolutely amazing. I am so grateful you are spending so much time and energy creating these amazing tools for us. I recommend that everyone in the community go into each one of these tool in the toolbox and check them out. They are priceless! Thanks Chris Brian Nerger

You asked ChatGPT for advice about firing that tech who keeps showing up late. You vented about the customer who's threatening to sue. You even asked for help dealing with that OSHA violation you're fixing. Here's what you didn't know: OpenAI's CEO Sam Altman just confirmed that ALL ChatGPT conversations can be subpoenaed in court. No legal protection. Zero. This is already happening: - A California divorce lawyer got her client's husband's ChatGPT logs where he discussed hiding business assets - An employment lawsuit exposed conversations about "problem employees" - A customer injury case pulled chat logs showing the owner knew about safety issues Think about what you've told AI: - Employee termination strategies - Customer complaint details (inside stuff that you wouldn't share in a public response when responding to a negative review) - Financial struggles - Competitor information - Safety violations you're "working on" Your competitor's lawyer, that fired employee's attorney, or that slip-and-fall customer can demand every word. Protect Your Shop Today: 1. Never discuss employee issues, lawsuits, or violations with AI that are sensitive in nature 2. Don't input customer data and be careful with business financials 3. Treat every AI conversation like it's being recorded (it is) 4. Use AI only for generic technical questions 5. Get legal advice from actual lawyers, not chatbots The "delete conversation" button? Useless. Courts can still get it. Bottom line: Before typing anything into ChatGPT, ask yourself: "Am I comfortable with this being read aloud in court?" If not, don't type it. Your business is too valuable to risk on "private" conversations that aren't private at all. So be careful and stay safe out there. #AutoRepairBusiness #ShopOwners #LegalProtection #BusinessSafety