Jul 2 • 📜Shop Culture📜
The Training Strategy That's Secretly Stealing All the Good Techs
Had a shop owner tell me last week: "I can't compete with the bigger shops offering $5 more per hour."
Wrong game, wrong strategy.
Just read this killer article on Ratchet + Wrench from Jim Saeli that completely flips the script on recruiting.
Here's the truth bomb: The best techs aren't chasing only dollars - they're chasing growth.
Think about it...
Every experienced tech has worked for a shop that promised the world then threw them in a bay with zero support.
They're DONE with that.
But when you lead with training?
When your job ads say "We provide ASE support, paid external training, and mentorship tracks"?
You just separated yourself from 95% of shops still posting "Must have own tools. Competitive pay."
Here's what hit me hardest from the article:
→ Young techs want mentors, not just managers
→ Your current team becomes your best recruiters when they feel invested in
→ Trade school instructors send their best students to shops known for development
→ Training lets you hire for potential, not just experience (bigger talent pool!)
The shops crushing it right now aren't the ones with the deepest pockets.
They're the ones building reputations as "career makers" with clear pathways for growth.
Action step: Look at your current job postings.
Do they mention ANYTHING about growth opportunities?
If not, you're invisible to ambitious techs.
[Check out the full article here - it's packed with specific examples of how to position training in your recruiting]
Who else is using training as a recruiting tool?
Drop your best strategies below 👇
P.S. This applies to service advisors too. Stop trying to steal experienced advisors with higher pay. Start attracting hungry ones who want to learn your system and grow with you. Game changer.
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The Training Strategy That's Secretly Stealing All the Good Techs
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