Dealership Recruitment

Are You Ready for 2025’s Automotive Boom? How Your Workshop or Dealership Can Prepare for the Future!   Automotive Sales on the Rise The Australian automotive industry is thriving! In 2023, a total of 927,246 new vehicles were sold across Australia and by the first nine months of 2024, an additional 899,286 vehicles had already been sold. These numbers include passenger cars, SUVs, commercial and heavy commercial vehicles, marking a 3.1% increase so far. With these trends and ongoing population growth, we can expect even higher sales in the coming years. As per the Federal Chamber of Automotive Industries, the ten most sold auto brands in Australia are: Toyota, Ford, Mazda, Kia, Mitsubishi, Hyundai, Isuzu, MG, GWM, and Subaru. The Impact of Population Growth As per the Australian Bureau of Statistics, Australia’s population was 26 million on 30 June 2022 and it’s projected to increase by an average of 1.2% to 1.7% annually until 2032 - adding approximately 4 million people. This growth is driven by both natural population increases and net overseas migration, creating even more demand for transportation. This means more vehicles on the road and more customers in need of servicing, repairs, tyres, parts and accessories. Workshop Readiness: Don’t Be Left Behind As the automotive industry expands, so does the pressure on workshops and dealerships to keep up with the demand. The opportunity cost of not having the right talent in place is immense. Imagine a scenario where vehicles are waiting for repairs, but your workshop is short on skilled technicians - leading to delayed service, frustrated customers and ultimately, lost revenue. How to Prepare for 2025 Now is the time to plan for your staffing needs. The shortage of skilled technicians - whether auto techs, auto electricians, heavy vehicle mechanics or diesel mechanics - is a growing challenge. Ensuring your workshop or dealership is ready for the influx of work in 2025 is critical to success. With the right resources, you can avoid costly delays and stay ahead of the competition. Let’s talk about how you can build a reliable team to meet the demands of a booming market. #AutomotiveIndustry #VehicleSales #WorkshopGrowth #AutoTechShortages #AutomotiveTechnicians #WorkshopManagement #DealershipSuccess #TyreDealers #HeavyVehicles #PopulationGrowth #DealershipRecruitment #AutoElectricians #AutoParts #4X4Accessories

5 Compelling Reasons to become an Automotive Technician as a Global Career Path High demand for skilled technicians The automotive industry is constantly evolving, with modern vehicles becoming more complex. As a result, there’s a growing demand for skilled technicians who can maintain and repair these advanced systems, ensuring long-term job security. Additionally, with the global shift towards electric and hybrid vehicles, the need for technicians who can work on both traditional and new technology is only increasing. Hands-on, dynamic work Automotive technicians enjoy a varied and engaging workday, as they solve different mechanical and electrical issues across a range of vehicles. This hands-on experience not only keeps the job interesting but also helps develop critical problem-solving skills and technical knowledge. Opportunities for career advancement With experience, technicians can specialize in high-demand areas such as diagnostics, electric vehicle repair, or even move into managerial roles within service departments. Continuing education and certifications further open doors to higher positions and increased earning potential within the industry. Good earning potential As technicians gain experience and expertise, especially in specialized areas like electric vehicles or advanced diagnostics, their earning potential increases significantly. Additionally, the chance to work overtime or take on high-paying fleet contracts can boost income further. Global career prospects Automotive skills are in demand worldwide, giving technicians the opportunity to work in different countries, including Australia, New Zealand, Canada, the US, or Europe. This global demand opens doors to international travel and living abroad while continuing to grow professionally in the field. #AutomotiveTechnician #AutoTech #AutoTechCareers #FutureOfAutomotive #TechSkillsForLife #DriveYourFuture #GlobalCareerPath #AutomotiveTechnicianLife #SkilledTradesMatter #EVTechnician #AutoTechJobs #CareerInCars #ElectricVehicleCareers #AutoTechFuture #TechJobsWorldwide #WorkWithCars #InDemandSkills #TechCareerOpportunities #DealershipRecruitment

In today’s automotive industry, the shortage of skilled technicians is becoming more apparent than ever. With repeated job vacancy ads on job boards and job portals, it’s clear that workshop managers are struggling to find the right talent to keep operations running smoothly. While tight budgets and cost-cutting measures often delay hiring, the real question is: can your business afford the loss of income from having unfilled technician positions? For each day that a technician's bay remains empty, workshops face significant lost revenue — not to mention the ripple effect on long-term customer satisfaction, business viability and overall profitability. In an environment where customer trust and retention drive success, failing to meet demand could mean losing those long-term customers that are critical for sustainable growth. Yet, many workshops overlook the opportunity cost of these lost working hours. While in-house recruitment may seem like the most cost-effective option, the real cost lies in the unproductive days, weeks and months while a position remains vacant. Outsourcing recruitment specialists who have access to a qualified talent pool - especially overseas technicians – can help close that gap and ensure profitability much faster. It’s understandable that many workshop managers, owners and service managers may feel hesitant about seeking external recruitment services. Some may be accustomed to managing these processes in-house, while others may assume that outsourcing comes with high costs. However, this is the right time to reconsider these preconceptions and have an open conversation with external specialists. By exploring how external recruitment partners can assist, you will gain insights into the cost comparison, potential long-term savings and the speed at which your staffing needs can be met. Opening this dialogue can provide an opportunity to hear another perspective that may benefit your business in ways you had not considered before. In today’s competitive landscape, it is worth breaking down these self-imposed barriers and learning about solutions that could ensure your workshop’s success. Overseas technicians bring more than just technical skills. They offer loyalty, long-term commitment and diverse experiences that can benefit your team. Many are eager to learn new skills, adapt quickly and contribute meaningfully to the success of your business. The added value of having a consistent workforce far outweighs the initial investment in recruitment. It’s time for workshop managers to consider the real impact of not having technicians and think seriously about their options. With the right external help, you can find the talent you need to keep your operations moving forward—and keep your customers happy. #TechnicianShortage #OverseasTechnicians #AutomotiveRecruitment #SkilledTechnicians #AutoTechnicians #AutoMechanics #AutomotiveTechnician #Mechanics #WorkshopManager #ServiceManager #DealershipRecruitment #Hiring

A few months ago, I wrote about the reputation of car salespeople, noting that the Roy Morgan Image of Professions Survey 2021 ranked car salespeople at the bottom among 30 professions in Australia. There may be many reasons for this low ranking and the time has come to explore those reasons. Is it the personality of the salespeople, which reflects their selection and fit for the job? Or is it the training and development opportunities available to them that influence their performance and customer service? The car sales profession requires individuals with not just sales expertise, but also the ability to build trust, engage with customers and deliver exceptional service. Yet, are sales managers able to dedicate enough time to the recruitment process to find candidates who embody these qualities? Or do they focus more on immediate needs, hiring out of urgency rather than carefully selecting the best fit for their team? Yes, it’s true that sales managers must work within the given budgets for their department, but in the long run, performance and profitability depend on having a high-performing, long-standing sales team. Constantly searching for new salespeople every two to three months only leads to high staff turnover and inconsistency, which ultimately affects customer satisfaction and profits. The benefits of reconsidering the recruitment process are clear: selecting the right people leads to better customer experiences, reduced staff turnover and a stronger, more committed sales team. Candidates who have both the right skills and passion for the industry can significantly improve the dealership’s reputation and performance. However, the challenges are just as apparent. Sales managers who spend too much time on recruitment may find themselves neglecting business development, customer relationships and sales strategies - critical areas that drive dealership growth. In a competitive industry, with 68 automotive brands offering 380 models and nearly 4000 dealerships in Australia (as noted by the Federal Chamber of Automotive Industries), time is a precious commodity. So, where’s the balance? Should sales managers take on the burden of recruitment, or would it be more beneficial to partner with a specialised automotive recruiter? By doing so, managers can focus on growing their business while ensuring they have the right people in place - individuals who can represent their dealership with pride and professionalism. At the end of the day, reconsidering the recruitment process not only increases dealership profitability, but also allows for a good compensation package for the salespeople, leading to higher retention and a more motivated team - a win-win for both the dealership and the sales staff. #CarSalesProfession #AutomotiveRecruitment #SalesRecruitment #RightHiring #DealershipManagement #BusinessDevelopment #SalesSuccess #CarDealerships #AustraliaAutomotiveIndustry #SalesReputation

Key Steps for Auto Technicians: Securing Employment and the Right Visa for Australia Following the overwhelming response to my previous article, I’m excited to see so many skilled technicians interested in working in Australia. The process begins with finding the right employer. Once an employer selects and agrees to hire you based on their needs, the next crucial step is securing the appropriate visa. Employer First, Visa Second The journey to working in Australia starts with finding an employer who is willing to sponsor you. After you’ve been selected and the employer has agreed to hire you, you’ll need to apply for a visa. Typically, technicians apply for one of two visas: the Temporary Skill Shortage (TSS) visa (subclass 482) or a Permanent Resident (PR) visa. Choosing the Right Visa While both visa types allow you to work in Australia, the processing times differ significantly. The PR visa offers long-term benefits but can take a considerable time to process. On the other hand, the 482 visa is often a quicker option, allowing you to start working sooner, which aligns better with employers who need to fill positions quickly. Next Steps After Selection Once the employer has approved your selection, you’ll need to submit your details to a migration agent. If you don’t already have a migration agent, you can find a registered one on the MARA website. If you’re having difficulty finding an agent, we may be able to refer you to a registered professional. However, it’s essential to seek advice from a certified migration agent or lawyer to ensure you’re applying for the correct visa and following all the necessary steps. The Recruiter’s Role As a recruiter, our role is to help you find employment opportunities and connect you with employers. While we can assist with the job search and employer connection, visa applications should be handled by a migration agent. Our focus is on matching you with the right job, but obtaining the right visa is a critical step that must be handled with professional guidance. In Summary Start by securing a job offer from an Australian employer, then focus on applying for the right visa. The 482 visa is often the best option for those who need to start working quickly. Remember, while we can help with job opportunities, visa advice should be obtained from a registered migration agent or lawyer. For more information, visit the MARA website to find a registered migration agent. Disclaimer: While we provide job-related information and employer connections, we are not a migration agent. For visa-related advice or applications, please seek guidance from a registered migration agent or lawyer. Visit the Department of Home Affairs website for more information. #EmployerFirst #VisaProcess #AutoTechnicians #482Visa #PRVisa #MigrationAdvice #WorkInAustralia #MARA #SkilledWorkers #CareerGuidance

If you are an automotive technician or electrician specialising in diesel, petrol or electric vehicles and you are considering working in Australia, it’s crucial to understand what employers here are looking for. This article will give you insights into the key qualities, skills and work ethics that Australian employers value, helping you stand out in your job search. 1. Practical Skills Over Paper Qualifications In the Australian automotive industry, your ability to perform the job is more important than just having academic qualifications. Employers want to see that you can apply your knowledge in real-world situations. While qualifications are important, your hands-on experience and what you are achieved in your career will set you apart. 2. Key Skills to Highlight When applying for jobs, focus on these essential skills: Problem-Solving Ability: Employers value technicians who can quickly identify issues and find effective solutions. This shows that you are resourceful and capable of working independently. Technical Expertise: Whether you specialise in diesel, petrol or electric vehicles, highlight your expertise. Mention specific technologies or systems you are familiar with. Attention to Detail: Precision is critical in automotive work. Highlight your ability to carry out detailed inspections and repairs, demonstrating thoroughness and reliability. Teamwork and Communication: Being able to work effectively in a team is crucial. Employers appreciate technicians who can communicate clearly, cooperate with colleagues and contribute positively to the work environment. 3. Strong Work Ethic Australian employers highly value a strong work ethic. This includes being punctual, reliable and dedicated to your work. Employers are looking for technicians who are willing to go the extra mile to ensure vehicles are repaired correctly and on time. 4. Writing a Professional Resume Your resume is often the first impression you make on a potential employer. It’s essential to write it professionally. Avoid using photos; instead, focus on clearly highlighting your key skills and achievements. Be specific about your previous roles, detailing the types of vehicles you worked on and the challenges you overcame. Remember, employers are interested in what you can do, not just what you know on paper. Make sure your resume reflects your practical abilities and your contributions in previous roles. Conclusion By focusing on these qualities and skills and by presenting yourself professionally in your resume, you will increase your chances of securing a job in Australia’s automotive industry. Employers here seek technicians who are not only skilled but also dedicated, adaptable and able to work well in a team. Make sure your application shows that you are the right person for the job. #AutomotiveTechnician #AutoCareers #DieselMechanic #ElectricVehicles #TechSkills #ResumeTips #autojobsaustralia #autojobs #technicianjobs #autojobs #australianjobs #mechanicjobs

Bridging the Gap: Mastering the Journey from Manager to Leader. Transitioning from a manager to a leader is a significant challenge, often overlooked by many who assume that being appointed as a manager automatically makes them a leader. Through my own journey, I have come to understand the critical importance of learning and practicing leadership skills. When I first became a manager, I assumed I was a leader. Initially, I experienced both success and failure, not realising that true leadership required dedicated learning. It was not until I attended leadership seminars that I understood the necessity of developing these skills. The insights I gained were eye-opening yet implementing them proved difficult when working under senior managers who lacked leadership qualities themselves. Organisations often fail to provide the supportive culture necessary for leadership to flourish. This environment led me to repeatedly face challenges, forcing me to leave several positions. Despite these setbacks, my academic curiosity in leadership persisted. I discovered that over the past 70 years, more than 15,000 articles and books have been written on the subject and billions are spent annually by organisations on leadership development. Yet, many managers still fall short. The journey to becoming a true leader is not easy. It requires mastering a wide range of skills and many managers lack the knowledge or commitment to pursue this path. Throughout my career, I have encountered leaders who struggled with execution, failed to adapt, lacked self-control and were often arrogant and rude. These experiences taught me that while becoming a manager might be straightforward and becoming a leader demands a deeper transformation. Here are ten lessons I learned along the way: 1.   Think collectively and accept diverse perspectives. 2.   Collaborate with your team and share information openly. 3.   Be brave and make timely decisions. 4.   Avoid favouritism to gain popularity. 5.   Focus on the positive and let go of negativity. 6.   Uphold the rules you set. 7.   Speak only what you believe and practice. 8.   Take responsibility for your actions and those of your team. 9.   Work as a leader, not just a manager. 10. Cultivate a hunger for learning and developing leadership skills. I believe that organizations must rethink their leadership coaching strategies to foster true leaders. The leap from manager to leader requires commitment, learning and practice. Only then we will be able to overcome the challenges and realise our potential as effective leaders. #AutomotiveLeadership #AutoIndustryLeaders #AutoLeaders #AutomotiveExcellence #LeadershipJourney #ManagerToLeader #LeadershipDevelopment #LeadershipSkills #LeadershipTransformation #LeadershipGrowth #LeadershipMindset #LeadershipInsights #LeadershipSuccess #automotivesalesleadership 

Are You Listening to Your Former Employees? Insights from Job Board Reviews for Automotive Dealerships Every dealership aims to create an environment where employees feel valued and supported. Understanding how your dealership is perceived by past employees can be crucial. Job boards serve as platforms for job advertisements and as spaces where former employees share their experiences. These reviews offer invaluable insights into your dealership’s workplace culture and management practices. Why Should You Care About Job Board Reviews? Reputation Management: Potential employees increasingly consult online reviews before deciding. Negative reviews can tarnish your dealership’s reputation and deter top talent from applying. Actionable Insights: These reviews provide strong, unfiltered feedback highlighting areas needing improvement that internal mechanisms might miss. Pay attention to patterns—recurring themes can signal systemic issues. Employee Engagement: Addressing concerns raised in these reviews can boost current employee morale. It shows that management is listening and committed to necessary changes. What Can You Learn from These Reviews? Career Development Opportunities: Are employees feeling stagnant? Implement effective training programs, mentorship opportunities and clear career progression paths. Work/Life Balance: This critical factor might need more flexible working hours, better leave policies or additional support for maintaining a healthy balance. Perks and Benefits: Employee satisfaction with perks and benefits can vary widely. Are your compensation packages competitive? Do employees appreciate the perks you offer? If reviews suggest dissatisfaction, reevaluate and enhance your offerings. Management Practices: Reviews often reflect on management’s treatment of staff. Are managers supportive and approachable or are there complaints about micromanagement and lack of communication? Invest in leadership training to foster a positive workplace culture. Taking Action Do former employees recommend your dealership as a great place to work? Positive recommendations can significantly enhance your reputation and attract top talent. Read reviews not as criticisms but as growth opportunities. Engage with feedback—thank employees, address concerns and outline improvement steps. This approach helps rectify issues and positions your dealership as an employer of choice in a competitive market. Conclusion Job board reviews reflect your dealership’s strengths and weaknesses. By taking these insights seriously and committing to continuous improvement, you can enhance employee satisfaction, improve retention rates and build a more positive workplace culture. #AutomotiveIndustry #EmployeeFeedback #WorkplaceCulture #CareerDevelopment #WorkLifeBalance #PerksAndBenefits #EmployerBranding #automotivedealership

The Hidden Costs of a Vacant Auto Technician Position: A Call to Action for Automotive Businesses In the dynamic world of automotive repair and maintenance, the impact of a vacant auto technician position extends far beyond the balance sheet. For service managers, operations managers and business owners in the automotive industry, it's imperative to consider not only the financial implications but also the broader consequences on customer satisfaction and competitiveness. Picture this: a customer arrives at your dealership or repair shop with a pressing issue, only to be greeted by long waiting times due to understaffing. As minutes turn into hours, frustration mounts and the likelihood of losing that customer to a competitor increases. Every lost customer represents not just a missed opportunity for revenue, but also a bad mark in your reputation and brand loyalty. Competitive Pay Rates in an Inflationary Economy Consider this as an opportunity for strategic reassessment. Are you paying your technicians competitive hourly rates that reflect the increased cost of living in today's inflationary economy? While prices for commodities and services soar across the board, failing to adjust pay rates accordingly can lead to dissatisfaction among your workforce and difficulty in attracting top talent. By increasing pay rates to match or exceed market standards, you not only retain skilled technicians but also foster a culture of loyalty and commitment within your team. Additionally, revisiting your service charges to reflect the true value of your expertise and offerings can help offset increased operational costs and maintain profitability. Looking Ahead When you think about these points, it's clear that the repercussions of a vacant auto technician position extend far beyond the immediate financial losses. Customer satisfaction, employee retention and overall competitiveness are at stake. Instead of viewing this challenge in isolation, consider it an opportunity to rethink your recruitment and compensation strategies holistically. In the competitive landscape of the automotive industry, every decision matters. By recognising the hidden costs of a vacant auto technician position and taking proactive steps to address them, service managers, operations managers and business owners can steer their automotive businesses towards sustained success and growth. It's not just about filling a position; it's about investing in your team, your customers and your future. #automotivetechnician #mechanic #AutomotiveIndustry #AutoTech #StaffingSolutions #automechanic #AutoRepair #TalentAcquisition #businessimpact