With the current shortage of qualified automotive technicians and tire shop technicians, it’s difficult enough to find and hire the right candidate, let alone provide them with the tools and training they need to succeed in your shop. Investing in effective training can lead to improved job satisfaction, increased productivity, and a stronger team. Here are five essential tips to help you successfully onboard and train new tire shop technicians.

• 1. Clearly Define the Role and Expectations Before You Hire
• 2. Thoroughly Document Your Standard Operating Procedures (SOPs)
• 3. Establish an Environment that Encourages Asking Questions
• 4. Assign a Mentor for One-on-One Guidance
• 5. Consider Offering Paid Training to Expand Your Pool of Technicians
• Conclusion 

1. Clearly Define the Role and Expectations Before You Hire

Before bringing a new technician into your tire shop, ensure you have a clear understanding of the role and your expectations. Knowing what you’re looking for helps you attract candidates with the right skills and mindset. Here are some critical considerations when defining the role:

• Scope of Responsibilities: Are you hiring someone primarily to perform basic tasks such as alignments, tire rotations, and oil changes, or do you need someone with advanced skills in diagnostics and maintenance? The complexity of the role will determine the level of experience and certification required.
• Certification Requirements: Decide if the new hire needs to be Automotive Service Excellence (ASE) certified or if they should work toward this certification during their employment. ASE certification can be a valuable indicator of a technician’s knowledge and professionalism, but it may not be necessary for every role.
• Non-Negotiable Attributes: Determine the key qualities and skills that are non-negotiable for the role. For instance, is previous experience essential, or are you willing to train someone without experience? Additionally, factors such as punctuality, a commitment to safety protocols, and flexible hours may be crucial to the position.
• Tools and Equipment: Some tire shops require technicians to bring their own tools, while others provide a full set of tools for employee use. Clarifying this before hiring can prevent misunderstandings and help candidates decide if the role aligns with their needs and preferences.

2. Thoroughly Document Your Standard Operating Procedures (SOPs)

One of the most effective ways to train new technicians is by creating detailed standard operating procedures (SOPs). SOPs provide a roadmap for technicians to follow, ensuring consistency in tasks and reducing the risk of mistakes. Documenting these procedures also creates a resource that can be referenced later, especially if the technician encounters a task they’re unfamiliar with.

To get started, outline the critical tasks performed in your shop, such as tire mounting, balancing, rotation, oil changes, and safety checks. For each procedure, break it down into a step-by-step guide, including any safety protocols, required tools, and troubleshooting tips. It can be beneficial to include visuals, such as photos or diagrams, to further clarify each step.

Regularly reviewing and updating your SOPs to reflect any changes in your processes or tools will ensure they remain relevant and effective. Clear documentation helps technicians get up to speed quickly, minimizes errors, and promotes a standardized approach to vehicle maintenance.

3. Establish an Environment that Encourages Asking Questions

Starting in a new role can be intimidating, especially for someone new to the automotive industry or to your shop’s specific way of doing things. As a manager, fostering an environment where new technicians feel comfortable asking questions is essential for their success and job satisfaction.

While experienced technicians might find certain tasks second nature, they may not come easily to a new technician. Encourage open communication and let new employees know that asking questions is not only acceptable but encouraged. This approach prevents misunderstandings and mistakes and helps new technicians gain confidence in their abilities. A workplace that encourages questions and ongoing learning creates a more supportive, collaborative culture, benefiting both new hires and seasoned employees.

In addition, provide constructive feedback when they ask questions or make mistakes. This shows that you value their learning process and that making errors can be a valuable part of the learning journey. Technicians who feel supported are more likely to stay with your business long-term, reducing turnover.

4. Assign a Mentor for One-on-One Guidance

Mentorship is a powerful tool in training new tire shop technicians. Pairing a new technician with an experienced mentor allows for hands-on learning and fosters a sense of camaraderie. The mentor can provide real-time feedback, demonstrate best practices, and share tips that can’t be easily learned from a manual or SOP.

When choosing a mentor, look for an experienced technician who exemplifies your shop’s values, is patient, and has strong communication skills. Just like you offer training opportunities to your technicians, consider providing leadership training to your mentors. A mentor who takes pride in their work can inspire the same attitude in a new technician. By assigning a mentor, you help create a positive onboarding experience, enabling new hires to gain confidence, develop their skills more quickly, and help new technicians feel welcomed. 

5. Consider Offering Paid Training to Expand Your Pool of Technicians

With a shortage of skilled automotive technicians, finding qualified candidates can be challenging. To attract a broader range of candidates, consider offering paid training. Paid training can be particularly appealing to applicants who are new to the field, as it allows them to gain valuable skills without the financial strain of unpaid internships or training programs.

By offering paid training, you can cultivate a larger pool of potential technicians, including those who may lack experience but have a strong work ethic and a willingness to learn. This approach can also serve as a retention strategy, as technicians who feel invested in are more likely to stay with your business long-term.

Additionally, you can structure the training program to align with certification standards, helping your technicians work toward ASE certification or other industry-recognized credentials. Investing in their professional development demonstrates your commitment to their growth and can lead to a more skilled and loyal workforce.

Conclusion

Hiring and training new tire shop technicians is a multi-step process that requires planning, clarity, and a commitment to ongoing development. By defining the role’s expectations, creating thorough SOPs, fostering a supportive environment, assigning mentors, and offering paid training, you can set your technicians up for success. Investing time and resources into your new technicians not only improves their performance but also contributes to a positive workplace culture and higher employee retention. With the right approach, you’ll build a team of skilled and motivated technicians who you can count on.