Observer: It's Time to Sink or Swim

Jan. 1, 2020
The aftermarket, like any other business sector, is under continuous pressure to bring new faces into the industry — but with little self promotion and what many call an anti-glamorous reputation, are we succeeding?

Are we barely keeping ourselves afloat when it comes to recruiting?

hiring employees repair shop hiring hiring for repair shops repair shops repair shop technicians hiring technicians hiring techs Northwood recruiting

The aftermarket, like any other business sector, is under continuous pressure to bring new faces into the industry — but with little self promotion and what many call an anti-glamorous reputation, are we succeeding?

Fewer jobs and higher unemployment rates have created a larger pool of potential employees, but fewer are entering the automotive industry each year.

"It is really a viable opportunity, but there is a smaller pool of students entering the industry," says Jim John, chair of the Aftermarket Management Department at Northwood University. "The recent news — the Big Three being in dire financial trouble — doesn't do the industry any good. It is hard to convince mom and dad that their youngsters ought to be involved."

Even when potential employees willingly pursue the aftermarket, they often are faced with much higher expectations than seen in years past. There are a lot of newer, preferred qualifications, like a college degree and advanced computer, math and language skills, requirements not often needed 10 or 20 years ago, says Jack Creamer, president of Distribution Marketing Services, a Phoenix-based executive recruiter and marketing service provider.

Despite a somewhat gloom and doom outlook, many companies continue to maintain successful recruitment programs.

"Years ago, it was very easy to look through a stack of resumes and find what you needed. But now, you need to target this generation," says Troy Fee, Pep Boys' senior vice president of human resources.

The industry as a whole has recruited more than 1,000 students through its scholarship program, primarily supported through the Global Automotive Aftermarket Symposium (GAAS).

While tried and true recruitment methods are bringing new employees to the industry, the aftermarket has plenty of room to grow.

"We have just not done enough to advertise to make the industry seem glamorous. We are not selling ourselves as a progressive, 2008 industry.

We have a lot of gray hair at the senior management level, and we have an old image," says Greg Wintroub, president of independent warehouse distributor All Products Automotive, Inc. (APA) in Chicago. "We need to be out there talking about the options in the industry, talking about pay levels, computers, information technology."

Catching the attention of students and young people can be challenging, John says. "I guess the students are like all of us. Their attention span is somewhat limited. You need to tell them something exciting about your products or service to whet their appetite," he says.

Internship opportunities allow students to sample a job and its duties. Northwood University mandates students complete a 10-week internship before graduation, and the requirement often opens doors for full-time employment in the future.

— Krista McNamara

About the Author

Krista McNamara

Krista McNamara is the former Editorial Director for the Vehicle Repair Group at Endeavor Business Media. She oversaw five brands  — Motor Age, PTEN, Professional Distributor, ABRN and Aftermarket Business World. She worked in the automotive aftermarket industry for more than 15 years. 

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