By: Jean Williams

Auto repair shops across the U.S. face challenges in hiring and retaining skilled technicians, resulting in financial losses. Often, these issues stem from recurring mistakes.

Mechanic Plug’s latest client audit highlights common pitfalls many shops experience and offers insights into potential improvements.

The Hidden Cost of a Bad Hiring Process

Each unfilled bay represents lost revenue, and every technician that leaves adds more pressure on the rest of the team. Yet, many shops continue to rely on outdated hiring practices that don’t seem to yield the desired results.

Mechanic Plug, known for assisting shops with technician placements in 30–60 days, has analyzed hundreds of placements. Their findings suggest that most shops fall into three major traps, which consume time, drain resources, and discourage high-quality talent from applying.

Mistake 1: Offering Below-Market Pay

Technician pay has evolved. However, many shop owners still believe that offering $25 per hour is sufficient to attract quality talent. In many cases, this isn’t the case.

High-tier A and B technicians can earn $40–$60 per hour in today’s competitive market. Shops that offer this rate are seeing positive results. Shops that fail to adjust their pay expectations may find it difficult to retain their best talent, as competitors may offer more attractive packages.

“If you’re looking to hire a standout technician, it’s unlikely they’ll accept a pay cut,” says Chris Coco, founder of Mechanic Plug. “They’re already employed, and they likely have other options.”

Underpaying doesn’t just impact your hiring efforts. It can also damage your shop’s reputation. News about below-market offers tends to spread quickly among technicians, and once your shop gains a negative reputation, it becomes harder to attract quality candidates in the future.

Mistake 2: Moving Too Slow

Timing plays a crucial role in hiring. Mechanic Plug’s audit found that, on average, shops delay reaching out to interested applicants for days, which can result in missed opportunities.

“Many shops don’t fully appreciate the significance of acting quickly,” Chris explains. “We aim to reach every lead within 10–20 minutes. This is often what it takes to stay competitive.”

Good technicians aren’t waiting around for calls. They’re likely to respond first to whoever contacts them quickly. If a competitor reaches out faster, your chances of hiring them diminish.

The delay can also appear after the interview process. Some shops take weeks to extend an offer. In today’s market, this kind of wait time can result in losing a great candidate.

Mistake 3: Not Preparing for Interviews

An interview is more than just a casual conversation. It’s an opportunity to present your shop as the ideal workplace. Unfortunately, many owners fail to prepare adequately for interviews.

Mechanic Plug’s audit found that some shops completely overlook the importance of the interview. Technicians show up, wait around, and leave without any interaction. Unsurprisingly, those applicants rarely return.

Even when owners do show up, they often fail to ask the questions that matter. They may miss the opportunity to listen for key insights into what the technician actually wants, whether it’s better hours, a shorter commute, or more opportunities for growth.

These details can make the difference between securing a hire and missing out.

“We’ve witnessed shop owners unintentionally alienate talented candidates,” Chris admits. “It’s avoidable with a little more preparation.”

What Good Techs Actually Want

While compensation is important, it’s not the only factor that matters. Many technicians seek more flexible schedules, access to better tools, or clear career advancement opportunities. Some are simply looking for a job closer to home.

Mechanic Plug’s approach involves gaining a deeper understanding of what each potential hire values. They then guide shop owners in aligning their offers with those preferences. This approach helps foster trust and makes it less likely that other shops will be able to attract those technicians.

Shops that fail to recognize these factors often make assumptions, leading to generic offers that don’t resonate with quality talent. In a market where skilled technicians are scarce, standing out is key.

How Mechanic Plug Fixes It

Mechanic Plug has successfully placed over 400 technicians for more than 200 shops across the country. Their success is attributed not just to finding candidates but to a strategy that focuses on speed, careful planning, and clear communication.

First, they place ads that target both employed and unemployed technicians. They use social media platforms like Facebook and Instagram to engage potential candidates who may not have initially considered making a move.

Second, they ensure a rapid response. Leads are contacted within minutes, not days. This swift action creates momentum and increases the likelihood of connecting with great candidates.

Third, Mechanic Plug thoroughly vets each applicant. This allows shops to avoid wasting time on candidates who aren’t a good fit. When an interview is scheduled, owners receive valuable information, such as pay expectations, preferred commute distances, and specific desires from the technician.

Proven Results

Mechanic Plug has been able to reduce hiring timelines to 30–60 days on average, compared to the six months many shops spend trying to do it on their own. By the time shops reach six months, they may have lost significant revenue due to unfilled positions.

Retention is another important factor. Over 85% of Mechanic Plug’s placements remain long-term, providing shops with the stability needed to grow beyond the $1M-$2M annual revenue threshold that can often limit progress.

The key difference is clear: avoid repeating the same mistakes.

Chris sums it up well: “Pay people fairly. Act quickly. And be prepared for every conversation.”

Final Takeaway

Hiring skilled technicians in today’s market is about more than luck. It’s about executing a well-thought-out strategy. Mechanic Plug’s audit demonstrates that many shops are unintentionally hindering their own hiring efforts.

Shops that adapt and move quickly are likely to stay ahead of the competition. Those that don’t may continue to wonder why their job ads aren’t attracting the right candidates. Mechanic Plug’s approach is designed to help shops improve and position themselves for success.