How to Hire Mechanics and Technicians for Your Garage

Define the Role Before You Advertise

• What certifications are required? (e.g. City & Guilds, IMI, ASE, or local equivalent)
• What vehicle types will they work on? (petrol, diesel, hybrid, EV)
• What is the experience level needed? (apprentice, qualified, master technician)
• What are the hours, shift patterns, and overtime expectations?
• What tools should they bring, and what do you provide?

Where to Find Candidates

• Local trade schools and automotive colleges — reach out to their placement offices
• Job boards: Indeed, Reed, LinkedIn (for experienced technicians)
• Referrals from your existing staff — often the best source for cultural fit
• Local automotive colleges often have notice boards and placement coordinators
• Social media — post in local community groups and automotive Facebook groups

What to Check in an Interview

• Ask them to complete a short hands-on test job on a real vehicle
• Verify certifications in person — ask to see the certificates
• Ask about specific vehicles or problems they have worked on before
• Assess their communication with customers — ask how they would explain a problem to a non-technical customer
• Check attitude to training and learning new vehicle technologies

Typical Pay Rates by Market

• Pay rates vary significantly by city and country — research your local market before setting salaries
• Offer at or above market rate for experienced technicians — below-market pay is the leading cause of technician turnover
• Consider performance bonuses tied to job quality and customer satisfaction scores
• For apprentices, check local apprenticeship wage requirements

How to Retain Good Technicians

• Competitive pay reviewed annually — at minimum matching inflation
• Clear progression path: apprentice → qualified → senior → lead technician
• Training budget for new vehicle technologies, especially EV and hybrid
• Good tools and a well-organised workshop — technicians notice and appreciate this
• Fair scheduling with adequate notice of shifts
• Recognise good work publicly in team meetings

Red Flags to Avoid

• No certifications and unwilling to show proof of any qualifications
• Refuses to do a test task — qualified technicians understand this is normal practice
• Poor communication with customers in the interview scenario
• Bad references from multiple previous employers
• Unrealistic salary expectations without commensurate experience