Written in 1970, Alvin Toffler’s book, “Future Shock,” states, “The illiterates of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn.”
This axiom is particularly applicable to recruiting and retaining qualified service technicians. Although it’s a larger issue for the career and technical education system that’s tasked with preparing entry-level technicians in an increasingly technology-driven industry, the same challenge exists in keeping our current workforce abreast of advances in truck technology rolling off today’s assembly lines. In short, we’re facing the problem of finding people with the skills for jobs that don’t exist, training them with information that isn’t available, about technology that may not have been invented.
It’s an industry-wide problem. Fortunately, for those students preparing for a career in the vehicle service industry, there’s an industry-wide solution. It’s not a quick fix. It isn’t a silver bullet. Rather, it’s a proven school-to-career model that enables employers to identify qualified, motivated automotive technology students, “test drive” employees through a structured internship, and grow their own technicians to meet their specific business needs. It’s called Automotive Youth Educational Systems (AYES).
AYES is a dynamic business and education partnership at several levels. At the national level, AYES has the support of many vehicle manufacturers, suppliers, dealer associations, automotive aftermarket service providers and government agencies. At the local level, partnerships between local employers and the career and technical education schools create the internship and employment opportunities that are the keystones of the AYES model. It also is part of the ASE Industry Education Alliance, the framework for addressing the automotive service industry’s need for ongoing career development to address future service needs with qualified technicians with the right credentials.
Working together, AYES partners are changing the model of technical education in America. It’s a resource you should be aware of and participate in as part of an overall succession plan to make sure your fleet operation has the qualified personnel you’ll need when the current technician workforce begins retiring in large numbers. How large? Baby Boomers started reaching retirement age last January at the rate of 10,000 per day. That rate will continue for the next 19 years.
While it’s important to plan for the future, it’s equally vital that your fleet operation has a training plan to keep your existing technicians up to speed on the skills and knowledge they’ll need in the service bay. None of this should be news to you, but waiting until your employment opportunities go unfilled for lack of qualified candidates is not a good business plan.
The medium-/heavy-duty truck market is already seeing shortages of qualified diesel technicians. Other specialties aren’t far behind. There are many good training providers out there that can supplement what you may be getting from the manufacturers and keep your operation running smoothly and effectively through the coming labor force transition. Now is the time to find them.
