Tips on finding and keeping technicians

Tips on finding and keeping technicians

Recruiting, training and retaining technicians remains a major concern. Recently, the industry has taken a closer look at refining the process.

Tips on finding and keeping technicians

Recruiting, training and retaining technicians remains a major concern. Recently, the industry has taken a closer look at refining the process.

“Attracting qualified technicians is one of the biggest challenges facing a fleet today,” says Mike McGrath, vice president, VSM sales business unit at SKF. “Aside from the obvious need to offer attractive incentives such as salary and benefits, the fleets need to keep in mind that career progression opportunities will attract qualified talent. Young people entering this industry want to know that they will not only earn a respectable living, but that they will constantly be learning and growing professionally. Technicians want to know that as the vehicles become more complicated and challenging to work on, their employer will keep them trained and qualified to work on these vehicles. This will allow them to perform their jobs while improving their marketability for future career opportunities.

Looking to a broader resource base for talented technicians may be one solution. Working with technical schools is a great place to start.

“Our search for technicians talented enough to work for Penske Truck Leasing stretches across the country. ,” says Ken McKibben, Penske’s senior vice president – field maintenance. “Through a partnership with United Technical Institute, we have a designated recruiter actively searching for the next generation of Penske talent. Our area maintenance managers work hands-on with technical schools across America, visiting campuses for career days. Some of our managers even sit on school advisory boards, where they help shape curriculum. Additional recruiting also takes place at the local level with visits to area high schools, trade and technical schools and colleges. We never stop looking for talented technicians — that’s part of our promise to keep providing high-quality service to Penske customers.”

Working with suppliers

Working with suppliers to develop training programs for their technicians is a must for a fleet.

“The fleet is the expert at hauling freight and likewise the suppliers or manufacturers are the experts at their products,” McGrath says. “To develop training without consulting the suppliers and using their materials is truly like reinventing the wheel. We spend a tremendous amount of time and money developing training materials and conducting training clinics for both our distribution partners and our fleet customers.”

SKF believes that the more it does to help its customers install its products properly and reach the maximum life for the product, the greater value the company offers to its customers.

“Our management team is very active with the TMC working on task forces to develop the best maintenance procedures for the commercial vehicle market,” McGrath says. “We incorporate the TMC recommended practices into our fleet training materials. We use the acronym TFO (trouble free operation) as the heading for our detailed fleet wheel end-training module. Conducting TFO training with our fleet customers is the primary activity for our key account managers throughout North America. Many of our best fleet customers require annual TFO training for their technicians.”

Penske also includes supplier training as part of its ongoing technician programs.

“There are a number of ways we provide new hire and continuing education to Penske service technicians,” says McKibben. “We provide our technicians with state-of-the-art training through Original Equipment Manufacturer (OEM), Self-Paced (SPT) and Web-based programs. Representatives from our manufacturing partners visit our facilities to provide tailored training. There are several OEM and SPT modules covering a wide array of specific subject matter that Penske technicians use in their daily duties. We keep record of the training courses and hours spent updating their skills in a maintenance-training database. It’s important for Penske to give our employees all the tools needed to excel.”

Career + recognition

Finding the right candidates for technician positions may mean rethinking the way you structure the job. People who look upon their work as a career rather than a job are more likely to invest in learning and take an active interest in their own success. Building a position that is satisfying – one with the right training and recognition for a job well done – is a great way to help you attract and retain a shop work force.

“Penske Truck Leasing seeks out technicians who aspire to long-term careers in our industry,” McKibben says. “What we tell prospective technicians is that we’re a fast growing company with excellent advancement opportunities. They need to possess a keen understanding of what excellent customer service is, and to pay close attention to detail in the area of preventative maintenance. You can begin with Penske as a technician, but your career can take you along many different paths in the rental, sales, quality or operations divisions. Penske is an international company with over 20,000 employees, so the opportunities are plentiful.”

Recognizing and rewarding technicians for completed training and certifications earned are very important.

“Everyone appreciates being recognized for accomplishments,” says McGrath. “In 2005, SKF along with other industry partners, launched the Technician of The Year Program, developed to recognize and reward a fleet technician for completing training and certifications throughout his career. Typically this technician is the best-trained technician in the shop. He or she earns this distinction by staying on top of technology, safety practices and industry developments that help keep the fleet running and the shop operating successfully.”

Adding a little competitive challenge to the everyday tasks of fleet maintenance can help technicians build skills and pride.

“The National Tech Challenge that Penske hosts annually in Charlotte, N.C., is a great example of how we foster a spirit to be the best we can be,” McKibben says. “Our technicians go through a competitive process that showcases their talents at the district, area and regional levels, before advancing to the national challenge in North Carolina. There are cash awards and prizes to be had at each level of competition. This competition has covered best practices in the vehicle air conditioning, electrical, preventative maintenance, diagnostics and general troubleshooting areas. Also, our corporate maintenance department recognizes all technician training with things like certificates of completion.

“We have had countless success stories of talented young men and women who began with Penske as technicians and advanced their careers,” McKibben says. “A number of managers began their time with us at the technician level, learning our business from the ground up, which has given them a leg up. Today, they’re in key management positions across Penske’s maintenance, rental, sales and operations divisions. Penske Truck Leasing is proud of the fact that we’re the type of company where our employees want to remain with us and build a long-lasting career. Continuity is vitally important to the success of any company.”

Today’s young people have many job choices. Most are computer-savvy and are looking for a career that is challenging, uses their skills and makes them feel successful. If you are having trouble finding and keeping technicians, take a look at how you can turn your shop job into an appealing career. Consult with local schools and talk to your suppliers. Start to build a career opportunity for those people who are seeking work as a technician.


Making the grade

With another school year just around the corner, TODCO is ramping up its new tech school. The company says that fleet personnel operating its overhead doors have the opportunity to request on-site training in which company personnel learn about the inspection, maintenance and repair of its complete line of overhead truck and trailer doors – all at no cost.

“Our TODCO Tech program is a class act,” says Scott Blackford, vice president of sales and marketing. “Lowering the cost per mile of our current – and potential – overhead door end users has always been a primary goal. So we built and packaged a complete overhead door inspection-to-maintenance and repair program designed to keep our doors operating longer and more profitably. Our sales personnel can now utilize a DVD to teach fleet maintenance personnel how to inspect maintain and repair our doors in a concentrated one-day class.”

The class starts with a 14-point video inspection checklist to keep things in good operating condition. A complete guide to the maintenance and repair of TODCO overhead doors is available as a DVD, videocassette, and as a printed 60-page comprehensive binder. Upon course completion, graduates receive a certificate and ball cap with the company training school logo.

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