Developing the next generation of automotive apprentices - by Geoff Mutton

It’s common knowledge that the shortage of technicians is the number one issue facing the aftermarket automotive sector.

At the big end of town, industry associations and governments are working away at schemes to make the motor trade more appealing. While candidates may well be enticed into joining up, these good intentions will be discounted if many recruits quit before they become qualified.

The onus would seem to be on workshops to see what they can do to ensure their apprentices complete their apprenticeship and become qualified tradespeople. Only when apprentices become qualified do they see value in their qualification and the endless opportunities in front of them.

Don’t rush recruitment

Unlike recruiting a qualified technician, hiring a brand new apprentice is more complex because the candidate may be uncertain or dubious about whether this is their right career path. It will be less disappointing for both parties if the recruitment process involves some work experience and a friendly discussion about the exciting opportunities in the auto trades of the future. A meeting with the candidate’s parents or partners can help. The more the business understands the family situation the better prepared it will be to help the candidate on their path to a qualification. So, don’t rush the recruitment of apprentices. The offer of an apprenticeship should come only after the above steps are completed.

Communicate your expectations upfront and make them feel welcome

It’s likely that an apprenticeship will be the first full-time job for the recruit, so try to appreciate their stress and anxiety about this important first move in their working lives. Spend the first few days outlining the workshop’s expectations and making them feel part of the team. Welcome the new apprentice to the team by introducing them to all staff, and make sure they know who to turn to if they need help.

Understand that apprentices make mistakes

There’s a lot going on in the life of a young apprentice, and starting a job is just one of a host of changes and challenges they face. So don’t expect their dedication to the job to be as intense as the owners or managers of the business. Mistakes are inevitable by those with a skill set that has yet to mature.

As costly and frustrating as this can be, losing your cool will only turn their initial enthusiasm into a hatred for work. This is not helping either of you, so it is far better to take a breath and walk away. Then deal with the situation in a calm and solution-focused way.

Challenge your apprentices with different work and invest in their skills

I’ve yet to meet an apprentice whose career ambition was to wash cars. If this is all you have planned for them, I forecast the apprenticeship will be over within 18 months. It is acknowledged that washing cars may be included in their day, but finding some challenging work for them will retain their enthusiasm and stimulate their cognitive skills. Any loss of productivity in those early years will be far eclipsed by the long-term benefits for the business.

Think of apprenticeships like superannuation — the more invested today, the greater the financial rewards in the long run.

Monthly check-in

The schooling side of apprenticeship training is all too often ignored by the business. Many otherwise promising young apprentices quit the trade when they fall behind in their schooling, for whatever reason.

The onus is on the business to take an interest in the schooling side of the apprenticeship. Sit down with the apprentice once a month to check on their progress. If learning difficulties seem evident, check in with their trade teachers so that any shortcomings can be quickly addressed.

Recognition and reward

Young employees crave recognition for a job well done. Go out of your way to recognise their achievements and milestones. Implement an incentive or reward system to acknowledge exceptional performance. Celebrate their successes, whether it’s completing a training module or achieving a specific skill level. You could also nominate them for this year's Capricorn's Rising Star Apprentice of the Year award (visit cap.coop/stars). Positive reinforcement enhances engagement and encourages continued growth.

Engage apprentices with technology

Depending on your interest and prior digital experience, new technologies can be either daunting or exciting. Many young apprentices, having grown up in this digital era, will undoubtedly find technology exciting. Use this excitement to your advantage. It will help the business and keep the apprentice engaged at the same time.

More than likely your new apprentice might be able to teach mature staff a thing or two. Today’s apprentices will not be daunted by such things as Bluetooth connectivity or programming new car keys or cloning that replacement electronic control unit. The younger generation can be of great value to a workshop facing advanced technologies in every vehicle on the floor. Use their skills and don’t forget to recognise and reward real achievements.

Discuss their future with them

The industry is heading into exciting times. Young techs will have endless opportunities in a wide variety of areas within the automotive space. However, these opportunities won’t present themselves until apprentices become qualified.

Regularly encourage your apprentices to stick with it and don’t stop reminding them of the potential opportunities that they can tap into the longer they remain in the industry.

Recent studies show that up to 60 percent of apprentices drop out in their first year and many of these might have been averted had the business gone out of its way to make a good first impression.

Apprenticeship Careers Australia has identified the key factors that influence apprentices leaving their employers: a bad relationship with the boss or co-workers, poor commitment to training, lack of a support network, lack of structured training, and availability of career paths.

Apprentices do take some extra effort. There may be some setbacks and laughs along the way, but your business can take comfort in the knowledge that it is developing the next generation of highly skilled technicians.