The automotive industry has been facing a severe shortage of skilled service technicians, creating a critical challenge for dealerships nationwide. Competing with large, publicly traded dealerships that can offer signing bonuses, fully equipped tool kits, and expansive training programs, many smaller dealerships are struggling to attract and retain technicians. The cost of losing a technician is significant: idle service bays, lost revenue, along with repeated recruitment and related training costs that can quickly erode profitability.

One proven solution is the implementation of an in-house apprenticeship program. Such programs allow dealerships to cultivate their own skilled technicians from the ground up, providing a clear career path for entry-level staff while mitigating the high turnover associated with traditional hiring practices.

Why Apprenticeships Work

Apprenticeships offer dual benefits.

• For dealerships, they create a reliable pipeline of talent while improving employee retention.

• For technicians, apprenticeships provide a hands-on career launch without the burden of student loan debt, along with access to professional tools and mentorship.

Structured programs, such as the one at Tuttle-Click Automotive Group in California, have demonstrated that carefully vetted apprentices are more likely to commit to the dealership long-term.

By pairing apprentices with experienced mentors and supplementing hands-on training with classroom instruction, dealerships can develop D-level technicians into competent C-level technicians. This approach allows veteran technicians to take on mentor roles that enhance their own skill sets and leadership abilities, and also provides compensation through structured pay plans tied to apprentice productivity.

Structured mentor and apprentice relationships enhance retention for both parties.

Roadmap to Establishing a Technician Apprentice Program

1. Assess Needs and Set Goals

Begin by evaluating your dealership’s current service capacity, technician skill levels, and projected growth. Determine how many apprentices you want to bring on and define the intended outcomes, whether it’s building a pipeline for future A-level technicians or enhancing the skill sets of your existing team.

2. Recruit Potential Apprentices Carefully

Target local trade schools, technical programs, and motivated high school graduates. Vet candidates through a combination of aptitude testing, setting interviews, and practical skills assessments.

3. Pair Apprentices with Mentors

Experienced technicians act as mentors, guiding apprentices in both hands-on repair work and dealership processes. Mentors should be carefully selected based on work ethic, attitude, and ability to teach.

4. Implement Structured Training

Apprentices should be in the service bays immediately, learning daily processes while advancing to more complex repair tasks gradually. Supplementary classroom or online learning can cover diagnostics, manufacturer’s protocols, and soft skills. Structured programs typically last between 12 and 24 months.

5. Incorporate Vendor and Manufacturer Training

To ensure apprentices are prepared well for real-world service, coordinate with vendors and OEMs to train them on specific tools, diagnostic equipment, and software used in your dealership.

6. Monitor Progress and Provide Feedback

Track apprentice productivity and skill development closely. Regular feedback sessions and performance reviews ensure that apprentices meet the program’s benchmarks and areas that need improvement are identified. Reward mentors for successful apprentice outcomes with performance-based incentives.

7. Provide a Career Path and Retention Tools

Apprenticeship programs should culminate with a clear path to full-time employment, competitive pay, and ongoing development opportunities. Offering dealership tools, certifications, or reimbursement for tuition encourages long-term retention and builds loyalty.

Long-Term Benefits

A well-executed apprenticeship program strengthens the dealership’s service department while reducing dependency on external hires and proactively addressing technician shortages. Apprentices gain a clear career path with practical experience and mentorship. Mentors enhance their leadership skills and compensation. You benefit from a more skilled workforce, higher technician retention, and consistent service revenue.

As competition for technicians intensifies, in-house apprenticeship programs provide a cost-effective and sustainable solution. Investing in your own talent ensures that your service department thrives and positions your dealership for long-term success.

Peter “Webdoc” Martin, President of Cactus Sky, brings decades of dealership experience, having started at Ricart Ford and later as a new car dealer. His career has centered upon helping dealerships grow their service and parts operations through training, marketing, and all forms of process improvement. In recent years, his focus has been on tackling the technician shortage, helping dealers expand capacity, boost profitability, and retain customers.