Stepping into the advanced automotive class in his high school, Jake Sorensen saw a wasteland of potential. Right away, he knew that by walking into the class, he wasn’t walking toward what anyone in the school deemed a rewarding career, rather, he was being set aside along with other students who weren’t pursuing a four-year degree, making them unworthy of anyone’s time. Rather than learning anything, Sorensen—an underclassman that wasn’t even technically supposed to be in the class—ended up teaching the instructor how to use an alignment machine.
Sadly, Sorensen says that from what he’s seen, this outlook on auto repair as a career hasn’t changed. Schools tend to push students with “potential” toward four-year universities and rarely discuss the benefits of a career in the trades. Sorensen is doing his part to change all of that. He’s created a federally accredited apprenticeship program at the business he works at, McNeil’s Auto Care in Utah, and attracts potential talent by showcasing the technologically-advanced skills that are needed to fix today’s vehicles.
“There are a few that see the potential,” Sorensen says. “You just have to find them.”
Sorensen, along with two others that run apprenticeship programs, share how to attract top quality candidates.
Sell a Future
Structure and a solid plan is a selling point for kids—and parents
The program: Dynamic Automotive in Maryland has two distinct apprenticeship programs: Its Youth and its Registered Apprenticeship Program.
How it works: The Youth Program is for junior and senior high school students. The students work at the shop while going to school and at the end, they receive a state certificate. Once out of the Youth Program, they can continue on to the Registered Apprenticeship Program, which is more structured and registered with the Maryland Department of Labor and lasts for three years. The two programs help create a funnel of talent for Dynamic Automotive. Once completed, the plan is to place the apprentice as a full-time employee in one of the locations, including the Urbana locations, which is run by Paul Foster.
Make it reputable.
Most parents preach the benefits of a 4 year degree at a University. Very few discuss the benefits—and there are many—to pursuing a career in the trades. One of the first steps in winning over a dream apprentice is to win over the parents, and a makeshift program just won’t do it.
Dynamic Automotive was the first company in Maryland to have both a youth and a master apprenticeship program. This shows parents—and possible apprentices—that the program is successful. To get the word out, Dynamic works closely with the labor board in Maryland to promote the program through social media and in the schools.
“We have stacks of applications of people trying to get into the program,” Foster says. “We have no worries about trying to find the next technician.”
Provide information.
This is one of the biggest mistakes that Foster says he’s seen with other programs. In order to get accredited, Dynamic needed a clear plan for what its programs would look like.
“I truly believe that what sets up apart from the rest is that we put it in writing,” Foster says.
The Registered Program is three years in length and requires the apprentice to work a minimum of 2,000 hours per year with 144 hours of classroom education. Dynamic has partnered with Montgomery and Catonsville Community College, so apprentices can attend either one and work toward their degree while also working and being paid for a full-time job. All of this is clearly outlined on Dyanmic’s Website (along with information about its youth program) and is a great resource for anyone looking for a similar program. After all, they can’t find you if you’re not putting it out there.
Guarantee employment.
As long as the requirements are met, Dynamic Automotive guarantees a full-time position with the company, Foster explains.
By starting off in high school, the program funnels through those who are and aren’t interested pretty quickly. The majority of its Registered Program apprentices started off in the Youth Program. Foster says his locations can take 2-4 youth apprentices and teaches them the basics through working in its quick lube. Doing this helps them determine whether or not the industry is for them, and, if it is, gives them basic skills so they can start right away with a solid knowledge base in the Registered Program. When in the shop, they get paid (with increases that go along with sections of the program) so they’re set to be full-time employees with the skills and knowledge needed when they’re through the program.
Create a roadmap.
The Registered Program apprentices have roadmap reviews, just like the rest of the team members at Dynamic, Foster says. The apprentices fill out a sheet about where they see themselves in one, three and five years. Once the company knows their goals, the leaders (such as Foster), work with the apprentices to achieve those goals.
Attract Through Benefits
Sell what your program can offer that others aren’t
The program: McNeil’s Auto Care (two locations in Utah) has a federally accredited apprenticeship program, which master tech Jake Sorensen helped develop.
How it works: The program has had three apprentices graduate and two that are a little over halfway through the structured program that lasts roughly two years with a competency test at the end of each of its 9 stages. The first graduate of the apprenticeship program is now working at McNeil’s second location where he is mentoring new apprentices.
The program caught the attention of NAPA AutoCare, who enlisted Sorensen’s help with creating its own nationally accredited apprenticeship program.
Ensure it’s accessible.
The high cost of tools is one of the biggest hurdles standing in the way of people getting involved in the industry, especially when they’re just starting out.
“We’re asking people who are making the least they’ll ever make to invest the most they ever will—it’s backward,” Sorensen says.
Sorensen’s program addresses this by helping their apprentices out with tooling costs. At McNeil’s, there’s an apprentice cart and shop toolbox that’s available to all apprentices, so they have access to supplies before they need to start purchasing their own. Then, at the one-year mark, the shop gives the apprentice his or her own toolbox and NAPA kicks in with a $500 shopping spree when the apprentice graduates.
Make it paid.
Picture being presented with two different opportunities. They’re both beneficial and will help get you toward a future goal, but, one is paid and the other is not. It’s a no brainer. Today’s top talent wants to be paid.
All of the apprentices at McNeil’s are paid. The apprenticeship program has nine stages total, and with every stage comes a pay increase. So, when an apprentice meets the requirements proves his or her competency and moves from stage 1 to stage 2, he or she receives a pay bump. All of this information is given at the beginning, so the apprentice knows what he or she needs to move to the next stage.
Appeal to Their Interests
With fewer people entering the trades than ever, it’s important to get them excited
The Program: Dan Garlock, president of the three-location Silver Lake Auto & Tire Center in Wisconsin, has had a variation of this apprenticeship program for over 20 years.
How it Works: Garlock’s apprenticeship program is available at all three locations and is flexible with the requirements and skills based on the student, which has worked well for them as they’re able to fill various roles this way.
Be a resource.
Garlock’s team is heavily involved with the local and tech colleges in the area, which helps him build relationships with the heads of the school all the way down to the students, he explains. Garlock is on the board of directors for three high schools, which represents roughly 1,800 students. Garlock frequently visits the schools and answers any questions they may have about a career in the industry, even if they don’t sign up for his program.
Make it appealing.
Vehicle repair isn’t what it used to be. Show them. Garlock recently had a local tech instructor bring his class to his shop to learn about ADAS calibrations on an Acura. The objective? To show that repairs are more akin to an engineering job than what many younger generations may picture a “mechanic” to be.
This isn’t the first or the last time that Garlock has done this. He’s always looking for opportunities to get possible apprentices to come into the shop and see all of the exciting work that’s going on.
Adapt to meet needs.
Garlock’s program is less structured than the other two, and that’s because he wants to be able to change the program to best fit the apprentice’s talents and interests.
“We really just focus on where we’re going and how we want to get there,” Garlock says. “It depends on the person and their learning ability.”
For example, 16-year-old apprentice Logan Lauersdorf was identified early as customer-friendly, so he’s on a track to become a service advisor, Garlock says.
Use testimonials.
Garlock doesn’t just want his future apprentices to take his word that his program is the best; he lets them talk to his employees and ask questions about the shop and its culture.
“We talk to them about what their career can look like 30 years down the road,” Garlock says. “I think it’s refreshing for them to hear a realistic approach. We give an honest viewpoint, we address their needs and create a plan together.”
