Winning the Hiring Battle in the Collision Repair Industry

Let’s face it: finding and keeping great people in the collision repair industry isn’t easy. Everyone’s feeling the crunch - fewer young people entering the trades, seasoned technicians approaching retirement and a hiring battlefield where shops and dealerships are after the same top-tier talent.

Sound familiar? If you’ve ever said, “There just aren’t any good techs out there,” you’re not alone. But here’s the truth: there are good people out there. The real question is, are you ready - and positioned - to attract them?

Before we jump into strategies, let’s talk about something that rarely gets discussed: your mindset as the owner.

It All Starts with Your Mindset

The attitude and beliefs you bring to hiring and recruiting can either open doors or quietly shut them before the search even begins. If you believe good techs don’t exist, or that everyone who applies will eventually leave you high and dry, that mindset will shape your actions - and your results.

Many shop owners carry baggage from past experiences. Maybe you had an A-level tech walk out unexpectedly... or an estimator who made more mistakes than you care to count. Those experiences can cast long shadows. It’s easy to let fear or frustration cloud your judgment and make you settle for the wrong person - or worse, convince yourself not to hire at all.

But here's the thing: every hire is a fresh opportunity. That person from five years ago doesn’t define the person standing in front of you today. The challenge - and the opportunity - is to evaluate each candidate based on what your shop truly needs right now, not past scars or fear of what might go wrong.

Know the Difference: Hiring vs. Recruiting

A lot of owners use these two terms interchangeably, but they’re not the same thing. Understanding the difference can help you approach the process more strategically.

Recruiting is all about attraction. It’s the process of finding, identifying and engaging potential candidates. It’s proactive. You’re reaching out, networking and building a pool of qualified people - even when you don’t have an immediate opening.

Hiring, on the other hand, comes later. It’s the process of selecting the right candidate from your pool, making an offer and bringing them onboard. It’s more reactive and usually done under pressure - like when someone quits unexpectedly.

Both are necessary. But too many shop owners wait until they need someone right now and that’s when the options are limited. Recruiting should be a continuous part of how you run your business.

So How Do You Do It Right?

Let’s break down proven strategies that shops around the country are using right now to win in a tight labor market:

1. Partner with Trade Schools & Vocational Programs

This one is a game-changer. Tech schools are full of trainable talent - and they’re looking for opportunities. Build relationships with instructors. Offer internships, sponsor student competitions, or donate tools. The goal is to become known as the shop that invests in the next generation.

Bonus tip: Show up. Speak at career days. Invite classes to tour your shop. The earlier you’re on a student’s radar, the more likely they’ll think of your shop first.

2. Create a Clear Apprentice-to-Technician Path

Young workers want to know they’re not just stepping into a dead-end job. They want to grow - and they want to know how they’ll get there.

Develop a structured 1–2-year program with clear milestones, wage progression and certifications. Offer I-CAR training, ASE support, and regular check-ins. Show them what success looks like at your shop and how they can get there.

3. Promote Your Workplace Culture

People don’t just leave a job for money - they leave for toxic environments. If you want to attract and keep good employees, you need to be intentional about the kind of workplace you’re running.

Highlight your team atmosphere, commitment to safety, flexible scheduling, clean shop conditions and investment in technology. Don’t just say it - show it. Post videos of your team, celebrate birthdays or wins on social media and give your shop personality. Culture is your secret weapon. Use it.

4. Use Social Media & Online Recruiting

Younger talent isn’t checking the newspaper classifieds or even Craigslist. And let’s face it… no one does. Everyone is online. They’re on Instagram, TikTok, Indeed and LinkedIn. If you’re already using these channels for marketing (like we talked about last month), use them for hiring, too.

Post short videos of your shop, interviews with your team, or day-in-the-life reels. Make your job postings clear and appealing - include wage ranges, benefits, training programs - and what makes your shop different. Transparency builds trust.

And a note here about using video. These should be personal, friendly and relatable. They do not have to be overly polished. In fact, depending on your message, it would be best if they were short and friendly videos shot quickly on your phone.

5. Offer Competitive Pay and Smart Benefits

Let’s be real—compensation matters. You don’t always need to be the highest-paying shop in town, but you do need to be competitive.

Check out what others in your area are offering on platforms like Indeed or Glassdoor. Then consider adding perks like:

Signing bonuses

Tool allowances

Training stipends

Paid certifications

Relocation support

Extra PTO or mental health days

Think of pay as a piece of your retention strategy, not just a cost to manage.

6. Invest in Ongoing Training & Certification

The best techs want to keep growing. They’re proud of their work and want to stay ahead of vehicle technology. If you want to retain them, support their growth.

Pay for certifications. Offer paid time off for training or create incentive programs tied to skill-building. When employees see that you’re willing to invest in their future, they’ll be more likely to invest their loyalty in you.

7. Leverage Your Network and Community

Sometimes the best candidates are closer than you think. A friend of a customer. A cousin of your parts rep. A former coworker of your painter. Put up a hiring sign in your waiting room. Post flyers at local coffee shops or community centers. Let your network know you’re always looking for good people. Be specific about the roles you need and the kind of person you’re looking for.

If you’re not actively asking, people won’t think to refer.

8. Use Employee Referrals - They Work

Your current team knows the industry. Chances are, they’ve worked with someone great in the past or have a friend looking to move.

Encourage referrals by offering a bonus - like $500 if a referral gets hired and stays for 90+ days. It’s a small investment for potentially high-quality hires who already come with built-in trust.

The Candidates Are Out There

Let’s bring it full-circle.

Your next great team member is out there - right now - looking for the right opportunity. The key is to believe that and then build a system to find and attract them.

It starts with your mindset. It grows with a strong culture, clear career paths and smart recruiting. And it pays off when you invest in your people and give them a reason to stay.

So stop waiting for the perfect resume to land in your inbox. Get out there, be proactive, and remember: Never stop recruiting.