The automotive industry is facing a critical challenge: a growing skills gap. With an aging workforce and seasoned technicians retiring, the shortage of skilled entry-level workers is becoming more apparent. Fewer young people are entering the field. The demand for specialized skills is surging.
Smart businesses are addressing this NOW—before the shortage becomes an even greater threat to operations and customer satisfaction. Attracting Gen Z talent isn’t just about offering competitive pay. It’s about meeting their unique needs and providing sincere opportunities for growth, allowing you to develop the skilled technicians your specific business needs (and keep them around).
Bridging the Gap: Understanding and Attracting Gen Z
Digital Natives
Gen Z grew up with smartphones, apps, and instant connectivity. They expect technology to play a central role in their work environment. Outdated systems or repetitive manual processes can quickly lead to disengagement, increasing the risk of their departure.
Actionable Tip: Incorporate exposure to tech tools early.
- Explain and show platforms used in daily operations.
- Use digital communication channels, workflow automation, and virtual training sessions. Align where possible with their expectations.
Hands-On Learners
Gen Z excels when they learn by doing. 51% of Gen Z employees learn best through guided hands-on experiences. They want to see the outcomes of their personal work, which builds confidence and creates a stronger connection to their role.
Actionable Tip: Provide technical mentorship or apprenticeship opportunities.
- Experienced technicians can lead by example, guiding mentees through basics of hands-on tasks.
- Use a system to track skills, task repetitions, and competencies. Showcase certifications.
Immediate Feedback
Studies show that Gen Z values instant feedback. Don’t wait! They want to measure their progress. They want clarity on what they’re doing well and where they can improve—right now, not at the next far-off quarterly review.
Actionable Tip: Mentors offer regular, constructive feedback at task conclusion.
- Set up short regular weekly check-ins to discuss progress and recognize contributions.
- Use digital tracking tools, like Mentor Mentee, for instantaneous feedback on performance and task repetitions.
Purpose and Meaning
This generation wants to know their work matters. They have been taught to seek roles that align with larger goals, like improving sustainability or contributing to safety in the automotive industry.
Actionable Tip: Communicate the impact of their work like career tech instructors.
- Explain and show how new tech’s efforts contribute to customer satisfaction, safety or environmental responsibility.
- Use real-world examples of how their work directly contributes to the company, customers, and industry.
Act Now
The automotive industry, and your business in particular, can’t risk missing out on attracting and training Gen Z talent. Without taking action now, the gap between the skills needed and the available workforce will only grow wider, leaving businesses struggling to fill critical roles.
Incorporate strategies that attract Gen Z. Study their values—like hands-on learning, technology integration, real-time feedback, and meaningful work—strive to create an environment that draws top talent and KEEPS them.
Ready to attract the next generation of skilled technicians? Explore how our mentoring management system can help you connect with and engage Gen Z talent before others do.