The labor market is tight, especially for skilled technicians in automotive service and heavy-duty diesel. Demand far outpaces supply, leaving dealer groups, fleets, and independent service centers struggling with empty bays and incomplete jobs.
What we’re facing isn’t just a talent shortage; it’s a labor crisis. But as the saying goes: in every crisis lies opportunity.
The numbers speak for themselves. The Bureau of Labor Statistics projects 76,000 new automotive technicians will be needed every year for the next decade. TechForce Foundation estimates demand across auto and diesel will reach nearly 800,000 by 2025.
And yet, 70% of technicians say their shop doesn’t provide a clear career path, while 72% say shops don’t do a good job of teaching new hires or rewarding mentors. The result? Turnover, frustration, and slower shop throughput.
This isn’t just about finding talent, it’s about how you train and keep it.
Employers often rely on career and technical schools to churn out “shop-ready” technicians. But let’s face it, that’s a pipe dream. Fresh grads bring theoretical knowledge, but they usually lack the repetitions and workplace nuances needed to perform at a high level from day one.
That’s why in-house technician training programs are becoming essential:
Training internally allows service teams to grow technicians that fit their shop culture and performance standards. That’s not just good for productivity, it drives retention. Technicians who see a clear career path stay longer.
Technology in vehicles changes constantly. In-house programs give you the flexibility to adapt training to match your evolving needs, whether that’s EV diagnostics, diesel emissions systems, or specialized OEM requirements.
The most effective way to develop new technicians is pairing them with seasoned pros. Mentorship allows for real-time feedback, accountability, and hands-on repetitions that no classroom can match.
Without structure, though, mentorship can be inconsistent – relying on good intentions rather than measurable outcomes. That’s where the right system matters.
Mentor Mentee turns in-house training into a scalable system. Here’s how:
Custom skill sets that outline skills and track repetitions until competency is reached.
Real-time accountability and feedback, so new technicians stay on track.
Career path visibility, giving younger technicians the clarity they need to stay.
Recognition for mentors, rewarding experienced technicians for their role in growing the next generation.
Data-driven insights for managers, showing exactly where skills stand and what’s needed to boost productivity.
Instead of hoping schools produce “shop-ready” employees, Mentor Mentee helps you build them in-house – aligned with your standards, your culture, and your long-term growth.
The technician shortage isn’t going away anytime soon. But service leaders who invest in structured in-house training aren’t just surviving the labor crisis, they’re turning it into a competitive advantage.
With platforms like Mentor Mentee, dealer groups, service centers, and diesel fleets can close the skills gap, speed up technician development, and create stronger, more reliable teams.
👉 Ready to build in-house training that sticks? Visit our ROI Calculator and see the impact structured mentoring can have on your business.