A clip from the YouTube episode “Out of the Box Hiring Ideas” (Chris Collins et al.) in which caller Paul Walker describes a salon practice: apprentices must recruit their own replacements when they move up. Hosts discuss whether that model could transfer to automotive quick-lube/technician hiring—noting it could pressure advancing techs, would require a strong dealership culture and high-performing role models, and may be difficult given high turnover. The episode includes practical CTAs (subscribe, a phone line for questions, and an offers URL).
Questions this video answers
8333-ASK SDR
offers.chriscollinsInc.com
Over 50% turnover in the first two years
Chapters
Hey, Chris, Paul Walker here. I just got done listening to the episode with Steve Hamrey from Lithia Motor Group. And my fiance is a hairstylist. And what they do in the salon she works at is they have associates which would basically be an apprentice. And when that associate is ready to move from an apprentice role into a full service stylus role, basically they have to recruit their replacement. So, you know, you get that lube tech that you want to move out of the service, out of the lube bay and maybe a C tech role or something, you know, he's going to be more relatable. These kids that are in tech school be more, you know, have the same common interests and, you know, he could replace himself and then you would take that step of recruiting out. So not really a question, just more of a statement.
Just, just stumbled upon your show recently and really love it. You guys put out some really great content, especially for free. Knowing what she's going through in the stylist world and the hair salon world, you know, you guys put up more stuff than they do.
Yeah. So it, well, his, his, it's a statement question, but he's saying that in, in the salon world they will.
They will hire entry level apprentices. And in order to move up and be a stylist with your own station and all that, you also have to recruit in somebody to replace you as an apprentice.
Oh, wow.
And with the shortage of technicians, that seems like a really hard thing to expect. Quick lube techs to recruit somebody. But it also, I don't know, we've never tried it. So I, I was wondering what you thought of that from your perspective.
I mean, it's not a bad idea. It does put a little more pressure on that actual tech that wants to move up with, besides the work stress now that they have to go out and find somebody that wants to take their spot and you know, I guess sucker them in is not the right.
Word, but sucker them in is the right word.
That's exactly the right word.
Fair judgment.
Yeah, I think it would.
It's a great idea, Paul.
I think it would be interesting to try it. I think that the culture at the.
Dealership would have to be really strong.
And you'd have to have an environment of performance with a lot of talented.
Techs because those younger kids coming in need role models to look up to. And then if they aspire to be.
Like those role models and those role models are high paid, very efficient technicians.
It would be worth it.
But I think in a lot of.
Shops, they don't look up to those.
Other techs that much because they're not that high performing and they're not making that much money.
So there's, you know, in an industry.
That faces over 50% turnover in the.
First two years with quick lube techs.
Coming in, it's, you know, it's a hard, hard situation.
But I love the, the idea and.
I just, you know, I also love learning about other industries and how salons or restaurants or anybody does anything.
Thanks so much for watching this clip of Service Driving Revolution. We're uploading new stuff, so make sure you subscribe and click the bell icon so you don't miss out. If you have a question you'd like us to answer on the show, call 8333-ASK SDR and we'll answer your question on the show. That's 8333-ASK SDR. For special deals on our books and training, head over to offers.chriscollinsinc.com that's offers.chriscollinsInc.com I'm Chris Collins and I'll see you in the next video.
