Aftermarket October 2022

OCTOBER 2022 AFTERMARKET 11 www.aftermarketonline.net The changing face of the sector may provide an answer: “The next generation of vehicle technicians will need strong engineering and technological abilities to excel within the sector and it is the younger, school or college leaving generation, with their online culture and communication habits, who will play an integral role within this future as vehicles become more technical and digitalised. We need to be better at selling ourselves and the current and future technical vehicle advancements to appeal to younger people. Gavin added: “It’s imperative that we act now and spearhead change, from getting better at selling ourselves as an industry, increasing pay and training paths, to thinking outside the box and widening the net to attract and retain a new generation of talent.” Experience According to Glen Shepherd, Director of sector recruitment specialists Glen Callum Associates, one answer might be to look to bring some wider experience into the industry: “With technology constantly evolving and modern vehicles becoming more advanced than ever before, there are countless exciting and prosperous opportunities to thrive in the automotive aftermarket, not only for entrance into the sector from those starting their careers, but also for those who have worked in allied sectors. As there is also a skills gap for experienced staff, as an industry, we need to work together to ensure we fill the shoes of those that are retiring with candidates who can hit the ground running. “One key thing to consider is transferable skills. The talent pool stretches far beyond the automotive aftermarket, and by utilising the skills and experience candidates have earned and refined in other sectors, there is a real opportunity to futureproof the sector. It is therefore crucial that the supply chain continues to actively engage with candidates and employers to ensure they keep an open mind and can harness the potential on offer. “This brings about other benefits too, as the knowledge brought into the sector can be passed onto those starting their career, as they look to progress and become the next generation of aftermarket specialists. By utilising the services offered by specialist recruiters, this engagement with potential candidates can be maintained, as the recruiter is able to have the conversations with those in other sectors, highlighting the opportunities available in the automotive industry. “An essential part of the process is for the recruiter to brainstorm with employers on the skills and attributes required for each role. They are then able to match these needs to the skills and attributes that staff already possess in other industries. Ultimately, it’s important to identify what is required for the role, and therefore employers should be asking the key questions such as what are the key skills, what skills, experience or attributes are needed now, and what can be developed through training? By encouraging employers to consider taking on board an employee who can grow into the role, rather than just expecting staff to have all the skills at the outset, then we can ensure we, as a sector, remain ahead of the curve and help to plug the skills gap. Training and development are key here, and also have the added value of demonstrating to employees that their employer is investing in their career and views them as an essential part of the company’s – and sector’s – future. “To help attract talent into the industry, specialist recruitment companies can tap into exactly what the company, sector and role offers, making sure they can recognise and emphasise the positives that each company can give to an employee.” Glen added: “Some companies have professional development schemes, mentoring schemes, training or can offer opportunities for those who have already found success in another industry and want a new challenge and to utilise these ideas or skills learnt in other sectors.” Affecting change Perhaps we also need to look at our sector with fresh eyes. As IAAF CEO Mark Field observed: “In affecting change, IAAF has sought to open up the wider industry to schools, colleges and universities. We have a whole supply chain in motor factors, distributors, suppliers and manufacturers who want to promote themselves and the wider businesses to potential new entrants. As we do look deeper into the market, we have been able to go to universities and show the very widespread roles and careers automotive aftermarket businesses offer, from sales and marketing to supply chain and procurement and many more.” He concluded: “Working in the automotive aftermarket is much more varied than people believe and we have a responsibility in the industry to promote this fact. The entry level for a person leaving education can be in any business in the automotive aftermarket supply chain, we are not governed by where people should start. We have to promote careers not jobs, futures not short-termism and embrace new and diverse ideas.” www.aftermarketonline.net Above: Specialist recruitment companies can help to attract talent into the industry