APRIL 2023 AFTERMARKET 11 Universal Credit but the net effect on household income may well be negative and it transfers the benefit from the household to the child.” Graham added: “There is, therefore, a disincentive for young people from disadvantaged backgrounds to pursue the apprenticeship path. If apprentices were treated in the same way as young people in education or training it could have a transformative effect.” Unfortunate truth Kevan Wooden, Chief Commercial Officer at LKQ Euro Car Parts observed: “Much ink has been spilled exploring the skills shortage affecting the aftermarket, and the key reasons underpinning its existence. Whether it’s down to the lack of viable routes into the sector, the comparatively low rate of pay for apprentices or the absence of government support, the stark reality is that, according to the IMI, there are 23,000 job vacancies in the sector. This constitutes 4% of the total workforce and is continuing to rise year on year. The sector has a problem attracting young people, and women in particular. Only 1% of the industry’s workforce is female. Even a modest increase here would have a big impact on the overall size of the talent pool. Whether to young men or young women, and from all backgrounds, we need to continue to promote the breadth and excitement of roles in this great industry.” Kevan continued: “While boosting the sector’s curb appeal is a priority, the path for those beginning their journey through training isn’t smooth, and many have no option other than to drop out before their careers begin. I spoke to someone from a vocational college who told me that every year, about three quarters of his students left the course because the college couldn’t secure the work experience or apprenticeship opportunities they needed to gain their qualifications. Fixing this disconnect between educators and garages and bodyshops would clearly have a very immediate and tangible impact on the pipeline of talent entering the sector. Taking on work experience or apprenticeships can be time-intensive and expensive, especially as training must be kept current so students learn how to work with the latest vehicle technology. The risk of failure at the end of it all can make it feel a huge and unnecessary gamble. This is especially the case given the current market context – inflation is impacting both garages’ margins and customers’ pockets, meaning that it is hardly the time to be taking un-costed risks.” Kevan added: “The unfortunate truth is that – much like in many other sectors – the aftermarket needs more support. And this doesn’t just apply to the government – at one level there is a matchmaking job to be done, too. Connecting small garages with busy colleges isn’t always straightforward, even when there is willingness on both sides. But it is an issue that we in the industry, with both the resources and willingness to collaborate, need to help fix.” Strategies The sector needs to attract people, including those it has previously not seemed like a good option for. It also needs to stem the flow out of the industry. Simon King, Managing Director of Autotech Recruit believes many of the issues around staffing can be overcome through applying new methods and technology to attract talent: “For the automotive industry, retention has been a problem for some time and attracting the right talent is an ongoing issue. We are starting to see salaries rise, particularly for vehicle technicians, and, whilst this does put additional pressure on employers, it is incredibly positive and long overdue. As the saying goes, ‘money talks’, but people, especially those with sought after skills, recognise their worth and the industry needs to keep up with new technology, while exploring all potential avenues, to ensure they attract and keep hold of the right people. “Last year was a candidate’s market and 2023 is likely to follow suit. People are seeking a greater level of flexibility and employment on their own terms. If they don’t get it in their current job, they are very likely to look elsewhere, and retention rates have become a real problem for most organisations. “According to the Future World of Work Report 2023, the structure of the UK workforce is changing profoundly. Flexibility is the key driver of this change, and 65% of businesses surveyed revealed they understood the need to play the ‘flexibility game’ to attract the right people as it opens them up to a much wider pool of talent. But flexibility isn’t a one size fits all solution, and of course, for the automotive industry, working from
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