So, if you were hiring....

Since it is a transitional vocation, market it as such.

An ongoing cable TV campaign on the "grease monkey" shows showing how great a stepping stone it can be from a minimum wage job to a full blown certified tech position might be the ticket.

Can you become the first name that comes to mind when people think "a step up from minimum"?

One of the things I had to accept when I owned a coffee shop was that the nature of the business was transitional employees. I kept wanting to hire people who would stay. When I figured out the problem was me, I had an easier time giving the transitional employees what they needed (a good transition), and they loved working for me. (They still didn't stay long)

chandlerGTi wrote: My issue is more getting applicants than hiring... average tech tenure is 2 years, shift leader tenure is about 3 yrs, cashiers tenure currently is 4.5 years, managers are currently 9 yrs, 10 yrs, 10 yrs and 16 yrs. My ads say that we drug test; because, we do. It's a urine drop test and you can study for the test.

This suggests to me that there aren't a lot of chances for professional growth. Your managers never move on and leave a vacancy.

In reply to DaveEstey:

I agree with Dave, but that may be the nature of what you are dealing with.

You could offer individuals the opportunity for growth by helping them get their ASE Master Tech certifications, with the understanding that they will probably move on.

So, for an employee with 6 months experience, the company could offer 25% of the cost of classes. After 1 year, 50%. After 3 years, 100%.

This would give techs a reason to stay longer than 2 years, and communicate to them that you care about their self-improvement.

They may choose to stay, because the company cares.

Or they may choose to move on. But maybe they will then offer referrals to their friends, and continue to refer customers to you for oil changes, while they are doing engine work at the next place of employment.

That looks odder than it is, we move people around quite a bit. Two Of my managers started as cashiers, one was a tire tech. Transferred quite a few to other locations as managers in training or salary management jobs. Surprising to me how few people go for management positions when available. I have one salary and one hourly open now...

In reply to chandlerGTi:

Do you have any shops in the Raleigh NC area? I'd be interested.

Ha, Burlington/Haw River area.

Yea I dunno, sounds like you've got a good thing going. I might not be interested in such a job at this point in my life, but just for reference, where are your locations?

Have you approached your local National Guard/Reserve units? There may be folks there who are underemployed and looking for something on the civilian side.

Where I work our application process is such a PITA that I imagine we lose quite a few good people who look at the hurdle of getting hired and decide not to try (dumb because our jobs have the best benefits ever).

I'm not a lot of help. The 6% 401k match is generous!