Find a Wrench

5 Tips for an Amazing Job Description for Mechanics

One of the great parts about owning and managing a job board (our platform) is that you’re able to see thousands of job descriptions come across your computer. While that might not sound all that exciting to most of you, it really is to us. It gives us a chance to check out what looks good and what, quite frankly, stinks.

The next installment of the GARAGE Plan blog centers around writing an AMAZING job description to help you understand what you can do to stand out.

First off, what do we mean when we say job description? We’re mostly talking about the job description or advertisement that is public facing and meant to attract interest to Technicians not currently working for you. If written well, it can also be a motivating tool for those Techs currently in your shop. Retention is becoming is as important as recruiting because you want to keep the people inside your shops happy.

However, this article is geared toward attracting top talent to your job and selling them on your shop (read our prior article on why selling them is necessary). The reason we feel the need to write about this is because it’s one of the more under utilized strategies you can find. Everybody puts a job description out but very few take the time needed to write an attractive one.

As discussed in our “Getting Organized” article, the very first thing you’re going to need is an understanding that there is a time investment required for those of you that want to do this right. Typically, job descriptions are written while in a rush to get somebody in the door. Much of the time, this leads into a quick interview process, which leads into a quick hire…which can quickly turn into regret. Not all the time but enough that I think most of you will understand what I’m talking about.

Once you understand that this is going to take more than the 5 minutes that are typically allotted to the process, the next step is to do some research. “How do I do that?” you may ask yourself. Great question! What I want you to do here is head out to a job board. The more job boards the better but probably good measure to go to the greatest job board on earth…!

Now, instead of looking at it from the viewpoint of an employer, browse jobs from the viewpoint of a Technician looking for a job. Which jobs look well done? Which jobs leave much to be desired? I can already hear multiple shop owners telling me that there are jobs that they thought about applying for themselves so they wouldn’t have to run their own shop anymore. To that I say, this is not what this exercise was meant for. In all seriousness, look for the jobs that make you want to click on the apply now button and try to emulate what they are writing, with your own spin of course. Print out the ones you like and specify why you like them. Use those as a guide to what you want to write.

From there, it’s time to get to the writing part. If you’re not good at writing or feel like your grammar is not up to par, enlist the help of somebody else. Spouses and children can actually be a great help in this regard. If possible, brain storm with somebody about what a good ad looks like. Be honest with yourself and maybe even run the ad by somebody that will be honest with you prior to making it public.

When writing the job description as an job advertisement, make sure to include elements that you find important. If diagnostics are important, be specific as to what you’re looking for. One thing we caution with this is that you must understand that the more specific you are, the less candidates you’re going to get. That can be both a good thing and a bad thing. Good in that it can weed out people that you’re not looking for but bad in that it can exclude some people that you’d like to talk with. Also important is that you view this from a sales perspective. If you’ve read any of our writing in the past, you’ll know that we like to point out that there has been a shift in leverage. In turn, it means your offering might not be as attractive as it had been in the past.

Lastly, make sure that you understand where you want to send them. Is it going to be required for them to have a resume? Keep in mind that not all great Techs have great resumes. In fact, the more passive the candidate (the ones not looking for jobs and lots of times who you’re trying to target) the less likely they are to have a resume. If we’re being honest, resumes are a pain in the ass to do, especially to people that aren’t use to doing them.

If you’re stuck in the “well, if they don’t have the time to do a resume, they don’t care enough about getting this job” crowd, make sure you make it easy for them to send a resume. Define why it’s important for them to send you a resume and where they should send it to. Better yet, don’t actually require a resume. This can open you up for wasting time on less qualified candidates but can also open you up to that gem that might not have been looking for a job. You really have to ask yourself how bad you want it in that scenario.

Overall, I can’t stress how important this is to the process. Make sure to take time to properly write your job description and let us know if you need any help!

Want to learn more about how to take your Technician recruiting game to the next level? Check out these articles for some great advice based off of what we see every day in the trenches.