If you’re in the automotive industry and want to better understand how to find and keep the best talent in your rapidly evolving sector, then this article is for you.
Firstly, we must understand the current recruitment landscape
To both find and retain the best of the best we must know where we’re starting from.
According to the Institute of the Motor Industry (IMI) 2024 report, there are around 23,000 vacancies in the automotive sector, with the vacancy rate stagnating at 4.3, 43% above the all-industry average of 3.
How automotive technology has altered what is needed from talent in this sector cannot be ignored. Specifically, the shift toward electric vehicles has fundamentally altered the relationship with the components that power them.
This is reflected in the type of job postings that are out there. The IMI’s report finds that just over half of all job postings look for technicians, mechanics, and electricians, highlighting a real need for skilled labourers.
Assessing the impact of technology on skill requirements
The way people, both those behind the wheel and under the bonnet, interact with cars has changed forever. Self-driving cars, electric vehicles, and increased connectivity mean people in the automotive industry need to have new skills.
Artificial intelligence, for example, is reshaping day-to-day tasks. Technology such as auto repair software offers insights that a person could not have spotted. In fact, over half of the UK automotive industry is now using AI for machine vision, unlocking greater levels of productivity and accuracy in even the more complex of cases.
While employees need to be proficient in these skills, businesses must have plans in place to upskill existing teams to keep up with these technological advancements.
Ways to attract skilled professionals
Attracting the best talent goes beyond just offering the right level of financial compensation. The very fact that the best of the best have their pick of jobs means a strong job package, including a good salary, is needed to appeal to the right people.
The need to make it more appealing can be justified with an Autotech Group report, which found that only 39% of people in the industry would support their children pursuing the same career.
To make it more appealing, there need to be greater opportunities to progress and develop professionally. The type of place in which people work can be overlooked too. Fostering an inclusive workplace culture and making the Monday to Friday environment a pleasant place to work goes a long way.
Using tech to make recruitment a streamlined process
An efficient, prompt recruitment process ensures that top talent is always aware of where they are in the hiring pipeline.
Yet again, it's another differentiator that you can implement which makes you look like a great place to work. You can use technology to automate laborious admin tasks and offer a range of interview dates and times without needing exhaustive email chains, all of which ensures your candidates don’t lose interest or get hired by a competitor.
Retaining existing talent with training and development
While hiring top talent is very important, it would be neglectful not to consider your existing workforce. The industry is rapidly developing, as we’ve seen, so offering clear promotion paths and ways for team members to develop professionally keeps existing employees motivated and engaged. All this can also reduce employee turnover.
To meet upskilling demands, initiatives such as the European Battery Academy have been introduced. Its goal, when launched in 2022, was to reskill 800,000 industry workers by the end of 2025 to ensure that workers can fully develop and rise to the challenges presented by technological developments.
How changes in compliance impact workforce planning
As governments change compliance, talent gains greater flexibility, and new targets aim to reduce carbon footprints, workforce planning and compliance will be directly affected.
Automotive businesses will need to stay informed and adapt their recruitment processes to keep within changing laws and remain competitive.
An example of such a change is the Zero Emission Vehicle Mandate, which commits to all new car and van sales being made up of zero-emission vehicles by 2035. This drastic shift will not impact the needs of businesses when they recruit and train going forward.
Address all these areas to stay competitive
Finding, keeping, and upskilling talent in the automotive industry is a challenge made more so by the rise in technology and changes in global legislation.
However, by addressing the areas mentioned here, businesses can implement a solid, long-term approach to finding the best talent.
