Strategies for overcoming the engine machinist shortage
By Rob Munro
It’s no secret that finding good people to train as engine builders right now is not an easy task. The automotive industry is facing a significant challenge: a shortage of skilled technicians. This shortage is not only affecting repair shops and dealerships but also has broader implications for the engine-building industry. With the lack of interest from younger generations, an aging workforce, and negative industry perception, it all sounds like doom and gloom, right? WRONG!
First, let’s investigate some of the reasons behind this shortage and its potential impact.
There is a declining interest among younger generations in pursuing careers as automotive machinists. High school graduates today are more inclined towards cleaner, better-paying, and more prestigious jobs.
Read this article with all images in the digital issue of Engine Professional magazine https://engineprofessional.com/2025EPQ2/#p=68
The automotive industry workforce is aging, with many experienced professionals nearing retirement. The average age of an automotive technician in the U.S. is over 40, with many in their 50s and 60s. As these technicians retire, they take decades of knowledge and experience with them, creating a void that is difficult to fill. Have a look around the machine shop; these numbers also apply to us.
There is a lack of adequate hands-on training opportunities for aspiring engine builders. Apprenticeship programs are few and far between, and those that exist often suffer from poor mentorship and limited advancement opportunities. This makes it challenging for new recruits to gain the skills and experience needed to succeed in the industry.
The automotive industry is still perceived as a “dirty” and unprofessional career by society. This negative perception deters many potential technicians from entering the field. Additionally, the rapid advancement of engine technology means that machinists need to stay up to date with new developments, which can be daunting for those considering a career in the industry.
Now, I’m not going to tell you that I have all the answers to help turn this shortage around. But I may be able to offer you some strategies that can help attract good people. As a shop owner, you’re forced to take this issue into your own hands and fill the void any way you can. You may not be able to make an impact on what’s happening in our industry just yet, but you can certainly make an impact on how your shop is perceived.
Have you ever noticed that some shops have staff and machinists that have been working for them for over 10 years, or when you read their social media comments or Google reviews, there are people saying that they would love to work with them and would be willing to relocate to do so? This isn’t just luck; they’ve worked hard to create a supportive and respectful atmosphere where employees feel valued as well as embracing modern technology to get their message out there.
Let’s look at a few ideas to make sure we are doing everything we can to get the message out there that this industry is rocking! Also, what are some shops doing to attract good help?
Some shops are supporting new hires by offering tools, making it easier for them to get started and perform their tasks effectively. Highlight the tool incentive in your job posting to attract candidates. Make sure to clearly describe the details of the incentive and how it benefits the new hire. For example, you might write something like: “We are offering a competitive tool allowance to support your work from day one!”
Work-Life Balance, get used to this term. This means more to younger engine builders than how much they will make. They may need flexible work hours and an understanding of the importance of personal time. Support health and wellness by offering programs such as gym memberships or mental health resources. Many don’t realize that often their health insurance offers incentives to be active and healthy and are included in some programs. By promoting a healthy lifestyle among employees, you will be rewarded with fewer injuries and sick days.
Providing better education and training opportunities is essential. This includes establishing robust apprenticeship programs with experienced mentors. Enhanced skills and knowledge can lead to better job performance, which may be rewarded with pay increases. The AERA Cylinder Head and Engine Machinist Certification is a must for engine builders. Techs who are certified make better money, are more productive, and have fewer comebacks.
Limited career advancement is a big problem for a lot of our shops because of their size. Many machinists feel that there are limited opportunities for career growth and advancement within our field, prompting them to seek better opportunities elsewhere. Creating clear career advancement paths can motivate techs to stay with you for the long haul. These are the same folks that may own your shop one day when you retire. Keep them engaged with opportunities for specialization in areas like diagnostics and advanced repair techniques. Offer continuous education and professional development programs, and leadership and management training for those interested in moving up the ladder. Bring them with you to an AERA Tech & Skills Regional Conference or to EPIC at the PRI show; these events are the professional development everyone can benefit from.
Creating a positive and supportive work environment will not only help retain your crew, but it will also help you attract more when needed. This involves encouraging teamwork and collaboration, providing a safe and clean working environment, and recognizing and rewarding hard work and achievements. Let’s face it, social media has changed how we perceive just about everything. If your shop is clean, well-lit, and looks modern, that is the first step in promoting yourself. You can be assured that anyone that is looking to work for you has already done a Google search to check you out.
I can’t emphasize enough, your shop needs to be promoting itself on social media platforms like Facebook, Instagram, and YouTube. Today’s smartphones have made this a very easy process. Most folks have never set foot in an automotive machine shop before and are using these channels to look at your shop.
By improving the perception of the industry, enhancing education and training opportunities, increasing compensation, promoting career advancement, engaging in technology, and fostering a positive work environment, your shop can attract and retain skilled technicians. Highlighting the technological advancements in the field and showcasing it as a respectable and skilled profession will attract more young people. It’s up to you!
Read this article with all images in the digital issue of Engine Professional magazine https://engineprofessional.com/2025EPQ2/#p=68