According to the Institute of the Motor Industry, the automotive industry could face a 160,000 shortfall in skilled labour by 2031. Although the total number of jobs in the sector may decrease, the changing skill sets and growing exodus of talent could put the industry under even greater strain than ever.
ARC360 partner Gemini Accident Repairs has been a long-time advocate of apprentices, recognised again this year as one of the top 100 companies in the UK for developing new talent.
Here, we speak to Managing Director Dave Sargeant, who is also Chairman of AutoRaise, about the company’s commitment to developing the next generation, and how the industry can appeal to a wider demographic.
Can you briefly explain how Gemini is securing a pipeline of new talent?
Gemini uses several methods of sourcing strategies to secure new talent. From partnering with the AutoRaise charity, the UK industry charity that aims to solve the skills crisis by finding and recruiting new apprentices into the industry, to connecting with Nottingham College, using an in-house recruiter team to build a talent pool in addition to joining with some of the best recruitment agencies in the industry, we have a strong recruitment strategy.
From an apprenticeship perspective, Gemini ARC partners with Nottingham College, EMTEC, to source talent and recruit apprentices. EMTEC will carry out pre-screening assessments for applicants, and then suitable candidates are passed forward to Gemini ARC to interview.
Gemini also advertises at recruitment fayres, schools, and colleges to gain as much reach as possible as well as encouraging our current apprentices to speak with their friends.
What are your company’s long-term goals?
Gemini ARC’s long-term goal involves evolving and growing with new site locations, thus increasing our repair capacity and staff focus. We are currently recruiting 73 apprentices throughout the group, which equals 11.5% of the workforce. The goal is to always keep above 10% of the workforce on an apprenticeship or training programme to ensure we keep bringing in new talent and upskilling the workforce. We are very fond of ‘promotion from within.’
We back-fill Vehicle Damage Assessor and Multiskilled technician positions at all sites for when an apprentice is fully qualified and progresses to a permanent role. Similarly, when we open new sites we take on a minimum of three further apprentices to add to the programme. Some are looking at future training on our pathway to VDA courses.
We are also widening our training and development team capabilities by adding additional courses and investing in our people.
The drop-off rate of apprenticeships remains high – how does Gemini ensure apprentices remain engaged throughout the journey?
We hear this a lot, but Gemini has very little drop off regarding apprentices. I believe that to be because of the investment we have made into a strong training and development team.
It is well known within the industry that we invest in our apprentices and go the extra mile by hosting awards ceremonies and regular recognition of their achievements. This can make a difference to just offering a job pathway.
Apprentices are also fully aware of their journey. This includes a timeline for when they will reach pay increases and other benefits, when they will qualify and what career paths are open to them after that.
The Gemini programme is so considered and detailed that apprentices are aware of what is coming. They are also offered individual mentoring when they first join the programme.
What more can the wider industry do to appeal to the next generation?
The industry must start somewhere; listening to the likes of AutoRaise and actively taking apprentices and young people on will make all the difference, but you must be prepared to invest, teach, and develop people. I strongly believe the amount of young people that are interested in the industry far outweighs the numbers of actual apprenticeships and bodyshop placements available to them.
Is there too much onus on bodyshops to attract and train – can other stakeholders in the sector do more to future-proof the aftermarket?
I think it is and 80/20 split now; 80% is on the bodyshops because we require the staff and there is an aging workforce that needs replacing, but the other 20% of the industry must support bodyshops with the likes of levy funds.
How do you see the role of the bodyshop technician evolving in the next 2-5 years?
The role of a bodyshop technician will certainly be more technical and electronic based over the years. Over recent years there has been a need for EV training, and this will only evolve. There will be less manual and more automated methods of repair.
For us, the multi skilled technician is the way forward, and our apprentices undertake training on many aspects of repair functions, such as using ADAS technology.
Vehicle technology is evolving, and we must keep up with the times. For example, a painter will now need to understand radar cameras to be aware of the depth of the paint onto a bumper as part of a vehicle repair.
Will the skills of today be the same as tomorrow, and if not, what new skills do you think will become more relevant?
All in all, the skills of today will remain, such as panel alignment, panel repair and the standard paint process which has not changed. The electronics and combustion engines changing will obviously mean that there are mechanical and electronic changes to adapt to.
Also, the extensive accidents will reduce with car technology evolving but will lead to an increase in smaller repairs, but they will be more expensive and complex. However, this industry will always thrive, and car repairs will continually be required.
Are apprenticeships as they are now fit for purpose?
Yes, the multiskilled apprenticeship is most certainly. A multi-skilled apprentice learns all craft aspects of vehicle repair, including Mechanical, Electrical and Trim, Panel Repair and Replacement and Preparation and Paint. If anything, they risk being over skilled, overtaking that of a single skilled technician.
The bodywork has stayed the same for a long time and will remain the same, we’ll still need to be able to repair vehicles, but the technology in cars is massively advancing and that needs to be understood by all repairers.
We often hear experts advising to recruit people over skills – what sort of characteristics/personality traits do you think will suit a future repair centre?
It helps when someone has a real passion for cars, but so long as individuals present a positive attitude and have the willingness to learn they have the characteristics to make it. Like other roles they must show enthusiasm to the role.
What do you think is the sector’s most influential selling point?
There are several selling points. Firstly, the industry offers good pay and packages. The industry also can offer a career for life. I believe our sector can appeal to the younger generation as it offers a recession-proof career.
Not forgetting either that the car is also one of the most important purchases for someone, UK people are precious about them, and there will always be that requirement to ‘fix’ a car.
