By Rejean Lortie 

Without a strong culture, you’re recruiting for someone else. 

Hiring is one thing. Keeping the right people is another. When it comes to the next generation, the collision repair industry is no different from any other field: young workers have the same expectations as everywhere else. The difference lies in your culture, your leadership, and the experience you create in the shop every single day. 

Today, we no longer hire based solely on technical skills. Many young workers are looking for purpose, recognition, and a life that feels balanced and sustainable. They don’t want to “live to work” — they want to work to live better. 

The next generation is not looking for a perfect promise; they are looking for a consistent workplace. If your culture is clear and genuinely embodied every day, you won’t just attract applicants — you’ll retain people who truly want to build something with you. 

Things have changed 

Repair technologies are becoming increasingly complex, forcing shops to rethink their methods. The next generation has changed as well. 

Social media, constant information flow, and economic pressure have shaped new priorities. When choosing an employer, young workers evaluate the work atmosphere, leadership, and learning opportunities just as much as salary. 

From interview to conversation 

An interview is no longer an interrogation — it’s a conversation. And in that conversation, your values and company culture carry significant weight. During meetings with potential employees, go beyond their résumé and technical qualifications. Take an interest in attitude, behaviour, personal needs, and long-term goals — in other words, focus on character as much as capability. 

Why choose us? 

Choosing a shop today means choosing a way of working. A promise matters — but proof on the shop floor matters even more. 

At the heart of that culture is the business owner or manager. Strong leadership inspires people: setting clear expectations, fostering respect, showing appreciation, encouraging open communication, promoting autonomy, and creating real opportunities for growth and fulfillment. 

What you can do right now (3 actions) 

• Make your expectations visible: schedules, quality standards, shop rules, and “what truly matters.”  

• Structure the onboarding process: assign a mentor, create a 30-day plan, and schedule short weekly check-ins.  

• Recognize and develop your people: provide regular feedback, targeted training, and a clear growth path (apprentice → journeyman → leader). 

Photo by Kelly Sikkema