If you run a workshop, you already know the real problem.

It’s not just “not enough people”. It’s that the good techs have options.

And most of them won’t jump ship for a generic ad that says:

• “competitive pay”

• “great team culture”

• “immediate start”

They’ve seen it a thousand times.

What actually gets a good tech to pay attention

In my experience, techs lean towards workshops that feel:

• Organised (systems, parts, workflow)

• Honest (no bait-and-switch)

• Stable (good leadership, consistent hours)

• Well-equipped (tools, bays, support)

So your job is to show those things quickly.

The simplest content plan that works for workshops

If you’re in Brisbane, Sunshine Coast and surrounds, you can capture this in one shoot day:

• A 30–45 sec workshop walk-through (clean bays, tools, layout)

• A tech saying why they stay (raw, not scripted)

• The owner/service manager explaining expectations (what a good day looks like)

• Role visuals (diagnostics, inspections, repairs, handovers)

That’s enough to build trust.

A practical way to run ads (without getting too fancy)

You don’t need 20 campaigns. You need a simple sequence:

• Show the workshop (short clips)

• Explain the role (what the week looks like)

• Make it easy to raise a hand (short form + quick call)

And yes, you can still run Seek at the same time. This just gives you another lane.

Workshop hiring mistakes I see all the time

• Waiting weeks to call applicants

• Hiding the tough parts of the role (then losing people in week two)

• Posting one ad and hoping it “finds the right person”

If you want to hire better automotive technicians without relying on Seek alone, book a 15-minute discovery call with Good Crew Media.

We’ll help you pull out what makes your workshop a good place to work, film the proof, and build a simple campaign that brings in quality applicants.