Finding the right talent is currently one of the biggest challenges in the automotive industry. According to the report “Tempen på motorbranschen 2024” by Transportföretagen, the industry will need to recruit approximately 6,100 people by 2026 – with the greatest shortage among technicians and mechanics.
Fresh statistics from the Swedish Confederation of Enterprise (Svenskt Näringsliv) reinforce the picture:
- 75% of companies in the transport sector have tried to recruit in the past six months.
- 63% report that recruitment has been either very difficult or somewhat difficult.
Access the full report here: Recruitment Situation March 2025
However, there are solutions that can help you, as an employer in the automotive industry, attract and hire the right candidates. Here are three common recruitment challenges – and actionable tips to turn them into opportunities:
1. Struggling to Reach the Right Candidates
Like many other sectors, top candidates in the automotive industry are often passive – they’re not actively looking for a job. Instead, they need to be convinced why they should choose your company. An additional challenge is that graduates from automotive programs are among the most in-demand in the labor market. According to “Tempen på motorbranschen 2024”, 60% of students establish themselves in the workforce within one year after graduation, the highest rate among all vocational programs.
This shows that top candidates are out there – the challenge is ensuring your company reaches them first. This is where smart, targeted job advertising in the right channels becomes crucial.
Tip #1: Targeted Job Advertising
To reach passive candidates in the automotive industry, you must advertise in the channels where they actually spend their time. Social media is one of the most effective paths – but choosing the right platform is critical.
Want to recruit mechanics, service technicians, or workshop managers? Then it’s essential to understand where your target audience is active – and adjust your advertising strategy accordingly. Based on our experience, these channels work particularly well:
- Meta (Facebook and Instagram) – Two of the most effective platforms for reaching both passive and active candidates due to their large daily user base. Ideal for broad audiences aged 25–55. Great for building brand awareness and driving conversions.
- TikTok – An excellent channel for increasing awareness, especially among the younger generation, such as junior technicians and workshop staff just starting their careers.
- LinkedIn – A strong job-focused platform, particularly effective when combined with broader channels for harder-to-fill roles like leaders, workshop managers, and specialists.
Want a deeper insight into the best platforms for different roles? Read our complete guide: Which Social Media Channels Should You Recruit On?
2. Diversity and Inclusion – A Great Opportunity to Strengthen Your Employer Brand
The automotive sector is making important strides towards a more inclusive future. Many employers today recognize the opportunity to broaden their candidate pool by actively working with Employer Branding. Still, there’s enormous potential to strengthen your communication even further.
Tip #2: Active Employer Branding Work
An effective Employer Branding strategy doesn’t have to be complicated. Small changes – such as adjusting how you speak, highlighting diverse employees, and refining the messaging on your career page and job ads – can make a huge difference in how your workplace is perceived.
By working with inclusive messages, language, and visual content, you can attract a broader range of candidates and significantly strengthen your Employer Brand. If you also have multiple offices or workshops in different locations, you have a fantastic opportunity to enhance your local Employer Brand through place branding.
The key is to work long-term and continuously create authentic content that reflects your culture, values, and workplaces.
A great example is our collaboration with Vianor, where we helped them strengthen their Employer Brand and attract more female candidates to their workshops through targeted advertising and inclusive Employer Branding communication. The result? Higher engagement, more relevant applications – and a stronger, clearer Employer Brand!
Read the full case study here: How Vianor attracts female candidates with smart Recruitment Marketing
3. Long Recruitment Processes Result in Lost Candidates
As mentioned earlier, the demand for skilled candidates within the automotive industry is extremely high. This makes it even more crucial that your recruitment processes are fast and efficient. If the process takes too long, you risk losing top talent to competitors.
Tip #3: Streamline Your Processes with Smart Tools
By automating parts of your recruitment process – such as screening, candidate selection, interview scheduling, and communication – you can significantly shorten lead times and create a better candidate experience from first contact to hire.
With We Select Talent Software, you can:
- Build a career site that strengthens your Employer Brand and captures interested candidates.
- Manage all applications smoothly within a single system.
- Automate email communication to keep candidates updated quickly and efficiently throughout the process.
A fast, clear, and professional recruitment process not only reduces the risk of losing top candidates – it also strengthens your Employer Brand and positions your company as an attractive employer in the automotive sector.
Attract the Right Candidates in the Automotive Industry
Competition for top talent remains fierce – but with the right strategy, you can take the lead.
At We Select, we help many companies in the automotive industry strengthen their Employer Brand, reach the right candidates, and optimize their recruitment processes.
Book a free consultation and get tailored insights and tips for your recruitment needs!
