Clark: How fleets can build a strong diesel technician team in 2025

The trucking industry often focuses on the driver shortage, but there’s another challenge that can bring operations to a halt—the diesel technician shortage. Without skilled technicians to keep trucks road-ready, even the best drivers can’t deliver.

According to a recent American Transportation Research Institute (ATRI) report, the diesel technician shortage is significant: "65.5 percent of shops were understaffed in 2025 with an average of 19.3 percent of positions unfilled." This is likely going to be an uphill battle for some time as the Bureau of Labor Statistics (BLS) Occupational Outlook Handbook projects more than 26,000 job openings for diesel technicians and mechanics each year from 2024 to 2034. Yet trade schools only supply about 10,000 candidates each year.

This kind of shortfall means many fleets need to not only retain the technicians they currently employ but also recruit new graduates entering the job market and experienced technicians seeking new opportunities.

8 strategies fleets can undertake to attract and retain talent

1. Position it as a career, not just a job

Technicians want growth, not dead ends. Highlight advancement opportunities, structured training, and certifications. Consider sponsoring courses or offering tuition reimbursement. Share real stories of techs who moved into leadership roles; this resonates with younger candidates seeking stability and purpose.

2. Competitive compensation still counts

Pay matters, but so do benefits. Benchmark against competitors and tailor packages to experience. Beyond salary, think health coverage, retirement plans, tool allowances, and even sign-on bonuses. These perks can tip the scales for candidates comparing offers.

3. Showcase technology

Today’s technicians aren’t just wrench-turners; they’re tech-savvy problem solvers. Promote your investment in diagnostic software, advanced tools, and telematics. Use visuals and videos to show the modern, high-tech environment they’ll work in.

4. Flexibility wins

Work-life balance is a priority for younger workers. Flexible shifts, compressed workweeks, or predictable scheduling can make your offer stand out. Highlight these options in job postings and interviews.

5. Streamline the application process

A clunky application process can cost you talent. Simplify online forms, enable mobile-friendly submissions, and communicate promptly. Automated status updates and personal outreach show respect for candidates’ time.

6. Optimize your digital presence

Your website and social media are your recruiting storefront. Share behind-the-scenes content, employee testimonials, and career paths. Make sure your careers page is easy to navigate and reflects your company culture.

7. Leverage employee referrals

Your team knows the industry. Incentivize referrals with bonuses or recognition programs. A trusted recommendation often leads to a better cultural fit and higher retention.

8. Partner with schools and training programs

Build relationships with vocational schools and offer internships or apprenticeships. Attend career fairs, provide guest speakers, and donate equipment. These efforts position your company as a leader in workforce development.

Complexity makes the situation even more concerning

As trucks become more complex, the need for skilled technicians grows exponentially. By implementing the strategies listed above, fleets can secure the talent they need to keep operations running smoothly.