The apprenticeship gap: What happens when we do not train the next generation?
Across Canada’s auto care sector, the labour shortage is a persistent headline. Shops are stretched thin, experienced technicians are overloaded, and the pipeline of qualified talent is trickling instead of flowing.
While it is critical to acknowledge the skills gap rather than ignore it, it is equally important to build the bridge to close it actively. This can be achieved through deliberate mentorship, consistent training investments, and a compelling invitation for Generation Z to see the trades as a first-choice career suited to many.
What happens when we do not act?
The cost of inaction is not always immediate, but it builds fast. Every retirement without an apprentice ready to step up means years of hard-earned expertise leaving the industry. The work left behind stretches the remaining team thinner, leading to longer wait times, reduced capacity, and missed opportunities.
Technology also does not wait for us to catch up. Electrification, advanced driver assistance systems (ADAS) calibration, and new repair materials are changing the job. Without a workforce ready to work on modern systems, innovation stalls, and customers will inevitably start looking elsewhere. Over time, the skills gap is not just an industry problem but a business survival problem.
The power of mentorship
There is a difference between hiring a young automotive service technician and truly developing one. Real mentorship goes beyond assigning tasks; it is about:
- Transferring judgment, craft, and confidence
- Letting apprentices dive into a task while still having a safety net
- Creating an environment where they can ask questions without worrying about looking inexperienced
- Showing them that this work is more than just a job, but a career with depth, skill, and opportunities for growth.
Mentorship is also reciprocal. Experienced automotive service technicians often rediscover their enthusiasm when they see a beginner’s excitement. Passing on knowledge is a reminder of why they started in the first place.
Training is an investment, not a cost
Businesses that treat training as an optional expense are setting themselves up for a future talent crisis. Whether through partnerships with local colleges, manufacturer courses, or internal skill-sharing, continuous learning keeps teams sharp and competitive.
Training should not only be about meeting today’s needs, but also anticipating tomorrow’s. Making time for structured learning, even when the schedule is tight, ensures that when new technology rolls in, your team is ready. The return on that investment shows up in faster diagnosis, better quality repairs, and employees who stay because they feel valued.
Making the trades a first choice for new generations
Generation Z is stepping into the workforce with different expectations than previous generations. They want to see technology in action, understand their career path, and feel that their work matters. Fortunately, the auto care sector can offer all of that.
That means showing them the modern, high-tech side of the trade: advanced diagnostics, precision repairs, and the satisfaction of solving problems others cannot. It means making the stability and mobility of this career clear, from apprentice to master technician to business owner. And it means meeting them where they are, both online and in person, with honest, engaging messages about what a future in the trades really looks like.
Owning the solution
Closing the apprenticeship gap will not happen by accident. It requires employers, educators, and industry associations to work together with urgency and purpose. We must actively mentor, commit to training, and ensure the next generation knows there is a place for them here.