Tips for Hiring Automotive Electricians in 2020

An auto electrician is vital to the manufacturing process of automotives. They are specialized technicians that are able to work on automotive electrical systems. They are part of installing the car wiring system, diagnosing the electrical system issues, and repairing faulty electrical parts of passenger vehicles, business vehicles, commercial trucks, and agricultural equipment.

Interviewing for the automotive technician and electrician position requires the candidate to display their advanced knowledge of modern automotive technology and automotive electrical systems. They should be able to solve complex wiring problems and follow schematics in order to be able to help design assembly systems when necessary.

Automotive Electrician Interview Questions

How would you design an electrical system schematic for assembly line production?

Reveals the candidates previous work history, passion for the industry, and understanding of what’s required of the role.

What diagnostic tools would you use to diagnose problems with a vehicle’s internal wiring system?

Helps display the candidates prior work experience and knowledge of the job.

How can you simplify complex information to engineers?

Shows the candidates ability to plan complex requirements for other engineers.

What is the most complex wiring system you have assembled or designed?

Reveals more about the candidates work history and their prior knowledge of automotive requirements.

How do you manage your time and where should other automotive electricians focus their efforts?

Reveals their ability to lead themselves as well as other team members.

Hiring Tips

Hiring for the automotive electrician role is similar to hiring for any engineer. You should test the candidates ability to follow system design and display the ability to reduce complex information schematics down to deliverables. They should simplify problems, not create new ones.

As you interview the candidate, you should be aware of any signs that the candidate doesn’t have enough hands-on experience. This could be a lack of storytelling that specifies which systems or experiences they have been part of. And using that as a way of answering your interview questions with more precision.

They should have a firm understanding of how to conduct themselves professionally as well. In many instances, they may need to interact with other assembly line teams or engineering teams. You should be looking for:

  • Good communication and active-listening skills. Did the candidate send you a thank-you email after your interview? That’s a good sign if they did.
  • Does the candidate have a long history of work examples in portfolio fashion? Or letters of recommendation by previous employers that support their abilities to execute? Candidates without these assets often don’t have the prior experience they are alluding to.
  • Are they able to articulate their responses to complicated questions in terse, impactful ways? Candidates who lack the ability to communicate in this fashion may not have led a team previously.

Be sure the candidate interviews with at least 3-5 other active team members. Divide up each remember with a part of the qualities or competencies that the position requires. Have each team member design or ask interview questions that help to test these competencies. For example, one team member testing technical skills while the other tests communication skills.

Once finished, regroup as a team and provide insights into a SWOT analysis on the candidate. Determine if they’re a good fit to receive an offer letter or require an additional round of interviewing before making a decision. If the candidate isn’t a good fit, try to communicate that to them in a brief summary within 24-hours of making your decision as a team. This is the best method and process for hiring engineers of all kinds.

Author: Brandon Park