ATS Euromaster’s HR People Partner Amy Enyon talks getting ready for the EV shift, mental wellbeing and how the company finds new talent

What apprenticeship training schemes do you carry out?
In operations, we carry out the Autocare Technician LV2 apprenticeship which takes 2-2.5 years to complete. The aim is to become proficient in a range of services and repairs to cars and light goods vehicles which they can then carry over into their role within ATS.

What impact do you expect the switch to plug-in vehicles to have on your business from a staffing point of view?
We provide in-depth training in all emerging fields, so we expect the impact to be minimal. We are currently developing our training for the EV revolution so that our employees are ready for the switch. As of February of 2021, we had 220 technicians qualified in hybrid/electric vehicle awareness LV1. The next area of training is for technician’s to be able to carry out servicing on hybrid vehicles.

How do you source the best talent?
We work in partnership with a third-party company to recruit for our in-centre roles. For head office roles, we tend to advertise and source candidates directly through our careers website, social media and traditional agencies. Due to the nature of our industry, candidates are often referred to us by word of mouth and through internal recommendations.

How do you make sure your employees remain engaged at work?
The health and wellbeing of our people is our first priority. Our health and safety standards are the best in the industry and the awards and accreditations we’ve received speak for themselves: Royal Society for the Prevention of Accidents Gold Award in 2020, 2019, 2018, 2017, 2016, 2015, 2014.

Employees also receive a wide range of benefits, which we believe help engagement at work, including a competitive basic salary, 25 days’ holiday plus Bank Holidays and additional service days, defined matched contributions pension scheme, life assurance and income protection, share incentive plan, salary sacrifice schemes and discounts on holidays, shopping, restaurants and much more, all through our ‘Lifestyle’ employee benefits programme.

What issues have you seen in your staff during the pandemic and how have you helped address them?
COVID-19 has clearly impacted people’s mental health and our employees are not immune to that. Furlough, concerns for job security and personal issues all add to our employees’ mental health. As a result, we openly communicate with our employees and provide regular business updates. We ensure a safe and supportive working environment, and access to support lines.

How do you develop your key staff?
We believe everyone has the potential to be outstanding in their role, to take on more responsibility and develop into the next role along their chosen career path. We create the environment to make this happen. We are proud of how we develop our people, whether it be in a classroom, workshop, self-study or one-to-one coaching – there is a style to match everyone’s preference. We’ve even won awards for our people development.

What are the key training requirements for people entering your company?
Generally speaking, we look for service technicians with around 12 months experience in a similar role or as a trainee. From these roles, you can progress to either a master service technician, a mobile service technician or an MOT tester with the right level of experience and qualifications. We also have a number of managerial roles in-centre, including supervisors, assistant centre managers and centre managers. For all our roles, we look for potential candidates who demonstrate our key values which are honesty, expertise, outstanding customer care and easy to do business with.

What leadership development programmes do you run?
By joining ATS Euromaster, employees become part of a nationwide team supported by our parent company, Michelin. There are opportunities for personal and professional growth, with no two days the same.

What is your key focus for the next six months?
Preparing for the switch to plug-in vehicles, focusing on the development of in-depth training programmes for the switch to plug-in vehicles, supporting employees’ mental wellbeing and supporting apprenticeships progression.

Tristan Young

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