Glen Callum Associates reveals key trends for 2025

The automotive aftermarket is undergoing a period of transformation as it moves into 2025, with technological advancements, evolving workforce demands and a tightening recruitment market reshaping the landscape, says Glen Callum Associates (GCA).

The specialist aftermarket recruitment agency is addressing these challenges by implementing innovative hiring strategies to help businesses navigate the shifting market.

One of the industry’s most pressing challenges remains the skills gap, exacerbated by experienced professionals leaving the sector and emerging roles outpacing the current talent pool.

GCA is encouraging businesses to adopt skills-based hiring approaches, expanding their candidate search to include transferable skills from allied sectors. This strategy has proven successful in diversifying the workforce and introducing fresh perspectives to solve evolving challenges.

In a market with fewer active job seekers, GCA has turned to tailored headhunting and innovative initiatives such as its ‘Meet the Employer’ programme, whereby potential candidates can meet with hiring companies in ‘speed dating’ style sessions. This approach creates transparency, builds trust and generates interest in the sector, making it more attractive to candidates.

What’s more, leveraging data and analytics allows recruiters to identify bottlenecks in hiring, gain insights into candidate behaviours and refine both recruitment strategies and interview techniques. GCA states that this approach ensures a more informed, efficient and effective hiring decisions.

For example, GCA works with a leading recruitment software provider to assess the most suitable social platforms and job boards to advertise vacancies. The team also works closely with candidates to gain feedback on interview techniques. An understanding of the data from this enables GCA to work with clients to streamline their interview and recruitment processes to enable more successful outcomes. 

The aftermarket is evolving rapidly, with new opportunities in IT, product development, automation and EV infrastructure. Many of these roles didn’t exist a decade ago, highlighting the importance of future-proofing recruitment strategies. Businesses must plan ahead, create job descriptions for these emerging positions, and focus on sustainability and technological innovation to attract the next generation of talent, says GCA.

By staying informed about emerging technologies, recruiters and companies can proactively build talent pipelines tailored to the skills and expertise needed for new and evolving job roles.

Workforce diversification is another critical area, advises the specialist. As older professionals remain in the industry longer, their experience becomes invaluable in mentoring Millennials and Gen Z, who bring digital expertise and fresh ideas. Flexibility, through hybrid and remote working options, is increasingly essential in attracting talent across all generations.

What’s more, delivering a positive workplace experience is essential, reveals GCA. Organisations and recruiters are promoting their values, culture and career development opportunities to attract top talent. A strong emphasis on ethics and trust sets companies apart and makes them more appealing to potential jobseekers.

Glen Shepherd, Director of GCA, concludes: “The aftermarket’s future is one of transformation and opportunity. By embracing technological advancements, diversifying workforces while ensuring all employee needs and requirements are met, and adapting recruitment strategies, the sector will continue to thrive. At GCA, we are proud to support businesses in overcoming these challenges and unlocking their potential as the industry evolves.”