When a workshop needs greater EV capability, the answer is not automatically to recruit another Technician.

Training somebody already within the team may be the better option. In other circumstances, the business may need experience that cannot be developed quickly enough internally. For some employers, the most effective approach will be a combination of the two.

The right decision depends on the work the workshop needs to complete, how quickly that capability is required and whether there is already somebody within the team with the ability and interest to develop.

Key Takeaways

• Start with the EV work the workshop needs to complete rather than assuming every skills gap requires another employee.
• An EV qualification is important, but holding a qualification and having practical experience are not the same thing.
• The true cost of training includes workshop cover, lost productive time and support afterwards, not just the course fee.
• Recruitment can bring experience into the business sooner when the required skills do not already exist within the team.
• For some workshops, recruiting experience while developing existing Technicians can meet an immediate need and build greater capability for the future.

If you are looking for detailed information about qualifications, course options and training providers, our guide to EV Technician training in the UK covers those areas separately.

What EV Capability Does Your Workshop Actually Need?

The EV capability your workshop needs depends on the work you are currently unable to complete, the level of experience required and whether the problem is skills, qualifications or capacity.

A franchised dealership carrying out manufacturer-approved EV repairs may have very different requirements from an independent garage beginning to see more hybrid and electric vehicles coming through for routine servicing and repairs.

You may already have a Technician with a relevant EV qualification but very little opportunity to use it. Another may have excellent electrical and diagnostic ability but need further training. Or the team may already have suitable knowledge and experience but simply not have enough capacity to take on additional work.

Recent industry data also shows why EV capability is becoming a more important workforce consideration. The Institute of the Motor Industry's July 2026 Vacancy Tracker found that job postings asking for EV experience had increased by 131% year-on-year to 207, with employers most often looking for high-voltage and electric vehicle repair skills. The IMI's latest EV TechSafe Technician Forecast also recorded 74,734 EV-qualified Technicians, around 35% of the UK Technician workforce.

The Health and Safety Executive explains that the level of competence required for electric and hybrid vehicle work varies according to the task being carried out. Somebody involved in sales or valeting does not require the same level of competence as somebody working on a high-voltage electrical system.

You can read the HSE guidance on working safely with electric and hybrid vehicles for further information.

How Quickly Do You Need to Close the Gap?

If the workshop is already unable to accept or complete work because nobody has the necessary EV capability, recruitment may be the more practical route. If there is time to develop somebody properly, training becomes a much stronger option.

The formal training may be relatively short, but the course is only one part of the process. The employer still needs to identify the right person, arrange workshop cover and give them opportunities to build practical experience afterwards.

Recruitment takes time too. An experienced EV Technician may have a notice period and will still need to become familiar with a new workshop, its equipment and processes.

When Should You Train an Existing Technician?

Training is likely to be the better option when you already have a capable Technician who wants to develop and the workshop has enough time and capacity to support them properly.

There is a clear advantage in developing somebody who already understands the workshop, the team and the standards expected of them. The decision should still be based on whether they are the right person for the work, rather than simply who is available to attend the training.

Choose the Right Person to Develop

The most suitable person will not necessarily be the most senior Technician. Technical ability, electrical understanding, diagnostic confidence, careful working practices and a genuine interest in EV technology are all more useful considerations.

It is also worth establishing whether the Technician actually wants to develop in this area. Not every experienced Technician wants to move into management, and greater technical responsibility and recognised qualifications can provide another route for career progression while allowing somebody to remain in a hands-on role.

Consider the Full Cost of Training

The true cost of training includes the course, time away from productive work, workshop cover and the support the Technician may need afterwards.

Employers should consider:

• The course and assessment cost
• Time away from productive workshop work
• Cover for existing bookings or responsibilities
• Access to suitable vehicles, equipment and technical information
• Support while practical confidence develops
• Whether there will be enough EV work to use and develop the new skills

Training can still represent excellent value, particularly when the business already has the right person to develop. Looking at the wider impact simply gives employers a more realistic comparison than putting a course fee next to a recruitment fee.

Make Sure the Qualification Leads to Practical Experience

Training is most valuable when the Technician has regular opportunities to put it into practice afterwards.

If EV work is limited, somebody can complete the qualification but struggle to build the practical confidence the workshop actually needs. Employers should therefore consider the expected workload as well as the qualification itself.

Development can also support retention when employees can see how their new skills fit into their future with the business. Pay, workload, management, equipment and further opportunities will all continue to matter, so it is worth discussing how the Technician's role may develop once the training is complete.

When Should You Recruit an EV-Qualified Technician?

Recruitment is likely to be the better option when the business needs proven EV experience more urgently, the required skills do not exist within the current team or the workshop needs additional capacity as well as additional knowledge.

Recruiting somebody who has already worked regularly on electric and hybrid vehicles can bring practical knowledge into the workshop, but employers still need to look beyond the qualification itself.

Define the Qualifications and Experience You Actually Need

The qualifications you ask for should reflect the EV work the Technician will actually be expected to complete.

Does the role involve routine servicing around electric and hybrid systems, component replacement or independent fault diagnosis? Which vehicles will the Technician work on? What manufacturer support, equipment and supervision will be available?

The IMI lists eligible electric and hybrid vehicle achievements across Level 2 routine maintenance, Level 3 system repair and replacement, and Level 4 diagnosis, testing and repair. The appropriate level depends on the work being performed.

You can view the current IMI TechSafe qualification and recognition information for more detail.

Asking for a higher level of qualification than the work genuinely requires can unnecessarily reduce the number of suitable candidates. We have looked separately at how unrealistic job requirements can put good motor trade candidates off applying.

Look Beyond Candidates Who Are Actively Applying

Many experienced automotive candidates are already working and are not actively applying for jobs, so advertising a vacancy will not necessarily reach everyone who could be suitable.

We see this across our own recruitment activity. Since January 2025, 65% of Perfect Placement's placements have come through proactive recruitment, rather than relying solely on candidates responding directly to advertised vacancies.

For employers recruiting EV experience, that matters. A Technician who is already employed may need a genuine reason to consider a move, whether that is salary, working hours, bonus structure, equipment, training, commute, management or the type of work they will be doing.

A clear brief helps. Rather than simply looking for an "EV Technician", explain the vehicles involved, the type of work, the workshop environment, the support available and what the position could lead to.

Check Practical Experience as Well as Qualifications

An EV qualification tells you what somebody has been trained and assessed to do. It does not tell you how regularly they have done it since.

Ask candidates about the vehicles they have worked on, the tasks they have completed, the systems they have isolated and how independently they currently work.

A Technician who completed a qualification but has rarely used it may need more support than somebody working with EVs every day. Equally, somebody with strong practical experience may still require a particular qualification or manufacturer sign-off for some of the work required by the new employer.

Should You Train, Recruit or Do Both?

Train when the right person already exists within your team and you have time to develop them. Recruit when you need experience or additional capacity more quickly. Combining both can work particularly well when the business has an immediate requirement but also wants to build greater capability across the existing team.

Compare the Full Business Impact

The useful comparison is which option can give the workshop the right capability within the required timescale at a cost the business can support.

For training, that includes the course, workshop cover, time away from productive work, equipment and support afterwards. For recruitment, it includes finding the right person, the salary and package required to attract them, onboarding and the operational impact of the vacancy remaining open.

Avoid Relying on One Qualified Technician

If all of the workshop's EV capability sits with one person, the business becomes vulnerable when that Technician is absent or leaves.

This does not mean every workshop needs several EV specialists. It does mean employers should consider how knowledge is shared, which work other members of the team can safely complete and whether there is sufficient cover for the EV work they expect to handle.

A Blended Approach Can Reduce That Risk

Recruiting somebody with established EV experience while developing existing Technicians can provide immediate capability and reduce longer-term reliance on one person.

The experienced recruit brings practical knowledge into the workshop, while internal development creates broader capability across the team.

Keep Reviewing What Your Workshop Needs

Review your EV workforce needs as the work coming into the workshop changes. The right decision now may need to change as vehicle mix, workload or the team itself develops.

National EV trends provide useful context, but they do not tell an individual workshop exactly what will arrive on its ramps. Look at the number and type of hybrid and electric vehicles already being booked, work that has been referred elsewhere, enquiries the workshop has been unable to accept and any manufacturer or fleet plans likely to change the vehicle mix.

Then look at the team. Record existing qualifications, practical experience, development interest and available capacity. This may identify somebody who has previously been overlooked for development, or confirm that additional recruitment is required.

A new fleet contract, increasing EV bookings, a Technician leaving or somebody completing further training could all alter what the workshop needs.

The aim is not to predict every change in EV technology. It is to make sure a lack of capability does not prevent the workshop from completing the work already in front of it.

Frequently Asked Questions

Should We Train an Existing Technician or Recruit an EV-Qualified Technician?

Train when you already have a capable employee who wants to develop and the workshop has enough time and capacity to support them. Recruit when EV experience is needed more urgently or the required skills do not currently exist within the team. Some employers will benefit from combining both approaches.

How Can We Identify Technicians Who Are Suitable for EV Training?

Look at technical ability, electrical understanding, diagnostic confidence, safety awareness and genuine interest in electric and hybrid vehicle work. It is also important to establish whether the Technician wants to develop in that direction and how the business will help them use their new skills afterwards.

What Should We Compare When Considering Training and Recruitment Costs?

Look beyond the course fee and recruitment cost. Workshop cover, lost productive time, salary expectations, vacancy duration, onboarding, equipment, supervision and the operational impact of leaving the capability gap unresolved should all form part of the comparison.

Does an EV Qualification Mean a Technician Can Work Independently Immediately?

Not necessarily. A qualification provides evidence of completed learning and assessment, but practical confidence will also depend on the Technician's previous experience, the work being undertaken and the support available within the workshop.

When Is a Blended EV Staffing Approach Most Appropriate?

A blended approach can work well when the workshop needs experienced EV capability now but also wants to develop greater knowledge within the existing team. Recruiting somebody with practical experience while training other Technicians can meet the immediate requirement while reducing longer-term dependence on one employee.

About the Author

Ashley Camies

Ashley Camies is Marketing & Automation Manager at Perfect Placement, with 14 years of automotive recruitment experience. Since 2011, Ashley has worked within specialist motor trade recruitment, using recruitment data, candidate behaviour and first-hand market insight to explore the career and hiring challenges facing automotive professionals across the UK.