How Tony White Group Tasmania and Mas National are Transforming the Automotive Industry

Introduction

As Australia’s automotive sector embraces rapid technological and environmental shifts, investment in workforce development is more critical than ever. Tony White Group Tasmania (TWGT), part of Australia’s largest privately-owned dealership network, has taken a proactive stance to ensure a sustainable future for the industry. In partnership with Mas National, part of the IntoWork Group, TWGT is nurturing the next generation of automotive professionals through a strategic apprenticeship program that meets both current needs and future demands.

The Challenge

The automotive industry faces an ongoing skills shortage, particularly when it comes to attracting and retaining qualified tradespeople. Sectors such as heavy diesel and underground mining often lure candidates away with higher wages, making it difficult for dealerships to compete. Additionally, the industry’s evolving landscape, driven by the rise of electric and new energy vehicles, requires a workforce that is continuously upskilled in cutting-edge technologies. TWGT needed a reliable partner to help navigate these complexities while securing and developing top talent across its statewide operations.

The Solution

To overcome these challenges, TWGT partnered with Mas National eight years ago to build a robust apprenticeship pathway. Mas National supports the entire apprentice lifecycle, from sign-up to ongoing mentoring, ensuring a seamless experience for both the business and its apprentices.

At TWGT’s Burnie dealership, Service Manager Ryan Colledge oversees service operations across several major automotive brands, including Toyota, Ford, Volkswagen, and Isuzu. Under his leadership, apprentices are recruited through a comprehensive process that includes practical assessments, aptitude testing, and on-the-job placements. Mas National plays a vital role in managing the training journey, regularly checking in to provide support and guidance.

Once on board, apprentices receive continuous skills development through manufacturer-led programs and advanced technician training. The company also tailors these pathways based on each apprentice’s strengths and interests, creating personalised growth opportunities.

The Results

This collaborative approach has delivered impressive outcomes:

• Retention Success: TWGT maintains an 80% retention rate for apprentices post-Certificate III qualification, significantly higher than industry averages.
• Future-Focused Training: Apprentices are trained in the latest technologies, including electric vehicles and emissions-reduction systems, preparing them for an industry in transformation.
• Career Progression: Former apprentices like Shannon Borg have progressed into diagnostic technician roles and now serve as mentors, perpetuating a culture of knowledge-sharing and leadership.
• Personal Development: Apprentices such as Caleb Ling have flourished within the program, citing supportive mentoring and hands-on learning as key factors in their success.

Conclusion

The partnership between Tony White Group Tasmania and Mas National is more than a recruitment strategy, it is a model for sustainable workforce development in the automotive industry. By combining structured apprenticeship pathways, strong mentorship, and future-focused training, they are addressing one of the industry’s biggest threats: the skilled labour shortage. Together, they are not only preparing apprentices for today’s jobs but equipping them with the skills to drive the industry forward, into a future shaped by new technologies, sustainability, and innovation.