When the automotive industry makes headlines with a recall, it is not just drivers, regulators and manufacturers who feel the ripple effects. As a recruiter specialising in the car industry, I see how a large-scale issue like the Stellantis “do not drive” recall of Citroën and DS models can influence hiring decisions, candidate expectations, brand trust and risk in operations. Below, I break down what is happening with the recall and what it means for hiring managers and recruitment strategy.
The Recall Explained Stellantis has issued a “do not drive” order for a growing number of Citroën and DS cars in the UK because of dangerous Takata airbag inflators, which can rupture and send shrapnel into the cabin. Initially, around 120,000 vehicles were affected, including the Citroën C3 and DS3 manufactured between 2009 and 2019. The recall has since been expanded to include additional models such as the C4, DS4, DS5 and C-Zero, with the total now reaching approximately 140,000 vehicles. Repairs are being offered free of charge. Stellantis has promised that many cars will be fixed by October, with others completed by December, although delays remain an issue. Owners are being offered goodwill payments of up to £22 per day to help cover disruption such as transport and rental costs while their cars are off the road.
Impacts on Recruitment and Employers From my perspective, there are several areas where this recall has knock-on effects for recruitment and workforce planning.
Skills Demand and Capacity Pressures The recall has created a surge in demand for technicians, parts specialists, mobile repair teams and diagnostics staff. Dealerships and service centres need to scale capacity quickly, which places additional pressure on recruitment for aftersales, maintenance, repair and logistics roles. Because many owners cannot bring vehicles into dealerships, there is also an increased reliance on mobile repair units. This requires technicians who are flexible, able to travel, equipped with their own tools and confident in using technology to manage scheduling and parts tracking. In addition, recall campaigns on this scale place strain on supply chains, creating a need for logistics experts, inventory specialists and procurement staff who can manage the flow of parts efficiently.
Employer Brand and Reputation A recall of this magnitude inevitably affects brand perception, not only for Stellantis, Citroën and DS but also for the dealerships and service centres delivering the repairs. Employers who are proactive and transparent in resolving the issue will strengthen their reputation and appeal to candidates. Those who fail to handle the crisis well risk damaging both customer loyalty and employee trust. Skilled technicians in particular want to work for organisations with strong standards and good operational practices.
Candidate Expectations and Experience Some candidates may be concerned about job stability when so much work is tied to recall activity. There may be worries about long hours, overtime or contracts ending once the recall is complete. Clear communication about contract length and workload expectations will be essential. There are also positives. Working on urgent, safety-critical recall tasks can provide technicians and engineers with valuable experience that enhances their career prospects. Employers who highlight these opportunities for professional development will be better placed to attract talent. Location and flexibility will also play a role. Some candidates will prefer workshop-based roles, while others may welcome the variety of mobile repair work. Employers who can offer options and support with travel will reach a wider talent pool.
Risk Management and Compliance Hiring Recalls like this increase the need for regulatory oversight and compliance. Employers may need to recruit or redeploy staff into roles focused on quality assurance, customer safety communication and regulatory reporting. Insurance and legal expertise may also be required to manage customer claims and protect against further liability.
Operational Planning and Hiring Timing Employers are likely to rely on temporary or contract staff to handle the peak workload of the recall. Planning is critical to ensure that staffing levels remain appropriate once demand decreases. Recruitment pipelines will need to remain flexible, with some temporary roles potentially converting into permanent positions depending on business needs.
Cost Implications The financial burden of fulfilling recall obligations is significant. Employers face costs for parts, technician hours, mobile units, courtesy cars and customer reimbursements. These pressures may influence hiring decisions, with some businesses favouring contractors over permanent hires. At the same time, those who provide excellent customer service during a recall stand to retain more business, making strong recruitment in customer-facing roles just as important as technical staffing.
Recommendations for Recruiters and Employers Employers and recruiters in the automotive sector should consider several key steps. They should audit existing skills and staffing levels to identify gaps, particularly in technical and logistical roles. Job adverts should highlight the opportunity for candidates to gain recall and safety-critical experience, which adds value to their career. Employers should also provide flexibility and travel support for mobile repair teams, strengthen customer service staffing to handle increased enquiries and complaints, and ensure that compliance expertise is in place to meet regulatory requirements. It is equally important to plan for the future, ensuring that once recall work slows down, staff can be reassigned to other projects such as EV servicing or ongoing maintenance, avoiding sudden redundancies. Finally, businesses should use this moment to strengthen their employer brand. Being seen to handle the recall responsibly and professionally will help build trust with both customers and prospective employees.
Conclusion Recalls are disruptive and costly, but they also highlight which organisations can respond effectively under pressure. For recruiters, the Stellantis “do not drive” recall demonstrates the importance of quick action, flexible staffing and clear communication with candidates. Employers who manage the crisis well can turn it into an opportunity, strengthening their reputation and becoming more attractive to skilled technicians, customer service staff and compliance professionals. In a sector where safety and trust are paramount, handling a recall responsibly can help secure long-term loyalty from both customers and employees.
By Laura Watkin, Head of Automotive – Retail & Aftersalesv