 The First Step in the Success of your Dealership:
Finding the Right People
One of the major challenges dealers and managers face in today's progressive automotive industry is obtaining top-level employees. When relying on a team to efficiently reach your sales and profitability goals, the age-old expression, “a chain is only as strong as its weakest link” could not be more relevant. Having the right people in place is imperative for maximizing the potential of your dealership in all capacities; from the service drive, to the sales floor, to the finance desk. There are effective measures and techniques to be employed from marketing an available position, qualify the ideal candidates, and retaining valued employees.
When a position becomes available, the most common and economical means of spreading the word is the classified advertisement. Whether in a newspaper, local magazine, or online resource; classified advertisements may be a successful means of recruiting candidates, but also can be an ineffective tool and poor investment if certain items are not considered.
Though the intention of a “help wanted” ad may be to communicate the key requirements of a specific position, so as to filter through unqualified applicants, too often this is all that is listed on a classified advertisement. In this case, the response may suffer. Although a hiring manager has many options in recruiting a new employee, a well -qualified job seeker has many options in the market area as well. Express what should draw a candidate to your opportunity, whether it is company awards, district rankings, employee tenure, and potential promotion from within. State in your ad that a candidate's confidentiality will be assured as well. Often the most desirable of professionals in the market are currently employed, not actively seeking new careers, and may be hesitant to respond if they feel that their confidentiality could be in jeopardy. When these items are listed along with the requirements of a position, your ad will command more attention from job seekers and maximize response, as well as a dealer's marketing investment.
Word of mouth can be a powerful means of recruitment as well. The automotive industry, though vast, is a small university. Capitalize on the communication of your employees, vendors, insurance companies, with other automotive professionals to spread the word about the opportunity. Consider offering incentives to employees for candidate referrals. Current employees have contacts in the industry, and few things are as powerful in marketing a position as a tenured employee that is enthusiastic about your organization and the direction it is headed.
Once you have had sufficient response from your various means of marketing, qualify, qualify, qualify. The application and interview process is a crucial time to assess whether a candidate is the fit for your organization, and equally important, if your organization is a fit for the candidate. Question red flags on a resume such as gaps between employment, ASE certifications that are not current, references that were not the candidate's direct supervisor. Addressing these items initially may prevent any wasted investment of money or time in a potential employee.
Take the time during the interview process to introduce the candidate to the rest of your team, not just his/her direct supervisor, but his/her future employees as well. After the interview, ask your team for their input on the candidate. A professional may meet all of your criteria, have a proven track record and an outstanding interview, but will only be as effective as is his/her relationship with the rest of your team. Taking these measures before an offer is extended can prevent any employee fall-out down the line, gain support from your key employees, and ensure a quality hire.
Once all considerations are taken, and it is decided that your candidate is ideal for your position, the opportunity must still be sold effectively. Stay in touch with the candidate through your deliberations, so not to lose their interest. Keep in mind that this top-level professional likely has other options. Let them know why your dealership is the best, and why their commitment to your organization will be in line with the employee's long term career goals and objectives. Express your understanding that this move must be the right one for their family. This measure will make the process personal, comfortable, and pave the way for a future professional relationship.
The automotive industry is an exciting one. The pace is intense, the income opportunities are excellent, and the future is secure. Employers as well as employees understand this, and that the collaboration between them will determine the success of a dealership. Understanding the most efficient means of recruiting and qualifying your team, and utilizing the measures to ensure this will create the most conducive environment for reaching your long-term goals.
To learn more about John Dillon Jr. or John Dillon Consulting Inc visit: www.bestautopros.com or call: (614) 864-9308 or Email :
johndillon@bestautopros.com
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