Automotive Recruiting Program Checklist

Recruiting ChecklistKeeping the best people, once you find them, is easy if you do the right things right to begin with.  These specific actions will help you with recruiting and retaining talent.

Recruit from an Improved Candidate Pool

Companies that select new employees from candidates who walk in their door or answer an ad, often missing out on the best candidates.  The key is to build your candidate pool before you need it.  Here are steps to take to improve your candidate pool.

  • Invest time in developing relationships with university placement offices, recruiters and placement opportunities.
  • Actively participate in industry professional associations and conferences where you are likely to meet candidates.
  • Be engaged on Social Media, professional web sites and other online tools where professional hang out.

Be Known as a Great Employer

Take a look at your employee practices for retention, motivation, accountability, reward, recognition, flexibility in work-life balance, promotion, and involvement.  These are your key areas for becoming an employer of choice.  You want your employees bragging that your organization is a great place to work.  People will believe the employees before they believe the corporate literature.

Involve Your Employees in the Hiring Process

You have three opportunities to involve your employees in the hiring process.

  • Your employees can recommend excellent candidates to your firm.
  • They can assist with creating the list of requirement and qualifications of potential candidates.
  • They can contribute to the interview process by providing questions to assess potential “fit” within your company.

Pay Better Than Your Competition

Survey your local job market and take a hard look at the compensation in your industry.  You want to pay better than average to attract and keep the best candidates.  Also take into consideration how you present your pay plan.  (See “How Much You Should Pay Your Salespeople”) Note: Employee-replacement costs can range from two to three times a person’s annual salary.

Use Your Benefits to Your Advantage in Recruiting Employees

Keep your benefits above industry standard and add new benefits as you can afford them.  You also need to educate employees about the cost and value of their benefits, so that they understand you are investing in their quality of life.

Treasured currently by employees are flexibility and the opportunity to balance work with other life responsibilities, interests, and concerns.  Employees are increasingly looking for cafeteria-style benefit plans; in which they can balance their choices with those of a working spouse or partner.

Hire the Talents You Desire

If you’re looking for someone who will work well with people, you need to hire an individual who has the talent of working well with people.  You’re unlikely to train for missing talents.  Hire for strengths; don’t expect to develop weak areas of performance, habits, and talents.  Build on what is great about your new employee in the first place.

Use Your Web Site for Recruiting

Your website portrays your vision, mission, values, goals and products.  It is also effective for recruiting employees who want to know more about your organization.  Create an employment section which describes your available positions, and contains information about you and why an interested person might want to contact your company.

Check References When Recruiting Employees

In the litigious society in which we live you need to pursue every avenue to assure that the people you hire can do the job, contribute to your growth and development and have no past transgressions which might endanger your current workforce.  In fact, you might be liable if you failed to do a background check on a person who then attacked another in your workplace.  You really need to check references carefully and do background checks.

Recruiting does not have to be overwhelming when you partner with the right team.  Look around your organization and see what members have the skills and the time to be a part of your recruiting team.  Encourage them to join you in an endeavor that ultimately makes everyone’s job a little easier.

 

 

The Manus Group Stephanie YoungAbout the Author

Stephanie Young is the Vice President of Sales and Marketing for The Manus Group, where she is an active blogger, social media contributor and spokesperson for one of the nation’s leading automotive recruiting and training firms. Stephanie is a former Forestry Queen and still continues to promote her platform encouraging young woman to pursue their interests in STEM field careers.

If you like this blog, please share with others and connect with Stephanie on Facebook, LinkedIn and Google+

Copyright © 2015, Stephanie Young All rights reserved.

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