I The Ultimate Interview Guide for Dealers A Comprehensive Guide To Conduct an Interview Process That Engages Automotive Talent and Makes Hires Faster By Hireology description with the words you choose; for example, you could use uplifting and encouraging terms to describe the atmosphere of teamwork that exists at your dealership at large. Finally, you need to define the key competencies of the role that you’re hiring for. If you’re hiring for a technician position, the candidates typically need to already have their ASE certification or be willing to complete it within a certain timeframe. Alternatively, you could also advertise any apprenticeship programs you offer in your job description to recruit from a wider talent pool, if applicable. Applicant Selection When evaluating initial applications, it’s important to begin the process with realistic expectations in mind. While there is no such thing as a perfect candidate, you should have an idea of Interviews are an essential but often uncomfortable experience in the hiring process — for the candidate and the hiring manager — especially if they’re more used to working in the service bay or behind the scenes at a dealership. Between 2023 and 2027, the TechForce Foundation projects that the economy will need more than 465,000 entry‑level automotive technicians. With automotive talent in such high demand, dealerships need to do everything they can to create streamlined and effective interviews at all of their locations. Holding effective interviews and making the entire experience enjoyable is key to keeping top talent engaged in your dealership’s hiring process, reduce the amount of no-shows to interviews, and converting to your newest hire. In this comprehensive interview guide, you can expect to understand how to run an efficient interview process through each of the three phases through action items and data-backed insights. If you follow this advice, you’ll create an intentional approach to interviewing that empowers your dealership to follow best practices while putting the right people in the right seats at the right time. BEFORE THE INTERVIEW Before the interview even takes place, there are steps the hiring team at your dealership needs to take in order to attract and hire the best automotive talent possible. We’ve outlined the key tasks your team must tackle in order to optimize your process for a competitive hiring advantage. Define Your Ideal Candidate Your job descriptions need to pull their weight in your recruitment marketing strategy, meaning that they should do some heavy lifting in your recruitment channels. According to Hireology’s research, the number one hiring challenge for dealerships across the country is candidate quality. With technician talent in such short supply these days, it can be tempting to rely on general job descriptions for recruitment — but this type of generalized hiring can backfire in big ways. Your job description is the first contact your dealership has with the talent pool, so you need to find a way to connect with the right people. If you can’t do that, then you likely don’t have a clear enough idea of your dealership’s ideal candidate. You need employees who have the technical and soft skills necessary to not only fix the inner workings of vehicles, but also be able to hold conversations with customers and relay repair information. That’s why it is so important to consider your company culture and what type of person would be a good fit for your dealership before you begin writing (or generating) a job description. You can tactfully include this information throughout your job 16 Virginia Auto Dealer
RkJQdWJsaXNoZXIy MTg3NDExNQ==