It’s hard to attract and retain great employees. Worst of all, you may be doing things today that are keeping top applicants from considering opportunities at your dealership.
Let’s take a look at five common hiring mistakes keeping top talent from working at your dealership and how to overcome them:
Avoid These Five Things:
1) Inconsistency between job board listings
Job boards play a big role in communicating who you are as a company, and showing what type of culture your dealership fosters. If you’re inconsistent about how you represent your brand, you could turn people off. Be sure to use the same job description, company overview, and perks listed on each job board you’re utilizing.
2) Lack of social media engagement
If you have a solid following on Facebook, Twitter, or LinkedIn, you can let people know about job openings without spending a dollar. Social posts are simple for your network of employees and friends to share with their contacts to reach a wide audience. Keep posts short and never post more than 2-3 times a day. And when you post, be sure to include a link directly to the job description and application making it easy for interested applicants to get their details submitted.
3) Poorly written job descriptions
The purpose of the job description is to excite highly skilled and motivated workers to apply to your open positions. Write your post for these great applicants: using proper grammar, complete sentences and no typos. Just as you would think twice about buying a product from a website full of these types of errors, good prospects will skip a post that’s poorly written. After all, if a dealership can’t be bothered to take the time to write and edit a job post properly, where else are they not making the proper effort?
Beyond formatting, job descriptions establish a candidate’s first impression of your company. Showcase your dealership in its true form by being clear about your company’s core values and ideologies.
4) Promising too much for the role or your organization
When you interview a promising candidate, it can be hard not to exaggerate about how great your dealership is, so don’t make claims that may mislead the candidate about their potential role or current business operations. You aren’t helping anyone by making big promises you can’t keep, or that seem too good to be true. Instead, present the opportunity to join the team and contribute to the dealership’s growth as well as their own professional development.
5) Asking candidates for too much
An interview will get you most of the way towards a final decision about a candidate, but it’s important to make other assessments too. You don’t want to make great candidates jump through a bunch of hoops during the interview process. There are simple, straightforward ways to assess aptitudes during the hiring process. For salespeople, you may want to assess their abilities with customer service, their vehicle knowledge and their levels of attention to detail. Stick with tried and true processes that are designed to keep things simple and manageable. See how we make this easy to manage by centralizing and automating your hiring process.
While there’s a lot more that goes into hiring good employees, if you follow these tips you’ll be off to a fantastic start when improving your hiring efforts at your dealership.
Start attracting top prospects today by incorporating some practices from the ‘Best Dealerships To Work For’ into your dealership’s business practices. Click on the link below to see how to this can be easily done.