By the time a candidate reaches the interview stage, it’s pretty clear that he or she has grabbed your attention as a great candidate for hire at your auto dealership. However, arranging an in-person interview is no small task, especially when you’re recruiting from outside your local job market. The huge improvements in mobile technology and video conferencing have made these face-to-face encounters seem altogether inefficient.
Yet, the interview process is an irreplaceable component of your dealership’s overall hiring strategy. And it’s typically the point at which both the employer and job seeker confirm in their minds whether it’s worth their time to move forward with the process.
What’s at Stake for Employers?
Getting face time with a talented candidate is integral to making informed decisions about whether they’ll be a good fit within your dealership. It not only impacts the performance of your business but the perceptions of other candidates as well.
Research from LinkedIn found that 87 percent of job seekers said a great interview experience would make them reconsider a job offer even if they have initial doubts. In a competitive job market, this can make the difference between hiring a rock star and the cast off from the dealership down the road.
Conversely, 83 percent of candidates say a negative encounter during an interview will erode their interest in a position. Getting the interview process down to a science begins well ahead of the actual in-person visit.
Employer Due Diligence
You will want to use the early stages of the hiring process to get as much information about each candidate as possible to ensure you’re making the right decision by inviting them in for an interview. Hiring technology has come a long way in enabling auto dealerships as they evaluate job seekers.
For instance, employers should take advantage of tools that allow them to test for both hard and soft skills, cultural fit and aptitude. Based on the results of these evaluations, you’re able to better gauge whether they meet – or even exceed – the requirements established in your job description. This simply adds another layer of insight that employers can use in conjunction with resumes and applications to make informed judgments about candidates.
How to Prepare for the Interview
No detail is too small as you prepare for the interview. Consider what type of impression you’ll leave on the candidate after you’ve invited him or her to talk about a specific position and you forget their name, the position they’ve applied for or refer to past experiences belonging to another applicant.
At the same time, think about the questions that will help you effectively identify whether the job seeker can perform all necessary tasks defined in the job description. According to FindLaw.com, you need to drill down to measurable criteria and make sure you address your priorities with a new hire.
Proper planning will help you anticipate unforeseen exchanges during the interview. The interviewer should be prepared to answer questions from candidates that inquire into his or her experiences at the dealership to help the job seeker get a better handle on what to expect. As much as the employer is judging the candidate, the potential new hire is also forming opinions about working with the dealership, so it’s critical to have the right answers on hand.
An Extensive Process
The interview is a singular component in hiring that probably carries the most weight for both the employer and candidate. It’s important that you have a rock-solid process in place – built on strong intel about each job seeker – that will make the encounter productive and illuminating for all parties involved.
To learn how an effective interview process can help your dealership business, download the complimentary eBook below!