How do you make the hiring process less stressful?
From the employer’s perspective, the prospect of bringing a new person on board to join your automotive maintenance crew in your dealership’s service center or adding a new salesperson can be daunting. You know the strengths and shortcomings of your existing staff, but it’s difficult to be certain about what impact a new hire will have on overall business performance.
Then again, the applicant is equally anxious about finding the right job that will provide an environment and structure that leads to professional growth. They’re also likely worried about compensation, benefits, expectations and whether they’ll fit in with the dealership’s culture.
So, again, it’s easy to understand why the hiring process can cause people on both sides to lose sleep. However, employers can take the initiative to consider the candidate’s experience to not only improve the hiring process but also increase the quantity and quality of the candidates you attract.
How? According to a survey conducted by The Talent Board, 61 percent of individuals who had a positive experience applying for a job with a given organization would tell others to do the same. Meanwhile, 27 percent of those who had a bad experience would tell their colleagues, friends and relatives to avoid looking for work with the company. This can make the difference between attracting the best talent and people who don’t truly care about their career.
3 Tips for Improvement
With that in mind, here are three ways to improve the candidate experience:
- Simplify the application – While you want to make sure you’re getting all relevant and necessary information to get a clear idea of who the candidate is, you don’t want to make people feel like they’re filling out paperwork for a mortgage or a college application. Make the application a useful step that asks questions that encourage concise answers. With the right hiring software, you should be able to include other tools like pre-screening surveys to give you an additional layer of insight into the applicant without creating a cumbersome application.
- Put yourself in the candidate’s shoes – As an employer, it’s easy to take a single perspective from the side of the auto dealership. However, a truly positive candidate experience must take the applicant’s journey into account. Inc. magazine recommended actively surveying candidates about their interactions during the recruiting process. Considering more than 6 in 10 applicants are never asked this question, it’s not surprising that many companies struggle with their hiring strategy.
- Support the candidate’s research – If you want to talk to well-informed, engaged candidates when you reach the interview stage, take advantage of the Internet to provide information about not only the specific job role but the auto dealership and its distinct departments as well. In fact, LinkedIn highlighted the way some employers create online communities for existing employees and applicants to interact with each other. Alternatively, it’s a smart idea to give candidates the opportunity to get to know internal staff through social media and company career pages.
Hireology gives you the resources you need to find and recruit top talent. With tools for pre-screening candidates and interview scorecards, Hireology provides you with the technology that enables a positive candidate experience.
Check out our complimentary eBook below for some tips on how to boost the amount candidates in your dealership’s hiring pool.