Introducing Insights: The data you need to hire smarter.

Houston (or Dealerships), We Have an Employment Image Problem

Ah the used car salesperson stereotype. We all know the type of personality that comes to mind.  In fact, in his seminal book, To Sell is Human: The Surprising Truth About Moving Others, bestselling author Daniel Pink asked people to list adjectives that encompass their view of “sales” or “selling.”  Most participants used descriptions such as “pushy,” “aggressive,” and “annoying.” Then, Pink asked participants to draw an image that came to mind when they thought of the word “sales”.  Without skipping a beat, all participants drew the proverbial used car salesperson donning an ill-fitting suit. Notably, every image was of a man. 

While the vast majority of dealerships do not employ anyone today who fits that trope, the auto sales stereotype endures.  And this negative image has driven many consumers to visit and transact with online car buying sites, such as Carvana and Vroom. The sad truth is that some consumers’ aversion for dealers likely has more to do with their perception of and distaste for pushy sales people than any actual negative experience with an auto sales consultant.  What’s more is that preconceived notions of retail auto do not stop at sales.  Stereotypes abound throughout the dealership ranging from the grease monkey technician to the boisterous, even cartoonish dealer principal (see image).

Beyond affecting consumers’ opinion of the dealership, though, these negative connotations hinder a dealership’s ability to attract quality talent too.   In this post, I’ll take a closer look at the industry’s poor employment image problem and ways we can overcome it.

The challenge

According to a 2019 survey conducted by Hireology and Cox Automotive, less than 1.25% of today’s applicant pool would consider working at a retail dealership.  That’s harsh.  And let’s face it, many job seekers today have never even set foot in a dealership.  If they’ve never worked with a dealership, how could we expect that same person to desire to work at a dealership?

What’s fascinating is that most dealership employees enjoy their jobs. Hireology surveyed current dealership employees to gauge employee sentiment and found their perception of the job is extremely positive.  In fact, 94% of dealership employees surveyed reported that they had a positive view of working in the dealership and the industry as a whole!  As Tammy Darvish, President of U.S. Operations for AutoCanada, shared at The Automotive News Retail Forum and Elevate 2019, a dealership job is the best kept secret in retail.

So, the challenge boils down to how do we appropriately leverage dealership employees’ genuine enthusiasm to improve our employment brand? 

Why it matters

Until we fix our image problem, consistently attracting choice talent from outside the industry will remain a hoop dream for many dealers.  And moving forward, Hireology predicts that staffing levels in the dealership will hover at 5-10% below what they were pre-pandemic.  This means that dealers will need to accomplish more with fewer staff.  And, more importantly, as we accelerate into the digital retail era, many of these responsibilities will be entirely new or hybrids of other roles’ duties.  If dealers neglect to attract the right types of talent to fill these seats now, it could result in a critical skills gap that will seriously impede their ability to compete in the new retail environment.

Plus, research shows that younger generations — which make up the majority of the workforce — actually have a more favorable opinion of working in auto.  The 2019 Cox study showed that 32% of Generation-Z job seekers are interested in dealership jobs.  Strong interest from Generation Z is a good sign, as they make up approximately 20% of today’s workforce.  Dealers need to act now to ensure this up and coming generation not only understand the wonderful opportunities that a career in retail auto entails, but that they seize them.  Failure to act can have long lasting consequences on a dealer’s ability not just to recruit younger consumers, but also convert them into customers.

How can we fix it?

When it comes to repairing our employment image problem, simply applying the same marketing principles of selling your cars and customer service to marketing job opportunities can go a long way. As Hireology CEO, Adam Robinson puts it, “jobs, like vehicles, are products…and those products have to be retailed.” And when it comes to jobs, the three things applicants want to see most in the job are: pay stability, quality of management, and workplace culture. All of those desirables are in a dealer’s control.

Plus, we can do more to leverage and advertise the genuinely cool aspects of working at a dealership.  Outside of a retail electronics storefront, such as Apple or Best Buy, rarely does one have the opportunity to work with the most innovative consumer products and technologies on the market. Here are some tips on how to capitalize on these attractive elements of a dealership job:

For starters, think of a job description like a VDP.  This is a jobseeker’s first impression of your “product” and the dealership.  Make the most of it by stressing the kind of individual you’re looking for, not the kind of experience needed.  Secondly, don’t neglect to play up what makes your dealership a great place to work.  Focusing on your store’s history, community ties, and workplace culture are keys to piquing the interest of quality talent from outside the industry.

Beyond the job description, you have arguably your most powerful tool to change the narrative around dealership stereotypes: your website.  When dealers have dedicated career sites right on the website, their odds of attracting applicants begins to rise dramatically.  In fact, Hireology data shows that 80% of applicants from a dealer’s career site are quality, the highest percentage across any recruitment channel.  And, perhaps the most underrated part of a dealer’s employment brand, spotlights on or testimonials from current employees, such as this from Walser Automotive Group. Allowing a job seeker to see their reflection in your current staff will sell the role more than your best job advertisement or interviewer ever could.

Dealerships have taken great strides, particularly in 2020, to meet consumers on their terms.  In doing so, the industry is on the right trajectory to disprove any preconceived notions one had prior to stepping into the store or, more likely, starting an online chat. I’m optimistic that dealers are similarly headed in the right direction to mitigate the harm old stereotypes have done to their employment brand. 

Author:

Share:

Get our hiring insights delivered right to your inbox

We think it’s uncool to send spam, so we promise we won't.

By subscribing you agree with the Terms and Privacy Policy

Attract & Source
A diversified strategy helps find and attract the right people faster, while building a pipeline of qualified candidates for every role.
Features:
Job Boards
New
Career Sites
AI
Referrals
QR Codes
Campaigns
Engage & Evaluate
Leading-edge tools enhance candidate experience, and help teams to connect, dig deeper, and assess with consistency.
Features:
SMS
New
Email
AI
AI / Automation
Prescreen Survey
Interview Scheduling
Decision & Hiring
Hireology helps to get hiring to the top of the to-do list with real-time prompts and reminders that can be accessed and acted upon from a mobile device.
Features:
Background Check
New
Offer Letter
AI
References
Testing
Interview Guides
Manage & Optimize
Transformative tools drive next-level hiring solutions which align teams, sharpen focus on priorities, and drive growth.
Features:
Action Center
New
Collaboration Tools
AI
Reqs & Approvals
Mobile App
Onboarding
Selection Manager
Measure & Improve
Tools for measuring improvement and evaluating impact provide visibility into what’s working and what needs improvement among every role, team, and location.
Features:
Hiring Velocity
Hiring Funnel
Hiring Steps
Sourcing Performance
User Activity
New
Feature Placeholder
AI
“I need consistency across locations without more red tape.”
Easy-to-adopt tools that fit with existing flows drive the transition from scattered to standardized.
"I need to surface the best candidates quickly — before we lose them."
Hireology helps you identify top candidates early in the process, and gives your team the tools to evaluate and act fast, without cutting corners.
"I need more right-fits, not just more resumes."
By building a hiring portfolio from multiple sources, and optimizing it in real time, Hireology helps to ensure optimal alignment between candidate skills and job requirements.
"I need control over how we manage resources, timelines, and outcomes."
Hireology gives you the tools to create structure, enforce consistency, and stay informed – all without needing to personally manage every step.
"I need candidates who actually show up, stick around, and succeed."
Hireology helps to raise the bar at every stage, attracting stronger candidates, evaluating for long-term fit, and supporting a better start.
"I need accountability so hiring doesn't fall through the cracks."
By easily assigning roles and tracking activity, Hireology makes it easy to enforce timelines, and keep everyone on track.
"I need visibility into what's working, what's not, and where things stall."
Hireology helps you see across every role, team, and location, so you can take action with confidence, knowing what’s working, what’s not, and what’s getting in the way of hiring momentum.
"I need fewer unfilled positions — those are revenue-killers."
Fast access to the right fits and accountability built into process flows helps to keep your teams fully staffed and productive.
"I need to make it simple for managers who are
on the go.
"
Recruitment tools that easily integrate into day-to-day realities of the job, help managers to hire well, without dropping what matters most.
“I need to make applying fast and easy.”
A fast, mobile-friendly, low-friction application experience helps to keep job seekers engaged from the first click to the final step.
Automotive
Dealership department heads are on-the-go, not at a desk. Hireology offers purpose-built retail automotive solutions that provide speed and structure for smarter staffing.
Healthcare
With an expert focus on the realities of healthcare staffing, Hireology helps teams to move efficiently to build a pipeline of qualified, committed care providers across all facilities.
Hospitality
Hireology’s hiring service-centric hiring solutions for hospitality helps managers to move fast, stay consistent, and staff smarter.