Reaching Outside The Industry: The Need to Bring Fresh Talent Into Retail Automotive

By Beth Kempton,
August 3, 2017

During Elevate 2017, the first-ever retail automotive summit focused solely on human capital management, Hireology and Cox Automotive will exclusively present findings to a new research report, the 2017 Dealership Staffing Study. The findings include research from more than 1,000 dealerships, – getting insights from dealer principals, general managers, sales and technical professionals, as well as members of the workforce outside of retail automotive.

Seeking talent from outside the industry can help dealerships overcome key hiring challenges they’re facing today, including the following:

Lack of Interest in Retail Automotive Careers

As millennials and other job seekers plan out their careers, very few even take the retail automotive industry into consideration as a potential career path. According to the 2017 Dealership Staffing Study, only 5% of today’s workforce is interested in retail automotive professions. This, coupled with Baby Boomers retiring at a rapid rate, is leading to a talent shortage at dealerships – both on the sales and service sides of the business.

High Dealership Turnover Rate

Not only are few job applicants considering careers in retail automotive, but dealerships are also struggling to retain employees for the long term. The 2017 Dealership Staffing Study found dealers are reporting record-high turnover – 72% for sales roles and 90% for women in dealerships. Part of the reason dealerships see high turnover rates is likely because less than one-third of dealerships have implemented a staffing strategy.

How to Attract Applicants from Outside the Industry

Of the 5% of today’s job seekers considering careers in retail automotive, some have had family members in the industry for generations, and others might simply be interested in the opportunities retail automotive has to offer. But it’s important for dealerships to also target job seekers who may not have previously considered retail automotive as a potential career path. For example, recent college graduates can be a great fit for retail automotive careers. A business major might be looking into entry level sales roles in a different industry, but by highlighting the benefits of working for your dealership, you might change his or her mind about career prospects. You might come to find top employees end up being those who weren’t initially interested in working at a dealerships, but are motivated and driven to succeed.

To attract top candidates considering career paths in other industries, use your dealership’s career sites as a tool to highlight all the benefits a career in retail automotive has to offer. A career site provides the opportunity to sell candidates – from both inside and outside the retail automotive industry – on why they should work for your dealership. Benefits can include a comprehensive training program, a set career path, flexible PTO, tool reimbursement for automotive technicians, and more.   

See the Full Findings at Elevate

Isabelle Helms, Vice President of Research and Market Intelligence at Cox Automotive, will exclusively present key findings from the 2017 Dealership Staffing Study at Elevate, and attendees will receive the full research report.

Don’t miss out – join us at Elevate, taking place on September 19, 2017 at the Hilton Rosemont/Chicago O’Hare, located at 5550 N. River Road in Rosemont, Illinois. Click here to register for this year’s first-ever automotive human capital event.

About the Author

Beth is the content strategist on Hireology’s marketing team, responsible for creating compelling blog posts, eBooks, marketing materials and other content. Her background includes five years of experience at a B2B digital marketing agency, where she crafted content for a variety of clients, including several in the HR technology space. Before beginning her career, Beth attended Loyola University Chicago, where she studied advertising and public relations.

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