7 Secrets to Successfully Staffing Your Stores.

Craig Lockerd

Page 60

By Craig LockerdAutoMax Recruiting And Training

clockerd@automaxrecruiting.com

The Title:

With 100 million online jobs posted, yours needs to be seen to start!

Simple as the difference between U.C.MGR. and Automotive Sales Manager, what will get the most views, most clicks, most conversions i.e. applicants?

Ideal title contains less than 80 characters…less is more

Use descriptions that most likely match up with what the applicant refers to themselves on their resume.

Make it pop!!!

Anything that sets you apart from your competition. Technology, interesting, unique work stations, day care, trips for performance, etc.

Why your company? Why do you work there, tell them!

Feeling of being in on things. How they can help in creating a better company and better results, their work, effort and of course results are appreciated!

”The Hook”….. What can you offer that nobody else can or is willing to do to get the person you want?

Body of the ad

Avoid industry jargon, acronyms and such, be specific Be careful about abbreviations, however some like

CRM, F&I of course would be acceptable, may want to actually define as well to add extra search i.e. Finance and Insurance Manager

Rich in content, provide plenty of information in regard to the actual duties that come with the position 700- 2000 characters get up to 30% more applies!!!!

Job type, full time, part time, entry level Location, schedule ,education, work experience, salary,

BENEFITS Skills needed for success, what they actually will be

doing presenting, demonstrating, offering competitive advantages to your product and assisting people to own your products

Get help….Google Trends will help with titles and phrases

Core values, awards, community involvement, charities

Esthetics

Looking good never goes out of style Use bold, italics or underlines but not all 3 in the

headings of each section Don’t use 7 different fonts! Pictures of actual employees that do that job and

or your dealership or department Video whenever possible

Call to Action

What does the applicant need to do? When do they need to do it? All the ways they can apply Link to your website or any relevant links, YouTube,

Review Site etc.

You have applicants, now what?

Treat like an internet lead, get back to them promptly and in a unique manner.

Schedule an exact day and time and make sure YOU or the contact person at the dealership is available for that appointment.

Try to avoid phone calls, you are selling the appointment for them to come in to interview, unless of course that person is going to be on the phone in their job, BDC.

Call to confirm Don’t interview walk ins unless you have invited

walk ins in your ad and unless it’s a tech and then all bets are off!

Interview and getting New Hire Started Scripted exact same interview for each applicant, each

scripted interview would be different for some positions of course

Professional environment, NOT on the showroom floor, in an office ,closed door ,NOT across the desk

Keep track of their answers, create data that will assist you going forward in looking for trends from their answers

The person that the new hire will actually be working for/with MUST be involved in the interview or there is NO OWNEWRSHIP…..turnover!

If hired, get their ass to work, no 5,6,7 + days to go through HR maze….they won’t wait, nor should they need to

All company policies, comp plans, benefits, work schedules, everything must be in their hands right from day 1

Train them the minute they walk in, have a plan and make it happen the very first minute, they will leave in a day or two

if they feel lost, neglected, and or confused, you have invested time and money, why blow it now due to no job

training!

Craig LockerdAutoMax Recruiting And Trainingclockerd@automaxrecruiting.comwww.automaxrecruitingandtraining.com

609-517-1152