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Best Practices in HIRING AND RETAINING
RV Dealership Talent
PRESENTED BY
Helping you close the applicant deal and build a workforce full of talented professionals who
will drive your business forward
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How to Build a Workforce of Talented Professionals
Brand Your Company As THE Place To Work
Attract the Caliber of Talent You Need & Want
Write a Job Posting That “SELLS!”
Train Your Staff in Effective HR Tactics
The Secret to Your Success: Retention
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Brand Your Company As
THE Place To Work
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Brand Your Company As THE Place To Work
You want your customers to perceive your dealership as • Trustworthy • Caring • Committed to their needs • Fun place to buy their next RV
You want prospective employees to feel the same way… to think of your dealership as a great place to work.
Build Your Brand, and They Will Come
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Brand Your Company As THE Place To Work
Perception Is Everything
Are the Careers and “Meet the Staff” sections of your website updated and engaging?
Are you appealing to Gen X and Gen Y with your job postings, your brand, and your culture?
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Brand Your Company As THE Place To Work
Perception Is Everything
Do you share profiles/bios of employees that present your company in the best light?
Do you highlight Staff Success Stories that illuminate professional growth?
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Brand Your Company As THE Place To Work
What Does Your Staff Really Think?
In today’s world, “word of mouth” means social media. What is your staff saying – good or bad? Don’t ignore low morale. What’s your workplace vibe – do people seem energetic and passionate, or stressed? What can you do to ignite that atmosphere and improve employee morale? Suggestions: Survey your workforce, present opportunities for feedback, encourage an “open door” policy, train department managers in effective leadership skills.
Little things mean a lot! A happy staff and a reputation as a fair employer make it easier to attract and retain top talent.
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Attract the Caliber of Talent You Need & Want
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Attract the Caliber of Talent You Need & Want
Unearth Hidden Gems
Expand your candidate reach outside the RV industry:
SALES & CUSTOMER SERVICE-RELATED POSITIONS Candidates from: Hospitality • Big-Ticket Retail Sales • Health Care Workers • Automotive • Customer Service Reps TECHNICAL POSITIONS Candidates from: Recent Trade School Grads • Those With Transferable Skills Sets (i.e., Plumbing, Electrical or HVAC, Carpentry, Building Maintenance)
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Attract the Caliber of Talent You Need & Want
Attract Passive Candidates:
Here’s How:
Tap into your database Initiate an employee referral program Recruit them directly (social media, industry events, networking)
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Attract the Caliber of Talent You Need & Want
Add Homegrown Talent to Your Workforce Strategy
Cultivate and Develop Talent Promote From Within Sustainable Strategy Reduce Hiring Costs
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Attract the Caliber of Talent You Need & Want
Home-Growing Talent Decreases Your Hiring Cost
No continually posting jobs No sign-on bonuses No vacant positions affecting productivity Less employee turnover
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Train the “next generation” of technicians
Attract the Caliber of Talent You Need & Want
Partnership in RVIA’s TNT program
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Attract the Caliber of Talent You Need & Want
What Does It Accomplish?
A More Passionate Workforce +
A Stronger Employer Brand +
A Customer-Facing Brand +
Better Customer Satisfaction +
Increased Sales & Service Business =
Boosted Profitability
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Write a Job Posting That “SELLS!”
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Write a Job Posting That “SELLS!”
A Common Job Posting
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5.
1. Are you an Equal Opportunity Employer?
2. Too wordy
3. Too limiting
4. What about the opportunities?
5. Why should anyone apply?
1.
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Write a Job Posting That “SELLS!”
A Better Job Posting 1
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1. It grabs their attention
2. Showcases awards and accolades
3. Promotes the opportunity
4. Touts the benefits
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Write a Job Posting That “SELLS!”
How to Craft a Compelling Job Posting
Capture their attention – Present the most important information front and center; don’t be so generic
Provide ample details about the position, and use keywords that describe your ideal applicant and his/her duties/responsibilities
Describe why your company is a great place to work – awards, opportunities for advancement, perks and incentives, staff events, etc.
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TRAIN YOUR STAFF IN EFFECTIVE HR TACTICS
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Train Your Staff In Effective HR Tactics
Assess Your Current HR Process
Who follows up with candidates?
How quickly do you reach out?
How do you reach out? Phone? Email? Text?
Are you involving “key players” at your dealership in the process?
Are your job descriptions accurate? Are new hires fully aware of their job responsibilities?
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Effective Follow-Up Tactics
Realize that time is of the essence
Make your hiring follow-up personal, not a form letter
Be proactive about learning more
Train Your Staff In Effective HR Tactics
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Train Your Staff In Effective HR Tactics
The Job Interview Workflow
YOU
DEPARTMENT MANAGER
The typical dealership interview process looks something like this:
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Train Your Staff In Effective HR Tactics
The Job Interview Workflow
A SALESPERSON They’re best at “reading people”
OFFICE MANAGER Who knows the dealership better than your office manager?
SOMEONE BEST SUITED FOR THE ROLE Who best understands your dealership’s culture and personnel?
How to IMPROVE upon that process:
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Train Your Staff In Effective HR Tactics
Are you asking the right questions? Are you allowing applicants a chance to ask their own questions?
Remember that interviewing is a two-way street What makes for a great conversation between the applicant and employer?
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Great Conversations Come From Position-Specific Questions
Sales
Management
Administrative
Technical
Train Your Staff In Effective HR Tactics
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Train Your Staff In Effective HR Tactics
Create a Template of Interview Questions
Provides a fair, balanced, and compliant interview process
Ensures each applicant is provided with the same opportunity
Allows for a consistent interview process and easier evaluation
Allow for Q&A time with the job applicant TAKEAWAY:
Revamp Your Job Interview Questions Use specific questions for each type of position
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Train Your Staff In Effective HR Tactics
Look Beyond the Resume
Effective HR also means being able to assess “intangibles” about applicants:
• How do they express themselves?
• Rate their etiquette and “politeness factor”
• Check referrals!
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THE SECRET TO YOUR
CONTINUED SUCCESS:
RETENTION
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Treat them like family
Define and develop your company culture
Reward a job well done
Be accessible to all employees
Offer career advancement opportunities
The Secret to Your Continued Success: Retention
How to Keep Employees Engaged:
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Companies with engaged employees outperform the competition by as much as 202%*
*Dale Carnegie Training
The Secret to Your Continued Success: Retention
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Maryellen Adams Director of Automotive Division
www.careerco.com
718.307.6258
Questions / Comments?
Drive Your Dealership Forward