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H Gregory Gershman

H Gregory Gershman Managing Partner

Exclusive Blog Posts

What 89% of salespeople are failing to do...

What 89% of salespeople are failing to do...

  According to Dale Carnegie only 11% of salespeople ask for referrals. We all know how valuable referrals are but when it comes time to ask for a …

Why Your Online Shoppers Don’t Take the Bait

Why Your Online Shoppers Don’t Take the Bait

You think you’re dangling an enticing lure in front of your customers’ eyes. You plan to set the hook and reel them in. But what you don&rs…

Click-to-Call [Infographic]

Click-to-Call [Infographic]

  Most dealers understand the importance of making it easy for customers and prospects to find contact information. Websites often have prominent &…

Quick Tips for Improving Dealership Culture

Quick Tips for Improving Dealership Culture

Car dealers have a terrible reputation. It's such a negative experience for so many that people are electing to make a major purchase like a vehicle fr…

The Biggest Mistake Dealers Make When It Comes to Customer Retention

The Biggest Mistake Dealers Make When It Comes to Customer Retention

Jim Roche is the Divisional VP of Marketing & Managed Services at Xtime. We asked him to tell us the biggest mistake he sees dealers making today when …

Unemployment drops, what it means for hiring staff.

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The Labor Department just brought out its latest job report and unemployment is now at 5.0%, the lowest since the bubble burst in 2008.  Over 270,000 jobs were created last month, with both the Retail and Food Services industries seeing marked gains in hiring.

This is great news for consumer confidence and will help get more people in the market for larger ticket items, such as cars.  Automotive sales have climbed back to pre-2008 levels, and indicators show a likely increase for 2016.  Higher sales volume, and tightening employment market is going to create fierce competition for quality sales staff.

How can small to mid-size business, like automotive dealerships, compete for the talent?  Here are a few ways to stand out.

  1. Update employment pages.  The better the applicant, the more likely they are to research the company prior to interviewing.  The business career page is the first place a candidate will go to get a first impression.  Look over your website's about us, and career page.  Do they speak to why someone would want to work for your company?  Will a candidate understand the culture and benefits of signing on with your business?
  2. Give an interview orientation tour.  Welcome applicants like they are part of the family.  Assign a person to take each applicant that comes in through your store, like they are a prospective customer.  Many times candidates have to wait until the Manager is ready for the interview, have a greeter or other staffer use that time to walk the prospective employee through your facility.
  3. Engage with good questions.  A potential new employee only has a few data points to establish their thoughts about your business.  The quality of the interview is one of the only ways a candidate can judge the quality of your business.  Questions need to be intelligent and concise.  The interviewer needs to be an active listener.

With the dwindling supply of quality new employees it is imperative to motivate the best candidates we receive to work for us.

H Gregory Gershman - Managing Partner - www.RecruitmentHQ.com

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