{"id":2008,"date":"2022-11-29T09:56:15","date_gmt":"2022-11-29T15:56:15","guid":{"rendered":"https:\/\/efgintelligence.com\/dealershipcorridor\/?p=2008"},"modified":"2022-12-16T14:32:09","modified_gmt":"2022-12-16T20:32:09","slug":"end-the-year-on-a-hiring-high","status":"publish","type":"post","link":"https:\/\/efgintelligence.com\/dealershipcorridor\/end-the-year-on-a-hiring-high\/","title":{"rendered":"End the Year on a Hiring High"},"content":{"rendered":"

According to the most recent jobs report from the Bureau of Labor Statistics (BLS)<\/a>, the United States job market continued to grow steadily, with 261,000 jobs added in October 2022. This shows a slight decrease in the jobs added compared to the previous month, while the unemployment rate increased to 3.7 percent. Conversely, many high-tech companies have signaled \u2013 or already implemented \u2013 layoffs or hiring freezes. Could this mean a larger pool of potential recruits for dealers to scoop up?<\/strong><\/p>\n

With continued signs of strength in retail automotive and strong revenue potential, dealerships have some strong selling points to attract the best candidates.<\/strong> But don\u2019t rush to hire the first available candidate. Successful hiring at the end of the year should be strategic. Hiring the right candidate is very different today.<\/strong> Let\u2019s look at some of the challenges and opportunities dealers face when hiring.<\/p>\n

Hiring Five Generations Deep<\/strong><\/h3>\n

For the first time in modern history, there are currently five generations active in the workforce. Each generation brings a unique perspective<\/strong> to their job, providing an employer with a rich, cultural microcosm that can relate to every type of customer. Although the pandemic accelerated changes to the traditional workplace, many of today\u2019s workers have reassessed their relationships with work, placing a priority on work\/life balance as well as company culture. Making those diverse perspectives work effectively can be challenging for any employer.<\/p>\n

Where Are the Candidates?<\/h3>\n

Today\u2019s savvy dealers are reaching out to as large a swath of candidates as possible, casting a wide net across various demographic pools to make hiring quicker, as well as building a more diverse workforce. Post open positions on sites where candidates will see them. Think beyond traditional sites like jobs.com and get tactical<\/strong> with local college and trade school career and alumnus pages. Be clear that you are actively seeking a wide variety of candidates, and be diligent about removing hiring biases for gender, ethnicity, education and skillset.<\/p>\n

Culture matters<\/h3>\n

Dealership culture is defined by the relationship between management and employees, through the alignment to achieve certain goals and aspirations. If everyone is closely aligned, employee satisfaction \u2013 and success \u2013 increases<\/strong>, turnover decreases and hiring improves. But dealer management is responsible for clearly communicating the goals and helping employees achieve their aspirations, while also empowering team members to generate results.<\/p>\n

Values = Value<\/h3>\n

Having values or a sense of moral codes is often considered a \u201csoft\u201d attribute for an employee. After all, values are not known for generating profit. However, failing to establish an effective company culture that leads with values such as respect and dignity can have a direct impact to revenues.<\/strong> Examples include:<\/p>\n