InAutomotive: 5 simple ways to improve your recruitment strategy
InAutomotive is the leading automotive job site in the UK. For decades, they’ve been helping unite candidates and employers, so it’s safe to say that they know a thing or two about helping you recruit top talent. InAutomotive have kindly contributed some of their expertise today offering up 5 simple tips to implement into your recruitment strategy now.
Does your recruitment strategy need a revisit? Perhaps your methods are slightly outdated, and you just don’t feel like the process is going as well as it should. Do you want to make sure you’re able to attract a better quality of candidate? It’s time to take a step back, evaluate, and revamp.
We understand car dealers can be extremely busy – recruiting top talent takes time and effort. But if you can get the process right, it can reduce the amount of time you spend finding the right match.
So what steps can you take to revive your recruitment plan? Here are our five top tips to successful recruitment.
1. Market your business accurately
In the current jobs market, recruiters appear to be demanding long lists of skills and experience. Although you think each skill may be essential, the expectation could prove counterproductive, and deter talented applicants from the role. Take a good look at your job advert and ask yourself if each skill is absolutely essential. If not, take them out to avoid making candidates feel as though they aren’t qualified enough.
Make sure you shout about the benefits your company offers to employees – perks attract candidates. They want to know that they will be well looked after at your company. After all, they will spend a lot of their time there. If your business doesn’t appear to be a great place to work, top candidates will look elsewhere. You’ve got to give them something other than salary to look forward to. Discuss training opportunities, company culture and plans for the future. In a nutshell, make your company an exciting and interesting place to work.
A well-written job description is key – be clear on what level you expect a candidate to be at.
2. Choose quality over quantity
The perfect candidate doesn’t just fall into your lap. By not perfecting your process, you could be sending them off to another job…
First things first, don’t stuff your job description with keywords and advertising – especially if the standard of candidate applications is already poor. A well-written job description is key – be clear on what level you expect a candidate to be at.
Social media has made it easier than ever to speak to candidates directly. Connect with them on LinkedIn to get a better idea of whether they are what you are looking for.
Try using niche job sites like InAutomotive to find candidates with a genuine passion in the industry. Remember, it’s not about generating hundreds of applications, it’s about finding that one ideal candidate.
3. Update your interview tactics
Once the first two tips have helped attract a handful of suitable candidates, the next stage is to invite them for an interview.
Carefully plan each interview individually. By the time you come to interview a candidate, you should have a lot of information about them. Dig a little deeper to find out more about them and the claims they’ve made in their application.
Your job shouldn’t be to trip them up, but it will be pretty obvious which answers are rehearsed and which are genuine, and drawing from experience. Putting a bit of pressure on them at the interview stage will let you see how they are likely to cope with stressful situations (just don’t put them off!).
Ask questions about what they’re interested in outside of work too. The candidate who fits best with your company might not be the most qualified. You can also set them a task to be sure that they’re the right fit or the role; set this after your first interview with them. Make sure that this extra step is worth their time and yours.
After an interview you should let a candidate know how long they should expect to wait for your decision. Generally, don’t keep them waiting for more than 48 hours.
It’s polite, and just good practice to respond to anyone who has applied to your job advert. Even if it has to be a rejection email, it should still be done. This sort of courtesy is becoming increasingly rare – it can really help your company’s reputation to action some of the smaller things.
If you are proceeding with a candidate’s application, keep lines of communication open and let them know how long they should expect to wait for your decision. Generally, don’t keep them waiting for more than 48 hours.
If you’re too slow to get back to them, they could move on, and your perfect candidate will have slipped through your fingers.
5. Ask for feedback
Those who are most qualified to comment on your recruitment process are those who have experienced it first-hand. Ask your applicants what they thought of the process and if they have any suggestions for improvement. Make sure you ask all of those who made it past the initial application stage, not just your successful candidate. The results from a quick, anonymous survey could help you improve your process no end so make sure you take the feedback on board.