At Find A Wrench, we are always encouraging our clients to be as transparent as possible throughout the hiring process.
Transparency has been a hot topic for businesses for the last couple of years. In an age when people are used to googling, it has become an expectation to be able to find answers to ALL questions online.
Before we get into how this affects shops and dealerships in their hiring processes, let’s back up and take a look at what it means for a business to be transparent.
What does it mean for a business to be transparent?
Businesses who practice transparency publicly share information that has traditionally been kept private.
The information companies share varies from business to business, but often include transparency in:
- Growth and performance
- Internal processes
- Hiring practices
For the automotive industry in particular, transparency has become a way for shops to differentiate themselves from their competitors when trying to attract technicians.
The Importance of Transparency
The demand for technicians is high, and the majority of qualified technicians are already employed and not necessarily looking for a new position. However, studies have shown that 85% of employed professionals would consider switching jobs.
The question is — how do shops get the attention of that 85% if they aren’t actively looking for open positions?
We help shops get in front of qualified technicians in a number of ways, but the foundation (and, arguably, success) of everything we do relies on the shop being willing to be more transparent.
“90% of job seekers say that it’s important to work for a company that embraces transparency” (Zety).
How Shops Can Be Transparent in Their Hiring Process
Below is a list of suggestions we make to our clients to help improve their chances of filling their open technician roles faster.
Write a good job posting.
Being transparent begins with the details a shop includes in their job posting. It’s likely the first impression a technician will get of your shop. If the questions they have aren’t answered in that job posting, they’re not likely to put in the effort to apply without knowing it’s a good fit. Why would they? There are plenty of other opportunities out there for them.
When writing a technician job posting, be sure to include the following details:
- Job title
- Job description (2-3 sentences)
- Description of your shop
- Job responsibilities (bulleted list)
- Job requirements (bulleted list)
- How to apply
Pay is the single most important factor for technicians when considering switching jobs. Technicians want salary information up front because they don’t want to waste their time applying for a job that isn’t going to pay enough for them to support themselves or their families. We estimate that by not including salary in a job posting, that shops are missing out on around 75% of qualified applicants… That’s a lot of techs.
Explain the hiring process.
We’ve worked with a few clients that have rather extensive application and hiring processes. What we often see are applicants starting the application process and ghosting the shop part of the way through because it’s taking more time than they expected. By being up front with the time it takes to apply and how many interviews they will be expected to do, you’ll lessen the likelihood of applicants dropping out during the hiring process.
Be sure to follow up, and follow up quickly.
Following up with a candidate after they apply and after an interview is respectful, and says a lot about your shop. Even if they aren’t the candidate of choice this time around, they could be a great hire in the future. So, it’s important to leave them with a good impression of your shop — regardless of whether they’re getting a job offer or not.