Digital Dealer - August 2018 - 19

Tool truck owners gain
tremendous exposure to
what is happening in the
local service market. In
some cases, you can offer a
finder's fee to him or her for
referring a hiring opportunity
from the Aftermarket - particularly the quick-service
outlets where turnover is
perpetual. Let them know
you can throw them off the
lot if you want to - Ok, don't
go that far.

8. THE MILITARY -
FROM THEIR WEBSITE

"Nowhere else will you
find a blend of job skills that
include leadership, discipline, and pressure-based
decision-making. In serving
their country, veterans have
trained to become your
company's greatest assets."
Military Recruiting (https://recruitmilitary.com/
employers)
Are you sick of employees exercising little
discipline or caring about
the work they perform? -
look here. Who deserves
a chance more than our
veterans?
9. HTTPS://WWW.FINDAMECHANIC.COM/

This website contained
over 50,000 resumes (no
kidding) from all over the
country. Also, you can post
jobs here. Pricing was reasonable, starting at $199 for
a 30-day post. This group
also helps manage social
media postings for you.
10. CREATE RADIO /
INTERNET RECRUITING
ADS

Poll your technician staff
to determine which radio
stations they listen to, particularly during the day. You

may find Pandora and other
internet stations are the
predominant choice. Both
radio and music stations
offer advertising opportunities, which can be used for
recruiting.
Affordable packages are
available in mid-day when
other candidate technicians
are listening. It's more
effective to compact your
message, i.e. once an hour
for four hours rather than
spreading it out over days.
11. GO GET 'EM

Years ago, I was assisting a large Ford store which
was suffering severely from
a technician shortage. It
was so serious that the
manager and I went tech
hunting one day at the local
franchise (Firestone, Goodyear, etc.) shops.
We managed to hire
three techs by studying
individual work habits
from the doorways, then
asking selected techs to
refer their tech friends to
our preplanned evening
interview and we would pay
them a spiff. As hoped for, it
was those individuals who
showed up for interviews.
Sweet.

12. DEVELOP TECH
SCHOOL RELATIONSHIPS

A smart approach is to
get closely affiliated with the
area technical schools to
find the top students in the
graduating class. Offer to
make an appropriate presentation for the teacher(s),
who may love getting a
break. Developing a relationship with the students
and the teachers pays great
dividends for finding and
hiring the right personnel.

Make time to take time.
It'll be worth it.
13. TAP YOUR DATABASE

How big is your database of patrons - 15,000,
25,000, 40,000? We have
had success reaching out
via email to a dealership's
database to find technicians
and other job candidates.
After we thank our customer
for their loyalty, we simply
explain that we are looking
for qualified candidates, and
we know that they are familiar with good people they
would like to see working at
their dealership.
As a big THANK YOU,
we offer them a significant
spiff ($300 - $500) if we hire
their referral. Just to show
the love.
14. NEVER STOP
RECRUITING

Never stop recruiting,
always seek that special individual who fits the winner
category. Typically smart
managers will maintain a
group of resumes, and they
will stay in contact with
potential and even past key
players who may later join
the team. Many find the
grass isn't so green over
there after all.
The very best chiefs
don't get put in a corner by
some employee's ridiculous
demands, or they will quit
soliloquy. Rather, they stay
prepared!
LAGNIAPPE

I developed and regularly
use a detailed "Professional
Technician Job Function,"
which we review before
hiring to clarify the job's
expectations. Afterward, we
use it in a 30-day self-reD I G I TA L D E A L E R . C O M

view, 90-day self-review,
and then in the six-month
standard performance review. If you're interested in
this Excel document, email
me at Ed@NetProfitGroup.
com, and put on the subject
line: "Prof Tech JF- I Will
Do It Ed," and I will send it
forthwith. I will also include
a sample recruiting radio /
social media / internet ad
cause you are that special.
But wait! Just pay "zero" for
shipping & handling.
Let's just admit this - we
are as good as the loyalists we surround ourselves
with, and most of us put
up with too many marginal
players because we don't
find/take the time to get
serious about recruiting until
the inevitable crisis arises.
Then we feel so pressured
so we hire using the old axiom, "fog the mirror, you're
hired." Don't wait, start
planning your recruiting
strategies today, well before
the next tempest.
ED KOVALCHICK has traveled
the world training and consulting in fixed operations with
manufacturers and dealers. His
extensive background includes
master technician status, independent shop owner, dealer
with all Chrysler & Nissan
franchises, and founder of Net
Profit Inc., fixed operations
consulting and training. He is
a graduate of the University of
Louisiana and has served as
state president of the Automotive Service Councils, and
the advisory boards of Wyo
Tech and Virginia College. He
has been a regular columnist
and conference presenter with
Dealer Magazine and Digital
Dealer since 1995. EMAIL:
Ed@NetProfitGroup.com.

AUGUST 2018

19
https://www.recruitmilitary.com/employers http://www.findamechanic.com/ http://www.DIGITALDEALER.COM
Table of Contents for the Digital Edition of Digital Dealer - August 2018
