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Leveraging Technology and Marketing in Recruitment [RR 969]

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Thanks to our Partners, AAPEX, NAPA TRACS, and Automotive Management Network Dan and Dave Ostrov, co-founders of Whiterail Recruits, discuss recruiting challenges and strategies in the automotive industry. The conversation highlights the use of technology and marketing to address labor shortages, the issue of ghosting, and the importance of building relationships with potential candidates. Dan and Dave Ostrov, Whiterail Recruits

Show Notes

  • Recruiting in the Automotive Industry (00:00:01) The topic of recruiting in the automotive industry and the challenges faced by shop owners.
  • The Use of Technology and Marketing in Recruiting (00:04:24) Using marketing automation and technology to address the challenges of finding qualified labor in the industry.
  • Addressing the Issue of Ghosting (00:07:16) A discussion on the problem of ghosting in the recruiting process and how technology can be used to mitigate it.
  • Building Relationships with Potential Candidates (00:14:12) The importance of building relationships with potential candidates and the value of investing time and energy into mentoring and communicating with them.
  • Adapting Recruiting Strategies (00:11:03) A discussion on the need to adapt recruiting strategies to find the best candidates, including those who may not be actively looking for jobs on traditional platforms like Indeed.
  • Finding Unhappy People (00:19:35) Discussion on finding people unhappy in their jobs and unable to move forward.
  • Using Technology in Recruiting (00:20:43) The importance of using cell phones and display advertising to reach potential candidates.
  • Chat-Based Hiring Technology (00:22:15) The benefits of using chat-based hiring technology to streamline the application process.
  • The Role of AI in Recruiting (00:25:40) Discussion on the role of AI in recruiting and the potential concerns about its effectiveness.
  • Maintaining Momentum in Recruitment (00:27:43) The importance of maintaining communication and momentum with qualified candidates.
  • Cultural Fit in Hiring (00:29:33) Strategies for assessing cultural fit during the interview process.
  • Building a Bench of Candidates (00:34:35) Introduction of the "bullpen" technology to build a pool of qualified candidates for future hiring needs.
  • Delegating Hiring to Store Managers (00:37:39) Upcoming technology to delegate the hiring process to individual store managers in larger shops.

Thanks to our Partners, AAPEX, NAPA TRACS, and Automotive Management Network Set your sights on Las Vegas in 2024. Mark your calendar now … November 5th-7th, 2024. AAPEX - Now more than ever. And don’t miss the next free AAPEX webinar. Register now at http://AAPEXSHOW.COM/WEBINAR NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Get ready to grow your business with the Automotive Management Network: Find on the Web at http://AftermarketManagementNetwork.com for information that can help you move your business ahead and for the free and informative http://LaborRateTracker.com Connect with the Podcast: -Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ -Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 -Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters -Subscribe on YouTube: https://www.youtube.com/carmcapriotto -Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ -Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ -Follow on Twitter: https://twitter.com/RResultsBiz -Visit the Website: https://remarkableresults.biz/ -Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections NAPA-TRACS-Call-To-Action-Graphic-1.png             AMN-Call-To-Action-Graphic-Website-Overl       Brakes-for-Breasts-Call-To-Action-Graphi   ARN-Website-Banner-July-2022-1200x400-1.png Screenshot_340.png

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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