JODIE KORNFEHL’s Post

Here are our top 3 tips for hiring the best people in Q4 as an automotive dealership. 👇 1️⃣ Define Clear Job Roles and Expectations: To attract the best talent, you need to provide a crystal-clear job description with well-defined expectations. Candidates should know what they're signing up for, and this will help filter out those who aren't a good fit from the start. While it might feel nice to receive hundreds of applications, if only 15% of those meet the criteria for the role, a lot of time and valuable resources is wasted. Also, offering a 'competitive' salary doesn't cut it anymore. Be proud of your offer and show candidates why they should work for you. 2️⃣ Build a Robust Recruitment Process: Hiring the best people begins with a strong recruitment process. To often do we hear about dealer groups using recruitment agencies that put the job online and pass across the CVs. This doesn't give the dealership or the candidate a good experience. We employ a multifaceted approach that includes working with you to optimise the job advert, thorough screening, assessments, one-way video interviews, telephone interviews, and rigorous shortlisting. A solid recruitment process like this ensures that only the most qualified candidates make it to the final stages, and helps remove the heavy lifting from the hiring dealership. 3️⃣ Prioritise Soft Skills and Culture Fit: While technical skills are essential, don't overlook the significance of soft skills and cultural alignment. A candidate's ability to collaborate, adapt, and thrive in your dealership's culture can make or break their success. During our assessments and video interviews, we are getting a feel for the real person, to see whether they are the right fit for your business from a personal perspective as well as professional. Successful recruitment isn't just about hiring people to fill a space, it's about retaining long term talent who can grow and excel in your business. As we navigate through the challenges and opportunities of Q4 in the automotive industry, remember that hiring the right people is the cornerstone of your success. At Calibre Group, we're here to help you find exceptional talent. We're not just recruiters; we're industry insiders who understand what it takes to thrive in this fast-paced sector. By implementing these strategies you'll be well on your way to assembling a winning team for the final quarter and beyond. And if you want help finding the future stars of your dealership, send us an email via contact@calibregroup.co.uk.

Top 3 tips for hiring the best people in Q4 as an automotive dealership! 👇

This is how normal agency recruitment works (and why you have had a bad experience): Contingent recruiters are instructed to go identify candidates that they can represent (aka sell) to companies that have openings. They often do this by posting fake job ads to attract potential candidates, or headhunting candidates promising them that they can find them a job. They then approach companies with the candidate resume and sell the resume to the company. If the company buys the resume, the recruiter charges a fee (usually 25-30% of the candidate salary). It is a GROSS DIRTY way to do business that incentivizes a quick hire, a lack of understanding about the businesses true challenges, and no real business partnership. Here's how GrowthWise does it: We represent the COMPANY first. No fake ads, no approaching a candidate with a promise to find them a job that we don't even have yet. (In fact, if you are a job seeker and you approach us asking for a job, we tell you the TRUTH.) After a thorough intake process, we develop a custom search and screening process for our client, to identify potential candidates that are most likely to be a holistic and long term fit for our client. We source and screen candidates for YOU, bringing you interview and selection solutions. We bill for our value, not based on the candidate salary. We make long term hires that make sense for our clients business, and budget.

Things you didn't know about the recruitment🤔 I've been chatting to one of my friends and they were curious how recruitment works. Yes, we are connecting candidates with clients but what’s the backend of that? Well, one of the most fundamental things is terms & conditions (T&C). It's a legal document between a client and a recruitment agency which forms the relationships. It contains a lot of things around confidentiality, liabilities but we will focus on top three components of any T&C which are introduction fee, warranty period and payment terms. ✅ Introduction Fee. It's a percentage of a candidate's total annual package which is paid by a client to an agency for using their services. It's important no note that the fee will be paid only after candidates start the job. The clients don't pay the fee for shortlists, interviews or even extending the offers unless it's a retained search. ✅ Warranty Period. What if a candidate resigns after a week, a month? What if they don't perform or misconduct and the client will have to let them go? The agency will replace the person for free of charge during the warranty period. ✅ Payment Terms. It's a time when clients settle the introduction fee. Agencies usually invoice clients on the day candidates start. While recruitment industry isn’t very regulated and it might feel a bit overwhelming, it’s important to have clear and transparent terms with recruitment partners to ensure you get the most value.

Recruitment process: Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization. Recruitment process is a process of identifying the job vacancies, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidates. Recruitment process is the first step in creating a powerful resource base. The process undergoes a systematic procedure starting from sourcing the resources to arranging and conducting interviews and finally selecting the right candidates.

How to create your recruitment strategy To hire the right candidate, you need to identify your ideal candidate. Once you know who you're looking for, you can tailor your recruitment strategy around them. To create a successful recruitment plan, consider the following: - Create compelling job postings. Include information about your leadership team and employees, highlight your company culture, and make job seekers feel like they would fit in. Some companies have had success by rearranging the sections of their job postings to start with benefits, perks, and culture before outlining the responsibilities of the role. - Gather employee testimonials. Ask your current staff to write or record a video testimonial to showcase your employer brand. This gives job seekers an authentic look into what it's like to work for you. - Give job seekers clear next steps. In the competitive job market, don't keep candidates waiting. Reach out and thank them within an hour of applying and provide them with links to learn more about your company, such as your careers page and employer review sites. Keep them engaged while they wait to hear back. - Schedule interviews promptly. Be flexible with your time and use phone screen calls as a simple first step. Try to add a personal touch to the interview, like discussing a hobby or similar interest. By building a personal connection, candidates are less likely to "ghost" you and stop responding. Running a business can be time-consuming, so automating where you can is important. Consider using an applicant tracking system like CareerPlug to schedule interviews and save time. You can also use CareerPlug's pre-screen questions to evaluate potential red flags in candidates. Setting yourself apart in today's competitive labor market is key to attracting the right talent. Taking the time to show job seekers that you care about their experience will help you bring in the people you need to move your business forward in 2024. Let Midsouth HR Consulting and Notary Services help you find your next candidate.

Recruitment Tip - Don't Skip The Job Brief The Job Brief is a recruiter’s roadmap, it is the foundation for all your recruitment activity. If done correctly, it sets the recruiter up nicely to write compelling advertisements that will captivate the right candidates, and it informs the recruiter how to ask the right qualifying questions of candidates. Even if you are short on time, this is the one step you don’t want to skip. Find out how to use a job brief for successful recruiting plus download our Free Job Brief Template here >> https://lnkd.in/dT6pfEdN

The biggest mistake I see businesses make with recruitment? No urgency in the process. This is the No 1 reason candidates lose interest, they are waiting about for weeks for someone to get back in touch with them. The employers that are succeeding with recruitment do the following - Pounce on any profile they like - Initial call booked immediately - Interview booked for the week after (at the latest) - Job offered after 1 interview with start date agreed there and then Candidate happy. Employer happy. Can anyone tell me what the benefits are to dragging out the process? I literally can't think of any?!

Your Recruitment Process Is A Joke 😂 You think your recruiting process is top-notch? 🤔 Think again. 🔄 Chances are, it's as effective as a chocolate teapot. 🍫🍵 A shocking statement? 😱 Perhaps. 😬 But it's high time someone slapped you with the reality. 👋 Your current methods aren't just outdated, they're prehistoric. 🦕 You're still stuck in the stone age while your competitors zoom ahead in electric cars. 🚗⚡ You're hiring more, but you're not hiring better. 📈❌ You're spending a fortune on recruitment, yet struggling to retain the best. 💸🏆 Stop this madness. 🛑 Now. 🚀 How? 🤷♂️ By evolving the best, not just appointing them. 🌟 Your focus should be on quality, not quantity. 👥🎯 It's time you stop recruiting more and start recruiting less. 🔀 Sounds counterintuitive? 🤨 Maybe. 🤷♂️ But that's the secret sauce to winning the recruitment game. 🍔🏆 Now, you might be wondering, how do I do that? 🤔 How do I change my approach and transform my recruitment process? 🔄📋 That's where I come in. 🙋♂️ As a recruitment specialist, I can show you how to fish in the right talent pool. 🎣 How to lure the best, reel them in, and keep them hooked. 🐟🔗 No more throwing back the ones that got away. 🚫🌊 No more settling for the small fry. 🐠🍟 So, are you ready to stop being a joke and start being a recruitment rock star? 🌟🎸 Are you ready to change your approach and transform your results? 💪🚀 If so, it's time to act. 🕒 Right now. ⏰ Not tomorrow. 🚫📆 Not next week. 🚫🗓️ Now. 🚀 Otherwise, you risk being left in the dust while your rivals overtake you in the fast lane. 🏁🚗 So, what are you waiting for? 🤷♂️ Get in touch and let's start transforming your recruitment process today. 📞🌟 No more jokes. 🚫😂 Only success. 🌟🏆 Are you in? 🤝👍 It's why when you choose us, we get you results like this: An aerospace manufacturer who saved over £50k by working with us. ✈️💰 A sheet metal company that was able to get the director off the tools when we found the right person. 🛠️👔 A precision engineering business that took advantage of our guarantees and replaced their new hire at no extra cost. 🛠️💼 So if you want to appoint the best, evolve the best, and recruit less, then here's what to do next: Click the link. 🔗 Answer a few simple questions. ❓ Let's talk. 🗣️ https://lnkd.in/esrGhASw

Your Recruitment Process Is A Joke 😂 You think your recruiting process is top-notch? 🤔 Think again. 🔄 Chances are, it's as effective as a chocolate teapot. 🍫🍵 A shocking statement? 😱 Perhaps. 😬 But it's high time someone slapped you with the reality. 👋 Your current methods aren't just outdated, they're prehistoric. 🦕 You're still stuck in the stone age while your competitors zoom ahead in electric cars. 🚗⚡ You're hiring more, but you're not hiring better. 📈❌ You're spending a fortune on recruitment, yet struggling to retain the best. 💸🏆 Stop this madness. 🛑 Now. 🚀 How? 🤷♂️ By evolving the best, not just appointing them. 🌟 Your focus should be on quality, not quantity. 👥🎯 It's time you stop recruiting more and start recruiting less. 🔀 Sounds counterintuitive? 🤨 Maybe. 🤷♂️ But that's the secret sauce to winning the recruitment game. 🍔🏆 Now, you might be wondering, how do I do that? 🤔 How do I change my approach and transform my recruitment process? 🔄📋 That's where I come in. 🙋♂️ As a recruitment specialist, I can show you how to fish in the right talent pool. 🎣 How to lure the best, reel them in, and keep them hooked. 🐟🔗 No more throwing back the ones that got away. 🚫🌊 No more settling for the small fry. 🐠🍟 So, are you ready to stop being a joke and start being a recruitment rock star? 🌟🎸 Are you ready to change your approach and transform your results? 💪🚀 If so, it's time to act. 🕒 Right now. ⏰ Not tomorrow. 🚫📆 Not next week. 🚫🗓️ Now. 🚀 Otherwise, you risk being left in the dust while your rivals overtake you in the fast lane. 🏁🚗 So, what are you waiting for? 🤷♂️ Get in touch and let's start transforming your recruitment process today. 📞🌟 No more jokes. 🚫😂 Only success. 🌟🏆 Are you in? 🤝👍 It's why when you choose us, we get you results like this: An aerospace manufacturer who saved over £50k by working with us. ✈️💰 A sheet metal company that was able to get the director off the tools when we found the right person. 🛠️👔 A precision engineering business that took advantage of our guarantees and replaced their new hire at no extra cost. 🛠️💼 So if you want to appoint the best, evolve the best, and recruit less, then here's what to do next: Click the link. 🔗 Answer a few simple questions. ❓ Let's talk. 🗣️ https://lnkd.in/e4xi4ts6