Creating a new position in your dealership can be daunting! For many of us in the motor industry, we’ve managed teams for years and relied on tried-and-tested staffing for our dealerships. Industries in every sector are changing how they operate and hire to meet customers’ growing and evolving needs. This means that the traditional positions inside of a team are changing. New online engagement consultants and client experience specialists are needed to manage a new way of meeting customer expectations.
In some ways, it’s business as usual; in others, it’s almost like starting from scratch. This means that we already have skills to meet the need, but we may need to learn a few more.
If you have recently reviewed your quarterly figures and have come to the realisation that your team can’t simply ‘sell more’ in order to meet targets, then you might be thinking about how to approach developing a new team to deliver exceptional value to your customers.
Here are some ideas:
Define the new role well – don’t be too vague.
If you’re creating a new position, focus on wooing your applicant’s emotions, passions and authentic “why” behind applying. If you’re targeting the millennial generation, then this is deeply rooted in how they consider new job opportunities.
Defining the scope of the role is essential, so it’s vital to describe the job’s requirements and qualifications. If the position requires extensive training or development, outline the expected results and set a realistic expectation for the job. Having said this, Steve Jobs once said that he hired people to tell him what to do, not the other way around. Allow some flexibility to learn and grow with the new people on your team.
Consider remote working.
While a remote workforce may appeal to candidates, it also poses problems for managers. But there are specific tasks in our dealerships that our staff can actually run remotely. Allowing flexibility, like having shorter in-dealership hours or specific days that employees can work from home, can increase innovation and new ways of engaging with customers.
Create a strong employer brand.
Recruiting and retaining mid-level and senior dealership professionals is challenging! Offering higher salaries is no longer enough to attract and retain top talent. In a recent global salary survey by Robert Walters, nearly half of employers lost their top talent in the past year. For this reason, it’s crucial to develop a strong employer brand. By investing in employee training and growth opportunities, you’ll be on your way to attracting the best candidates for your company.
Maintain a consistent online presence.
Your dealership website, communication strategy and social footprint should provide detailed information on the work culture and human side of your business. You can also make it easier to find a great candidate by hiring friends of those in your network.
In the new landscape, emotional intelligence from managers is more important than ever. According to Limeade, a company that tracks global employee well-being, 40% of employees will leave their job because of burnout, while other reasons include inflexibility and lack of appreciation. A great team needs great people and exceptional leadership!