We have been recruiting for independent garages since 2018, and the method to finding the right person needs to constantly evolve. This is because the employee mindset and behaviour is forever changing, and it is vital to adapt to that. 

We want to share helpful tips with you all, and help relieve the stress of being understaffed. 

This tip is about being proactive and making sure that your social media is active and shows the applicant what your garage is like. 

If you haven’t posted for a while – change this now!
If you are posting, remember that future employees can scroll back through your posts and will learn a lot about you. This will not only help them see that you are somewhere that they want to work, but also help with the interview. 

P.S. They will also be looking at your website – make sure that you have invested in a modern and impressive website (we can’t help with this unfortunately, but we can help with the recruitment).

As mentioned before, the employee’s behaviour is changing, and one of those changes is regarding how applicants are nervous about leaving the security of their current employer. 

How do we know this? Because they tell us.

The problem is that the applicant needs to know this. But they will only know this if you show them! 

Remember: It is your job to not be a stranger (Tip 1 helps with this) and to show that you are a stable employer that can offer the security and job that they want.

Tips 1 & 2 were about communicating who you are. Tip 3 is about learning more about the applicant.

Did you know that there is always a trigger for why someone starts to job hunt? It’s the “final straw” moment.

It’s important to understand what that moment is, as it shows you what the employee does not like, and it also leads to a conversation about why you are different.

If you hear their reason and think “We operate the same at our garage”, then you know that you are not a good employer for them, which is food for thought in itself! 

How many of you have done this in a recruitment process?

I know that a few of you have offered a competitive salary, only for the technician to go back to their current employer and stay there for the salary that you offered (sometimes even less!).

I also know that you wish there was a way of trying to prevent this. 

Read my pre-boarding blog for ideas .

Well, the previous tips posted will help, but you also need to ask if they have raised their concerns with their current boss.

And the answers are always interesting!

This could also be called “Check that you have time” or “What does a good technician look like” or “What does the Sales Advisor to achieve?” 

The biggest struggle – is the employer having time to welcome the new employee, onboard them and support them through a successful probation. By working out what your expectations are, you will then know how to support them, how much time to invest in them, and what to prepare them for in the interview!