Technology And The Hiring Process

Denise Rondini February 9, 2012

Software can help make the hiring process more efficient.

By Denise L. Rondini, Executive Editor


As business continues to grow, dealers will likely be adding staff. However, many dealers are not currently in a position to hire effectively.

 According to Nick Goodell, general manager of the trucking and transportation practice at Compli, the hiring process starts before you are even looking to fill a specific position. “Ideally you are going to have some people who are good candidates before you even have an opening for a position.”

One way to do that is by marketing your dealership via social media and positioning it as a desirable place to work. Other ways to build up the candidate pool include keeping information on prior job applicants or ex-employees with whom you had an amicable parting. “Perhaps someone left because they had a child,” Goodell says, “but now the child may be older and that person may be interested in returning to work.”

 It is important to maintain a searchable database and manage the information and data on potential applicants so it is available when you need it.

 Kyle Walker, director of partnerships at Compli, says that having an applicant tracking system is a good way to manage the pool of potential candidates.

The tracking system can help you prescreen applicants. For example, if you are hiring a technician and a candidate does not have the proper certification, he can be screened out by the system. “This will save time, energy and resources because you will not have to interview someone who is not qualified for the position,” Goodell says.

The next step is to test the candidates to see if they have the traits and characteristics that are complementary to the requirements of the job.

 “If you automate your screening process you will end up with the candidates who are very qualified for the position, then you can use the interview to look at some of the more subjective criteria,” Goodell says.

Before you begin talking to candidates make sure you have a well-defined hiring process and that you have determined exactly what characteristics and skills you are looking for in an applicant for a particular job.

“You also need to be honest about what the job entails,” Goodell says. “If there is a downside to the job, for example if it requires the person to work evenings, you need to spell that out so the candidates know exactly what to expect.”

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