Chicago — Not a “big resignation.”
The challenges in today’s U.S. labor market can be better understood as a “massive reassessment,” said Adam Robinson, CEO of Hireology, a recruitment technology company that works with car dealerships.
There is a broad rethinking of “what it means to have an employment relationship,” Robinson said Wednesday at Hireology’s Elevate conference here.
The concept of work-life balance has evolved into thinking about how work fits into your life. He also said that the labor supply challenge existed even before the pandemic fundamentally changed how Americans worked.
“If you think this is going to get better, I don’t think it will get better,” Robinson said in his keynote.
Still, the challenge of recruiting and hiring qualified employees is not insurmountable, he added. It is important for employers to make their companies the most attractive to applicants at a time when companies in various industries are in short supply and competing for the same talent.
“The selection is as tough as I’d describe it here,” Robinson said. Do you want to be relegated to hiring from the talent pool left over after you’ve done it?”
Dealers, like other employers, should think of available jobs as products to market to specific customers (future jobs) in the same way they sell cars to consumers, he said. Told.
Hireology recently surveyed 6,000 job seekers across industries, including automotive retail, and found that the majority of respondents had applied for at least 16 jobs in the past six months. That means employers must show job seekers that their firm is a better choice than her 15 other potential employers, Robinson said.
Salary is a motivating factor for applicants, he said, but a Hireology study found that 84% of people would accept lower-paying jobs if other aspects of the job met their needs. I replied that I would sit down.
Respondents said they most wanted schedule flexibility, career advancement opportunities and fulfilling jobs.
But a “majority” of employers surveyed by Hireology in a separate study said they were competing for talent by raising wages, Robinson said.
“Less than half said they offer flex scheduling,” he said. “Only about a quarter are innovating when it comes to career paths and growth.”
Flexibility doesn’t just mean remote work, says Robinson. Some jobs, such as dealer service technicians, require in-person work. What applicants are asking employers is, “Will you give me the life I want and want to live in exchange for employment opportunities and the best jobs?” He said.
Employers should define career opportunities in 18- to 24-month increments so that candidates can envision their future at the company, he said. And you have to make sure you promote those aspects to applicants.
Recruiters also need to respond more quickly to applicants. On average, Robinson said, it takes him seven to eight days before employers in industries Hireology works with reach out to candidates.
“How many cars can you sell if you wait eight days to get back to your internet lead?” he said. “Zero car”
He said about six out of 10 job seekers end up with the first employer to apply.
“Be first,” said Robinson. “Want an easy strategy to sell out when you get home? You just need to respond first.”
https://www.autonews.com/dealers/great-reassessment-requires-dealers-rethink-recruiting ‘Major Revaluation’ Will Force Dealers to Rethink Hiring