A rapidly changing job market, not to mention laws and processes can make it very difficult for dealers to find and hire the right people.
Given how busy many dealers are with running their operations, finding a qualified third-party that is able to identify successful candidates and help stores keep them is key. Recently, Canadian auto dealer chatted with Gary Fenwick, partner at RightFit Plus about this subject and what dealers need to consider when hiring staff today.
HE: Gary, thanks for chatting with us. Starting off, why do you think many dealerships in Canada still struggle when it comes to finding the right people?
GF: Many still rely on the same hiring processes they have used for years. They struggle to adapt because hiring processes and employment laws are constantly changing. Very few dealers have a clearly defined and documented hiring process in place.
HE: Why do you think so little attention is paid when it comes to background checks?
GF: Traditionally, the automotive retail industry hasn’t emphasized hiring “the right fit,” for their company. To be fair, there is a real lack of good information on the subject of hiring and even less training for hiring managers who are given the responsibility to interview and hire new staff. Many dealers see the marketplace for good people shrinking, as a result they are reluctant to let good candidates go to their competition and often make an emotional rather than a qualified decision. In many cases they are not even doing a basic background check which significantly increases their risk.
HE: Where did the idea for RightFit Plus originate?
GF: All partners in the business have many years of experience within human resources and also the automotive retail marketplace, both in Canada and around the world. In 2012 we conducted extensive market research in the Canadian auto retail sector in the areas of HR and the hiring process. We could clearly see from our findings, not only a lack of sophistication but also significant risk for employers. We then set about putting together products and services to fill these gaps in the market. A major milestone was securing the rights to highly sophisticated global employment testing software.
HE: Can you tell us about some of the services RightFit Plus provides?
GF: We offer a complete range of HR services. These include a pre-employment screening service, as well as customized training and support for hiring managers on aspects such as job definition, job posting, resume checking, interviewing, job offer and subsequent training and development. We also create customized hiring benchmarks for our clients to help them continue to find and develop the right people and provide a number of specialized services such as executive and exit interviews. All required pre-screening checks are available online and can be conducted within 24 hours.
HE: What do you think needs to be done for the industry to change its stance on the hiring/HR process?
GF: A lot of dealers need to be educated on the true cost of bad hires, in order to move forward. They need to be provided with good quality information, so they know how to hire within the law and what tools and processes are available to help them get it right. Dealers also need to to push for mandatory pre-screening checks and conduct audits. The investment of a couple of hundred dollars to check the background of a potential employee is shockingly small to the tens of thousands spent on staff turnover and bad hires, year after year.
For more information visit: rightfitplus.com
