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The Hiring Handbook

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David Roman, owner of Done with Care Auto Repair in Merriam, Kan., used to hate hiring. 

 Why?

“It’s the most difficult thing to do—there’s so much risk,” Roman says. “There’s an immense amount of work and very little payoff. Most of the time, the person doesn’t work out. It’s very difficult to do successfully.”  

Roman’s views on hiring have changed quite a bit, in fact, he now teaches classes on how to find the best candidates possible. However, he didn’t get to this place overnight, he (just like you) had to put the work in. 

In 2019, Roman had to replace a tech. He did the usual; he put out an ad and got a variety of candidates, including those that were “ridiculously underqualified.” Being fed up with the entire hiring process, Roman decided to take a different approach and create a system that would allow him to be more successful. He decided to begin targeting applicants as he would potential customers and has since created a marketing-based approach to hiring. 

“Currently, at this moment, we’re in a buyer’s market. The tech has all the power,” Roman says. “But, as shop owners, we have the mindset that we hold all of the cards.”

That is not true, Roman emphasizes. With a tech shortage, a top-quality candidate has his or her “pick of the litter” when it comes to where they want to work because they’re in such high demand. Not only that, but the workforce is changing. Millennials and Gen Z are the current talent pool, and the way they look for jobs is different than the generations before them. 

It’s time to stop putting out the same job posting for A-techs that you’ve been posting for the past 10 years. In order to hire well, the process needs a complete revamp, and that starts with bringing the candidates in. 

 

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