Let's touch on some strategies to keep employees happier during these unprecedented times.
All of the human resource leaders I speak with throughout the U.S. claim that their inability to attract and retain technicians, drivers, warehouse workers and other employees is unparalleled.
The reason behind this may be employee fears regarding COVID-19, stimulus checks, upgraded unemployment benefits or a combination thereof.
Many news outlets reported recently that half of the states in the U.S. are ending additional unemployment benefits this summer, such as the temporary $300 increase.
Let's discuss what you can do to attract and retain quality employees, with a particular focus on the tire industry at mid-year and the employment issues dealers are sure to face for the remainder of the year.
We will look at questions such as, "How can I keep employees happy?"
With rising competition and the driving season kicking into high gear, here are a few ways you can help your situation:
This may be a "no brainer" to most, but the best place to start is looking internally and evaluating your employment data, where available.
Where have your last employees gone? Who are your biggest local competitors, and what are their compensation packages?
According to a recent article posted at the Society for Human Resource Management website, exposure to COVID-19 is a large concern to potential employees.
According to the article, "Nearly 60% of respondents would turn down a job if the employer did not have clear health and safety protocols related to the virus in place. The same percentage of job seekers have inquired about prospective employers' COVID-19 safety measures.
"About 55% said they have or would decline a job offer if the employer did not require employees to wear masks at the workplace."
This means as an employer, we need to make sure our safety precautions are above those of our competition since this is a key factor to employees in today's market.
Ensuring that your company has a clear, outlined plan to present to potential employees can provide a much-needed edge.
Improving the interview
No doubt about it, ghosting, or disappearing candidates, are at an all-time high. We have seen companies such as McDonald's paying candidates just to show up for an interview.
According to a recent article in the New York Times, "Applebee's is seeking to hire 10,000 people this summer and announced last month that it would hand out vouchers for a free appetizer to anyone who scheduled an interview.
"Hoping for 10,000 applicants, the restaurant chain got 40,000 as a result of the offer, said John Cywinski, Applebee's president."
But what can you do once you finally get someone in the door?
You can improve your interview process by understanding it is your job to sell candidates on opportunities and your company as much as it is to vet them.
A well-defined, streamlined interview process will not only help you identify the best candidates, but it also will help ensure that the most desirable candidates have a great interview experience, which can greatly impact their decision to accept offered positions.
These are unprecedented times, and while it's easy to get distracted with negatives or even optimism, it is more important than ever to look at the reality of the current hiring environment.
Creating a community by forging relationships with other shop owners and coming together to brainstorm is a great way to develop new strategies that local dealers will use to attract and retain quality talent.
Mike Cioffi is the founder of TireTalent.com, a boutique recruiting firm that focuses on the tire industry.