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Do traditional recruitment practices meet the needs of modern companies?

Home / News / Do traditional recruitment practices meet the needs of modern companies?

Traditional recruiting techniques can be time consuming and costly processes with no guarantees that at the end you will find the right employee for the job. In today’s market, job seekers have better technological knowledge so you can reach them more easily and take advantage of technology to attract their attention. This gives recruiters many more opportunities to attract the right calibre of candidates and fill roles with the best people. Additionally it also means you aren’t confined to using potentially costly job boards.

In today’s world, attracting specialised groups of people who are passionate and interested in automotive roles is much better than simply getting as many applicants as you can. By targeting a specific audience you improve the chance of finding the best person for the job. It also helps you to cut the time and cost of sifting through applications and narrowing down the field to the best few.

An “attraction strategy” relies on basic marketing principles to narrow down the market into specific target markets. This lets the recruiter create a strategy of how to reach each one in the best manner. An important thing to remember is that you’ll need to use different techniques to attract people from different demographics. A multi-channel recruiting approach is often the most effective because it gives you the chance to appeal to the widest selection of different groups.

A really good modern recruiting technique that larger companies are using is the employee referral. This lets your existing staff contribute to the process of finding new employees. When you think about it they are the best placed to help you find the right staff because they have a full understanding of the job and will deal with the kind of people you are looking to recruit on a daily basis.

With automotive recruitment, you should continue to gather data about the audience and job market even when you’re not actively seeking staff. It is much more difficult to engage and get an understanding of the market instantly when you do decide you need to recruit. Monitoring conditions is good practice and can let you see opportunities before they are presented.

Traditional recruiting processes can still work but they come with large costs and can take a great deal of time. Taking advantage of technology and new channels is much more efficient and can help you to find a better a calibre of staff. In fast moving sectors like the automotive industry you need a much more comprehensive strategy. Automotive recruitment in particular requires care and attention to spot the right applicants.