Issue link: http://read.dmtmag.com/i/205815
Recruitment & Retention Top 3 Things You Must Be Clear About The more detail you provide now about your company, the job, and the location, the fewer problems you'll have later. BY JERRY RANDECKER & CHRIS SITTER Every dealership wants to attract the best management personnel, so let's take a moment and examine why a highly qualified candidate would decide to pursue your opportunity. The answer is threefold: (1.) Because your company sounds like a place where they would fit in and enjoy working (2.) Because your position sounds like a fit with their skills, experience and interests, and because this career move presents a meaningful challenge they would enjoy tackling (3.) Because your location is a place that fits the needs and desires of the candidate and his or her family To help a potential candidate accurately determine whether or not (s) he's a match for your opportunity (early in the hiring process), your position description should clearly communicate all three of these critical pieces of information. Providing candidates with an honest, attractive presentation of your company, your job, and the area where your position is based will also eliminate a great number of hours your HR team or search firm will spend evaluating candidates who could have determined – on their own – that they are not the man or woman for this job. It takes more time on the front end to develop such a document, but be assured this will be time well spent. We didn't place any special priority in the order of these three points, and neither should you. The fact is, they are all equally important, and you need to treat them all with bright green lights or you can confidently expect trouble in the months and years ahead with that hire. Point 1: Applicants need to have a type of personality, work habits, and attitude that will work – for the long haul – in your company culture. So, try to provide not only a brief history of your company and an overview of the products and services you provide, but also a fairly clear picture of what it's like to work at your dealership. This could include: hours of operation, overtime expectations, attire, periodic teambuilding activities, etc. Point 2: Determine what's attractive about your particular opportunity. Is there a specific challenge connected to this role that will raise the adrenaline levels of highly qualified candidates when they learn of it? If so, briefly tell that story in a manner that causes them to stay up till midnight brushing up their resume and writing you a polished cover note! With regards to the qualifications, list the certifications, the specific skills, the years of relevant experience, the travel requirements (if any) and the educational credentials expected for that particular role. If you spell out the challenge and the desired qualifications, then you have successfully communicated "the job." Point 3: Too often, location is not seriously evaluated until late in the hiring process. Can Mr. or Ms. Candidate and his/her family enjoy living (for the long term) in the area where this position is based? If a vice president or director level candidate from three states away reads one of your position descriptions, will they have a pretty good idea of what it's like to live in your town? Every place has its pluses (and minuses), and while one candidate may consider a remote location a fantastic opportunity to commune with nature and to hunt, fish and camp with their families on the weekends – another might see it as being stuck three hours from the nearest sports stadium and favorite restaurants. Make a list of the top reasons why your longtime employees at that location stick around, and brag on each of those reasons for at least a sentence or two! If this branch location is within close proximity of some good shopping malls, an area symphony or a nice entertainment park, mention it. Candidates will also want to know the approximate cost of living in the area (see www.coli.org), and whether the office/branch location is close to a nice lake or a major state park. The really bright side of this threepoint HR writing assignment is that once your team completes their first position description in this format, you will have a great template for every other role based at the same location. Just change out the desired qualifications, update any company information that has changed, and Presto – you've got an accurate and attractive position description ready to capture the attention of some strong performers when you're ready to fill your next management role. Happy Hiring! JORDAN-SITTER ASSOCIATES is an executive search firm focused primarily on the heavy equipment industry. Jerry Randecker and Chris Sitter can be reached at jerry@jordansitter.com, chris@jordansitter.com, or 210-651-5561. November 2013 | Construction Equipment Distribution | www.cedmag.com | 49