Seasonal workers in the automotive industry: a precious commodity!

Posted on 1 October 201430 March 2015 by Sophie Senneville

There are a good number of companies th seasonnal_mechanics_tire_installator at hire workers for periods of one season or less. These workers are productive for periods of 6 to 26 weeks, and then end up with a forced vacation. Even though seasonal work is temporary by nature, this does not necessarily mean that business owners do not wish to re-hire well-qualified workers. Take tire-installers, for example. This job requires certain knowledge and requires training. Consequently, it would be in an employer’s best interest to re-hire these workers when work picks up. There are many different ways that employers can use to keep in touch with these workers who provide such essential services to your business. Here are a few:

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How to avoid employees recruiting errors in the automotive industry?

Posted on 28 August 201430 March 2015 by Sophie Senneville

Hiring the wrong candidate can turn out to be a very costly mistake for any business. Imagine the consequences of a recruiting process gone wrong: you may need to terminate the Embauche_mecanicien employee and risk being sued; you need to repeat the recruiting process, which is costly in both time and money; you also risk negatively affecting your troop’s morale and winding up frustrating certain employees. Of course your employees picked up early-on that your new hire wasn’t ”delivering the goods’ and realized that they were the ones that needed to pick up the slack to compensate for your mistake. The atmosphere and tension produced by this situation can seriously affect the cohesion and motivation of your team members.

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Automotive Industry References: Follow the guidelines!

Posted on 3 June 201430 March 2015 by Sophie Senneville

We all know how hard it is these days to find well-qualified staff. Technical skills are easily identifiable, but the much sought after ʺsoft-skillsʺ are not as easy to quantify. The last thing any Manager wants is to put up with the insubordination of their best technician or service consultant! Job_search_reference

As very few dealership administrators or shop managers have any practical human resource management training, many fail to ask for references, or if they dare ask, the references aren’t followed up on in an organized manner. This usually ends looking more like an ʺinformal chatʺ than an actual structured reference check.

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Technical evaluation for technicians: a great 10-minute investment!

Posted on 20 May 201430 March 2015 by Auto-jobs.ca

How many technician interviews have you performed which eventually turned out to be a waste of time once the person was hired, sometimes after no more than a few days, or even a few hours? The reason is simple: we don’t take the time to properly evaluate the candidates.

As a rule, an interview reveals many crucial human aspects of an individual. It allows you, among other things, to discover if the candidate has the personal traits that make life easier in the workplace on a day-to-day basis. This is a big deal, as it’s important to know from the start if this person has the soft-skills required for the job. Employers often rely on intuition, and for lack of tools, do not validate the candidate’s actual skills. This often leads to costly, tough decisions (time and money) later on.

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Importance of obtaining prior authorization before performing pre-employment screening in the automotive industry

Posted on 13 May 201430 March 2015 by Auto-jobs.ca

Recruiting new employees is an expensive and time-consuming process, which is why pre-employment screening is so important. The manager responsible for the process must invest time and energy that inevitably detracts from their everyday responsibilities. Welcoming, integrating and training new employees is a huge drain on dealership resources. If the process fails, the impact is felt by the whole team, which must make up for any departures or gap in required skills.

Pre-employment screening and reference checks are valuable tools that help avoid these negative consequences. When performed correctly, reference checks validate the skill level and knowledge of the candidate. What is the correct process? It consists of a process that encourages maximum objectivity from the previous employer. Instead of asking for an opinion, we ask that they rate specific skills on a scale of one to ten. This technique will provide an accurate measurement of the desired skills instead of leaving the door open for an unwarranted rant.

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