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Unlock the Power of Indeed Resume to Find Technicians Faster [AW 152]

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Chris Lawson provides insights on using Indeed's applicant tracking system effectively and recommends using social media to showcase your company's values and culture to attract top talent. Chris also discusses the importance of personal connections and using proven methods to find the right technicians.

Chris Lawson, TechnicianFind.Com. Chris’ previous episodes HERE

Show Notes:  
  • Watch Full Video: HERE
  • Concerns and Impact with Indeed Layoffs [00:03:46] Discussion of the recent layoffs in the tech sector, including at Indeed, and how it may affect recruiting in the automotive aftermarket industry.
  • Decline in Sponsored Jobs [00:05:12] Indeed's decline in sponsored jobs by 33% due to a losing business model and diminishing returns.
  • Using Indeed for Recruiting [00:07:21] Using Indeed for resume search and applicant tracking system to actively search for technicians.
  • Recruiting on Indeed [00:09:28] Discussion on how to use Indeed for recruiting talent in the automotive aftermarket industry, including pricing and subscription plans.
  • Social Media Recruiting [00:12:25] Importance of social media for recruiting passive job seekers and building a strong brand and culture.
  • Building Your Brand on Social Media [00:13:34] Tips on using social media to showcase your company culture and attract potential employees.
  • The Importance of Spouses in Hiring [00:14:51] The role of spouses in the hiring process and how to win them over to secure a potential employee.
  • Stop Fishing and Refine Your Hiring Process [00:16:17] The importance of having a proven hiring process instead of relying on luck and chance to find potential employees.
  • Recruiting on Indeed [00:17:18] Tips for using filters and structuring outreach to attract technicians on Indeed.
  • Challenges with Indeed [00:18:05] Indeed's new policies and how they affect the recruitment process.
  • Effective Outreach [00:18:48] How to structure outreach to potential candidates and reduce ghosting.
  • Maximizing Indeed [00:20:06] Encouragement to explore Indeed's full potential and use filters to find good candidates.


Thanks to our Partner, Dorman Products. Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

Connect with the Podcast:

-Join our Insider List: https://remarkableresults.biz/insider -All books mentioned on our podcasts: https://remarkableresults.biz/books -Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom -Buy Me a Coffee: https://www.buymeacoffee.com/carm -The Aftermarket Radio Network: https://aftermarketradionetwork.com -Special episode collections: https://remarkableresults.biz/collections

 

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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