1. Trade Schools
  2. Scholarships
  3. College
  4. Social Media
  5. Career Resources Info
  6. High School
  7. Job Listings
  8. Military Veterans
  9. Intern Program
  10. Mentoring Programs
  11. JOBS4U
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Welcome to the Auto Care Association Industry Recruitment Resources page. This kit provides information on how to use the resources the association developed. We have done the research to help you in your recruiting effort as well as provided suggestions on working with and developing new employees.

If you have questions about any of the tools or suggestions, or would like more information, please contact us.

NOTE: While the resources were created to help you in your employee search and placement, it is up to you, the individual company/employer to use the tools and reach out to the resources in order to be successful in finding and keeping the talent you need.

Mentoring Programs
Mentoring Best Practices
Mentoring Programs What is mentoring? Mentoring is most often defined as a professional relationship in which an experienced person (the mentor) assists another (the mentee) in developing specific skills and knowledge that will enhance the less-experienced person’s professional and personal growth. What does a mentor do? The following are among the mentor’s functions:
  • Teaches the mentee about a specific issue
  • Coaches the mentee on a particular skill
  • Facilitates the mentee’s growth by sharing resources and networks
  • Challenges the mentee to move beyond his or her comfort zone
  • Creates a safe learning environment for taking risks
  • Focuses on the mentee’s total development
Read more on mentoring best practices—“Looking for What Works,” by Jerry Sherk, Evaluation, Management and Training Group (EMT). Permission granted by Jerry Sherk to download and reprint the article March, 2015.
Intern Program
Intern Program Best Practices
Plumber and apprentice
Plumber and apprentice
Offering an intern program is an ideal way to access qualified potential employees; however, intern programs must be clearly planned and provide satisfactory results for both the company and the intern. Some colleges/universities provide academic credit for interns while other do not. Below are best practices for internship programs provided by the National Association of Colleges and Employers (NACE). Visit Naceweb.org to access the article, 15 Best Practices for Internship Programs, Excerpted from Building a Premier Internship Program: A Practical Guide for Employers.
High School High School 1

Reaching out to high school counselors, principals and automotive program instructors is a way to reach potential employees. Schools with automotive programs are ideal for reaching out to potential service and repair professionals. Schools with automotive programs tend to hear more from dealers than the independent side of the industry; therefore, any relationships you can build will be beneficial.

Here are tips on how to reach out to schools to get included in their career fairs or speak to school personnel in general about the auto care industry and your company.

I. Identify the School(s) and Staff You Wish to Visit and Schedule an Appointment
  • Visit the school’s website to locate the staff list – search for career counselor, psychologist
  • If you have a connection to the staff or know of someone who does, get the contact
  • Schedule an appointment with the career counselor or appropriate department head about how to connect with the school’s students or participate in a job fair or career expo.

  • II. Prepare to Exhibit at the Career Fair or Visit with School Staff by bringing the following:
  • Business cards for those who want to follow-up with you.
  • A sign-up list for visitors so that you can follow up and thank them for participating.
  • Give-aways
  • A banner and/or tablecloth with your company logo.
  • Factsheet/flyer about your company including employee benefits.
  • Information on where to go on your website to apply for open positions.
  • Reference Automotive Aftermarket Scholarship Central as a resource for students.

  • III. Career Fair/ Visit Follow-Up
  • Send an email note thanking the host organization.
  • Touch base with people who left their contact information with you. Be sure to add them to your contact database.

  • Career Resources Info work table with laptop computer top view The Auto Care Career website describes the auto care industry and the variety of career opportunities and paths available in this industry including:
  • What is the auto care industry?
  • What you need to know about a career in the auto care industry
  • Auto care industry facts (size, importance, etc.)
  • The major components/segments of the supply chain (manufacturing, retail/wholesale, distribution, service/repair) and the jobs within each segment.
  • Career lattice that demonstrates how someone could “rise up the ladder” within a segment or move to another segment.
  • How to find a job in the auto care industry
  • Informational videos about working in the Auto Care Industry

  • Recommended Actions:
  • Link your company’s homepage & career/ Job listings page to the www.autocarecareers.org site so visitors to your website can learn the basics of the auto care industry.
  • You also have permission to link to the available videos on your website. Suggested wording—“For more information, please visit www.autocarecareers.org.”
  • Link testimonial videos to your company’s career page and social media channels. There are 8 different versions available to use for your company’s recruitment efforts.
  • Social Media
    Social Recruiting: A guide to Using Social Media to Attract Talent
    Social Media

    Below are some current trends in Social Media, please note this environment quickly changes as new technology is developed and new platforms for sharing are created. Stay informed on what is happening on social media in your organization. Please consult your marketing and communications department to find out how your organization utilizes social media.

    How to Use Social Media to Recruit Employees and Generate Interest in Your Company

    Below are general tips for reaching talent using social media.

    1. Post open positions in your status: This is a free way to advertise your current openings, and can be seen by everyone in your network. Even if people in your network aren’t currently looking, they probably know someone who is looking for a job that they would like to recommend.
    2. Online recruitment can begin internally: Encourage your employees to post job openings in their LinkedIn and Facebook statuses. This expands your business opportunities to those outside the company’s direct network.
    3. Make your presence consistent: Regularly post updates about current events, awards, news and opportunities your company is involved in. Having a consistent presence will enable your company to be perceived as a reliable and well-connected source.
    4. Support others: You will be more likely to receive enthusiastic help from others if you are willing to do the same. Even so much as “retweeting” (Twitter) and “sharing” (Facebook) another company’s job update or important status online will help you build and retain important connections in the online community. Bad reviews can spread quickly, but having an open, courteous and appropriate business relationship with others will put your company in a positive light.
    5. Grow your network organically: It’s always better to have as many people that can help you in your employment search as possible; however, you don’t want to be mistaken for a spammer. Having 50 people who have direct ties to you and that can help you is better than having 500 people who have no idea why they’re connected to you. The best approach is to connect to as many people as possible that you know – grow your network, but make sure you grow it organically.
    6. Use hashtags (#): Hashtags are a really good way to flag or categorize your job posting or relevant HR info so it becomes relevant to job seekers. Firms and employers are increasingly using social recruiting to find new talent. Hashtags can help them target an audience that would be the right fit since it serves as a social network filter for content. It’s also a best practice to create a specific jobs hashtag for your company and industry.
    1. Jobseekers want a glimpse into the culture of your organization. That is why it is important to have posts that go beyond job openings and descriptions. To make your company page appear to be a great place to work, it is important to have posts that feature all aspects of your company – news and events, pictures of employee functions and social gatherings, articles in which you are featured, business news that affects your company, etc.
    2. Post pictures, videos and visual quotes: Make your account more attractive. Post pictures of employees at an event, a “how-to” video for a new product, a link to a news article, etc. Posting visuals to go along with your text-only status updates will make your company page more engaging and attractive.
    3. Post frequently: Having a consistent presence in a jobseeker’s mini-feed will expand your chances of having an item seen and shared with others. If a connection of yours likes an item that you post, they can share it with others in their network. This enables your item to be posted multiple times – there is no limit to who shares an item.
    4. Celebrate your employees: By acknowledging your company’s accomplishments and the employees that contribute to them, you’re establishing a positive business culture for your company and representing an inviting place to work that outsiders might want to participate in.
    5. When you post a job, respond to the comments and inquiries. If a jobseeker comments on your job post, respond using their name and provide a link to the application page. Facebook is a two-way street – if connection is only flowing one-way, it will appear as if you don’t care about their interest and you will quickly lose engagement.
    6. Make sure your contact information is easily available on your “About Us” page. This includes the website where they can apply and a contact phone number for your company.
    7. Keep the connection between your company website and Facebook page: When you share information, be sure to provide a link to your website where they can read more about your post. This establishes consistency, as well as garners more support and traffic for your company website. Make sure your job posts link directly to your careers section on your website, or to the section where they can apply.
    8. Limit your connection’s posting ability to comments and shares. A connection should be able to comment on or share a post or status, but having the ability to post on your wall can make your company page seem to cluttered and get in the way of information you are trying to provide.
    9. Instructions
    1. What is it? LinkedIn is a dedicated business networking site. It still retains some social aspects like Facebook, but is geared more towards building business connections.
    2. Create a LinkedIn company page: A company page raises brand awareness, promotes career opportunities and educates potential customers on your products and services.
    3. Post jobs and hire candidates: For a small fee you can post jobs on your company page. By typing in keywords, jobseekers can search LinkedIn for jobs free of charge.
    4. Premium account: The three different paid accounts LinkedIn offers range from $25 $50 and $500 per month. Premium accounts are recommended for HR representatives or recruiters who need to conduct in-depth searches to vet potential employees. Contacting a person through “inmail” that you are not directly connected with requires the use of a paid account.
    5. Attract followers: Individuals use LinkedIn as a resource to build their resume and business opportunities. Many jobseekers will have a LinkedIn account so they can “follow” other companies and view job postings online. Professionals that you have strong connections with will also recommend someone to you if they see that you are hiring.
    6. Make sure your company’s page is current and updated. Jobseekers will view your company’s page for information and to see if you are posting any jobs they can apply for. LinkedIn is the social network of choice for those interested in starting a career.
    7. Post any relevant information on your page: Any upcoming events, big news, job openings, acquisitions, etc. This will increase your exposure to jobseekers and establish your company as a reliable source.
    8. Referrals: If a jobseeker has a contact that works or know someone who works for your company, they will ask to be referred by them. This is another way in which it is important to build connections for both parties involved.
    9. Keywords are important: Jobseekers will find companies who are hiring in their desired field by typing in job titles or fields, such as ‘marketing coordinator’, ‘electrical engineer’, ‘finance’, ‘technical editor’ etc. Make sure you label your open position accurately and include a keyword-rich description so it attracts as many people as possible.
    10. Instructions and Demo:
    1. What is it? Twitter is a short message communication tool that enables a user to send out messages, or “tweets” up to 140 characters in length. Tweets can also include a link to any web content, such as a blog post, web page, photo or video.
    2. How do you use it? People will subscribe, or “follow” your account and you do the same. This allows you to read, respond to others’ tweets, and share your own. Create accounts for your company, not individuals. You want people to follow your company and see the updates and news your company has to say.
    3. Instructions and Terminology.
    4. Share your business culture: As like the other social media platforms, it is important to tweet about other news and events than just job openings. Share news and events happening within the company, external events you’re attending, insights from executives, etc.
    5. Use the hashtag: Hashtags serve the purpose of gathering a topic or phrase in one place so everyone can see what is being said about that topic/phrase. Using the hashtag #AAPEX links your tweet to other tweets also referencing AAPEX. This is a good way to organize job listings as well. For example: if you are posting a software development job you can use the hashtag, #TechTalent or #CMS to organize your post so that jobseekers looking for jobs in software development can find it.
    6. Respond directly to candidates who appear qualified. If someone directly responds to your job listing, tweet them directly and refer them to where they can apply.
    Military Veterans
    How to recruit and hire military veterans
    According to military veteran surveys, the biggest challenge they have is connecting with hiring managers. The second biggest challenge is finding the right job, which in many cases means translating their military skills to civilian job descriptions. There are several websites directed toward military veterans where companies can post job openings. Some of the sites require payment or a subscription while others are complimentary. Research has indicated that hiring military veterans on a one-on-one/local basis is more successful than using a general military veteran job listing website. To make your company more attractive to veterans, market your company as being veteran-friendly, in your job postings outline the programs your company offers for veterans (orientation, training), note the number of veterans in your workforce, as well as provide information on employees who are veterans who have moved up in the company and their success stories.
    Hiring Military Best Practicesexpand
    1. Military Job Fairs:
    • Attending a job fair at a military-base is a proactive way of getting involved, and is a good way to meet veterans and make contacts.
    • Attendance is free if sponsored by the base itself. If sponsored by an external vendor, such as military.com, they can charge a fee.
    • The easiest way to attend is to search for the military base nearest to you and inquire about future job fairs and how your company can participate in the future.
    2. Attend TAP (Transitioning Assistance Program) classes on military bases:
    • TAP was established to meet the needs of separating service members during their period of transition into civilian life by offering job-search assistance and related services.
    • TAP provides training that will build skills to enable transitioning service members to meet career readiness standards established by the Department of Defense.
    • You are able to give presentations to military personnel leaving the service or set up a booth at the TAP center and they will advertise that you will be there.
    3. Advertise on Military Bases:
    • Visit your local base and distribute recruiting materials to the career center on base or call the career center and ask if you can send material or if they can post jobs via email.
    4. Customized Events:
    • You can also work with the base to create a customized event. For example, if you have multiple openings near a base or a new location opening you can call the career center and have a special hiring or screening event. They can send out emails and post the event with your requirements. You can request this be sent out to the spouses and transitioning military members.
    5. Military Spouses
    • Reaching out and advertising to military spouses is another good avenue.
    • There are many groups and websites connecting military spouses, such as militaryspouse.com, miiltaryspouseconnection.org, etc. that advertise opportunities and connect military families together. They often advertise jobs, charity opportunities and events using their website and social media outlets.
    Additional Resourcesexpand
    College and University Veteran Support Offices With the availability of the GI bill for education funding for military veterans, many colleges and universities have Veteran Support Offices. Developing a relationship with these offices may provide a source of employees. Search your local college or university website for their office of veteran support. U. S. Chamber of Commerce – Resources The U. S. Chamber of Commerce offers resources to help companies get access to veterans seeking careers. Recommended Actions:
    1. For more information, search for the military base closest to you and visit their website. Find the career center, personal readiness and community support branch, TAP Class (Transitioning Assistance Program). You will be able to get their phone number and call them directly.
    2. Contact the TAP center of your local military base and they will work with you in setting up a program that will enable you to advertise at the TAP center.
    Develop Relationships with Colleges and Universities
    College One of the best ways to get access to students is to develop a relationship with colleges and universities in your local area or with colleges with programs graduating students you wish to hire. One of the ways colleges and universities compete is to promote their student job placement statistics. Every college or university has career placement specialists or business relationship/outreach staff. In most cases, there are specialists for each “school”, i.e. business, engineering, communications/marketing, within the college or university. The colleges and universities are eager to work with employers to place their students in intern or full-time positions or both.
    Engagement Opportunitiesexpand
    While each college or university has its own program and policies, many offer the following opportunities for you to access their students:
    • Presentation/education seminars to talk about the auto care industry and your company
    • “Lunch and learns” with students
    • Dinners with students
    • Post internships and full-time positions on the college website/job board
    • One-on-ones, coffee chats
    • Social media/blogs
    • Email blasts about job postings via their listserv
    • Career fairs
    Check with your local colleges and universities for more information. If you do not know the name/contact information, using Google will get you a name/ contact information to reach the right person. The college and university personnel are eager to work with you. Recommended Actions:
    1. Reach out to local schools or schools offering majors whose graduates you would like to hire and meet with the business relationship coordinator.
    2. The coordinator will provide you with information on how you can connect with students as well as refer you to the correct staff person who can speak with you about offering continuing education opportunities for your existing staff.
    Auto Care Industry Scholarships

    The future growth and success of the auto care industry depends on attracting and educating a new generation of global-thinking young professionals and qualified personnel. Industry scholarships are managed through the University of the Aftermarket Foundation and funded through Auto Care Association programs such as Automotive Aftermarket Scholarship Central – this scholarship program/application process is for high school and college students who want a career in the auto care industry, particularly for students interested in becoming technicians. The application time period is September through March, with awards given in May/June directly to the school. The scholarship amount is usually $1,000. Vocational tech graduates have the opportunity to earn a second $1,000 scholarship if they work in the industry for at least 6 months.

    • Note that a student does NOT have to be a “4.0 student” to be eligible. If their high (secondary) school and post-secondary school (if attending) GPA is at least a 2.5, we are very interested in receiving their application. We are interested in the “well rounded” student who has shown an interest in a career in the aftermarket.
    • Many school systems have student-specific websites that include listings of possible scholarships. Check with your local school system to see if your company’s scholarships (if you have one) or the automotive scholarship central can be linked.
    Trade Schools
    Develop Relationships with Trade Schools
    Trade Schools An effective way for companies/repair shops to get access to future service and repair and other professionals is to reach out to trade schools and colleges. Both community colleges and colleges with four-year automotive, heavy duty or collision programs would be beneficial to develop relationships. Trade school programs also offer service and repair management programs.
    Engagement Opportunitiesexpand
    Additional ways to encourage future service and repair professionals and other professionals to the industry are to invite students to learn about careers first-hand by offering:
    • Apprenticeships
    • Internships
    • Job shadowing
    Arrange for a School Visit

    School administrators, instructors, staff and students love to learn about the industry and the career opportunities it has to offer. Students will be interested in the types of jobs/careers available and where to find them.

    I. Identify the School(s) and Staff You Wish to Visit
    • Check with your local community college or trade school for more information. If you do not know the name/contact information, using Google will get you a name/ contact information to reach the right person. The college and university personnel are eager to work with you.
    II. Schedule an Appointment
    • Schedule an appointment with the career counselor or appropriate department head about how to connect with the school’s students or participate in a job fair or career expo. The best way is by phone call, but email communication may be preferred by the school.
    While each trade school or community college has its own program and policies, many offer the following opportunities for you to access their students:
    • Presentation/education seminars to talk about the auto care industry and their company
    • “Lunch and learns” with students
    • Dinners with students
    • Post intern and full-time positions on the school website/job board
    • One-on-ones, coffee chats
    • Social media/blogs
    • Email blasts about job postings via their listserv
    • Career fairs
    The National Automotive Technicians Education Foundationexpand

    The National Automotive Technicians Education Foundation (NATEF) is an accrediting body for high school, trade school and colleges with automotive, medium/heavy duty and collision repair and refinishing programs. Visit NATEF.org to get a list of accredited schools by state.

    Another option is to become involved with the Automotive Youth Educational System, AYES. Once an internship program just for the dealer network, AYES is now making qualified and tested students available for independent auto care repair shop companies. AYES has a group of regional staff who work with local trade schools and repair shop owners to place interns at repair shops. For more information, visit AYES.org, email info@ayes.orgor call 888-339-2937.

    Recommended Actions:
    1. When you first meet with the school, be sure to give them a copy of the factsheets and talk about the fact that students can work their way up in the industry based on their expertise. The website outlines the varied career paths that a service and repair or other professional can take.
    Job Board
    Auto Care Jobs Board
    A key component of the Job and Career Development Program is the recently launched Industry Job Board. Housed on the Auto Care Careers website, the Industry Job Board is an easy-to-use resource for both applicants and employers. Your company can post jobs online, search for qualified candidates using a variety of job criteria, and create an online résumé agent to email qualified candidates automatically. Job seekers can post their resumes, browse and save available jobs, and create automated notifications about jobs that match their criteria. Member companies are already taking advantage of this new service.

    Our job board is unique:
    • Specific to the automotive aftermarket
    • It is mobile friendly
    • Offers a resume search function
    Get started here.
    We’ve done the research. Research shows that millennials care deeply about the larger societal value that their employers represent, and are more inclined to work for companies that are explicit about the social good they provided. Fortunately, the auto care industry already has a positive, value laden story to tell, and it will be easy to clearly articulate your company’s social value to potential recruits. In order to attract millennials to their mission, companies must begin characterizing what they do in terms of the value they provided- telling the larger story of how your work provides American motorists with choice, safety and mobility. Modifying your recruitment messaging to be more tailored to millennials is an easy first step in attracting top, young talent. Sample messaging can be found in the Auto Care Careers Recruitment Guide.—coming November 2015.
    Social Recruitingexpand
    The millennial generation is extremely wired, and research shows that the majority of millennials found their last job through a social media network. Social recruiting is essential to getting young talent into your company, and is absolutely worth your while. Social recruiting is a newer trend that can be intimidating, which is why the association is including social recruiting tactics in the Auto Care Careers Recruitment Guide, providing recommendations on how best to engage with millennials online. With the information in the guide, your company will have access to tools and best practices to implement your own social recruiting strategy. Look for the social media resources when the recruitment guide launches in late November. Additionally, the association is launching a social media campaign designed to attract millennials to the industry, using Facebook, Twitter and LinkedIn to raise awareness about careers in the industry and drive traffic to the Auto Care Careers Industry Job Board.