- 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
- Trade Schools
- Social Media
- Career Resources Info
- High School
- Job Listings
- Military Veterans
- Intern Program
- Mentoring Programs
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.
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
II. Prepare to Exhibit at the Career Fair or Visit with School Staff by bringing the following:
III. Career Fair/ Visit Follow-Up
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.Tips
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- Create a LinkedIn company page: A company page raises brand awareness, promotes career opportunities and educates potential customers on your products and services.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- Instructions and Demo:
- 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.
- 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.
- Instructions and Terminology.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- Main site: www.uschamberfoundation.org/hiring-our-heroes
- Employer Roadmap (for businesses of all sizes – how to hire a veteran) – EmployerRoadmap.org
- Traditional hiring fairs: USChamberFoundation.org
- 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.
- 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.
- 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
- Reach out to local schools or schools offering majors whose graduates you would like to hire and meet with the business relationship coordinator.
- 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.
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.
- Job shadowing
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.
- 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.
- 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 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 firstname.lastname@example.org call 888-339-2937.Recommended Actions:
- 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.
Our job board is unique:
- Specific to the automotive aftermarket
- It is mobile friendly
- Offers a resume search function