Finding talent in the automotive industry
Do you feel like you just can't find the salespeople your dealership needs? We believe it's time to bring rigor and accuracy, but also originality, to every component of the selection processes in the automotive sector, to be sure you find the ta
Do you feel like you just can't find the salespeople your dealership needs?
We believe it's time to bring rigor and accuracy, but also originality, to every component of the selection processes in the automotive sector, to be sure of finding the talent you're looking for.
How to find talent?
At dealerBest we believe it's necessary to align candidates' profiles with the values of each organization, and approach the recruitment and selection process using original and creative tools that allow a better understanding of the candidate's expectations, their values, their reality, and all the skills and abilities they have to achieve a better fit between the person and the role.
Aligning the candidate's profile, along with a meticulously designed methodology, are the key to a successful selection process. In our selection processes, we seek the perfect balance between professionalism and creativity to ensure we find the talent our client needs:
Job analysis and description of the position to be filled to determine exactly the profile of the candidate required. We determine the personality profile, competencies, skills, motivations, and expectations.
Recruitment: We work on building a comprehensive database to try to provide an adequate response to our clients as soon as possible. To do this, we use social networks, job portals, our own contacts, and headhunting, as well as advertisements in industry magazines.
We also include in the candidate assessment phase social intelligence tools that allow a better understanding of the candidate's expectations, values, skills, and abilities to achieve a better person/position/organization fit and, therefore, the fastest possible ROI.
We also offer the option of carrying out an even deeper analysis of candidates using other tools, such as psychometric tests, psychological and attitudinal analysis tests, and situational tests. The latter are designed specifically for each position.
All of this will undoubtedly add value to the process. Moreover, this model can be exported to any organization, regardless of its size or location. Talent is everywhere; you just have to look for it.
