How modern is your shop’s approach to hiring? Your answer here is essential. After all, generations X, Y, and Z now make up the bulk of employees looking for jobs.
Sara Fraser is VP of Business Development and Client Services at Haas Performance Consulting. She recently joined AutoLeap for an exclusive webinar on effective shop hiring strategies in the digital age.
Let’s recap some highlights from this informative session!
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Relevant hiring qualities of Generations X, Y, and Z
Before you hire, your shop must first understand its qualified talent pool.
Potential techs and service advisors will come from one of three generations: X, Y, and Z. For each generation, you must tailor your hiring efforts.
Sara breaks down the differences in each generation:
- Generation X (ages 43-58): Some refer to this generation as “latchkey kids.” Known for being problem solvers with strong work ethics. Independent thinkers who thrive in leadership roles.
- Generation Y (ages 27-42): The millennial generation. Some refer to this generation as “trophy kids.” They are more open to change, adaptable, and unafraid to hop jobs. This generation is resourceful, communicates well, and is known for being creative.
- Generation Z (ages 11-26): The youngest of the working-age generations sports an entrepreneurial mindset. They are fluent in technology and digital communication. Additionally, they take pride in being fast-paced problem solvers and continuous learners.
Each generation will have different expectations for their job experiences. As their potential employer, you need to study those differences. Identify what these qualified candidates value. Then, cater your hiring efforts to delivering what they want.
Let’s apply this personalized approach to writing a job description for your shop.
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How to write a tailored job description
Sara walks through many steps for writing a tailored job description. Let’s preview two of her steps here.
For a full breakdown, register for access to the on-demand webinar recording.
Step 1: Define the job
It may sound simple, but you must provide enough detail and context. Here are some key elements you should include in your job description to stand out:
- Detail your company culture: What unique qualities define your shop and how you operate?
- List out your ideal employee: What qualified skills and team DNA fit are you looking for?
- Distinguish your shop from competitors: Why would someone want to work for your shop? Does your business sound more appealing than a local competitor? What makes it better?
- List your non-negotiables: What are the must-have job qualifications? Are there certifications you need?
Step 2: Brainstorm the benefits
Qualified Generations X, Y, and Z candidates want to see more than just the job details. They care a lot about the salary and benefits. This area allows you to set your shop apart from competing businesses.
Here are some benefit categories that Sara recommends for your job descriptions:
- Professional development: List any training programs, workshops, or courses you will provide. Job candidates care about enhancing their skills.
- Generous PTO: Include the vacation days and paid time off (PTO) they will receive.
- Financial programs: Provide context on any retirement plans you offer. List your student loan program or financial education resources.
- Transportation services: Detail any complementary transportation services you provide. Examples include commuter benefits and publication transportation subsidies.
Wrapping up
Register to watch the on-demand webinar session for more expert hiring insights!
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