Page 25 - Australasian Paint & Panel magazine July-August 2022

Ben Fewtrell is the author of the Business Exceleration Blueprint, is a sought-after advisor, speaker, podcast host and traininer. He has mentored and coached hundreds of business owners in dozens of industries, including collision repair. Visit Maxmyprofit.com.au
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cited each day coming to work. Having a set of core values sets out the rules of the game and will make it clear what is expected from each team member and also what each team member can expect from your business. Start by selecting five or six core values that you feel are non-negotiable within your team.
USE VIDEO TO CREATE DESIRE
Video has been proven to increase en- gagement by up to 11 times more than written content. Use video to help at- tract more people when we are looking to recruit. Having a video professionally shot and produced that includes an overview of your business, you and other managers or owners, and can even sell your local area if you're looking to bring talent from further afield. A good video can be used in many ways, it can be on your careers page on your website, on your social me- dia and can be used for paid advertising on social media channels.
FAQ PAGES
Think about all the questions a poten- tial employee might have and create a page that you can send to a potential employee, or that they can download from your careers page on your web- site. You could include questions about career advancement, working condi- tions, working hours, parking, train- ing, and development to name a few. A lot of these questions will be at the top of mind for each candidate, by creating this page you will show them that you have thought about their needs.
If your workshop has exclusive rela- tionships to repair certain models of ve- hicle, or associations that may be ben- eficial to each employee it's a good idea to list these in your job ad and FAQ pag- es as well.
EQUIPMENT – if you have invested in state-of- the-art technology, this can be quite attrac- tive to an employee as it makes their job easier and more enjoyable. It also shows a potential employee that you are a forward- thinking company that is willing to invest in upgrading workshop equipment.
WRITING YOUR JOB AD
The days of writing an ad that just simply lists the skills required are long gone. Your job ad needs to sell the position to
succeed. Here are a few ideas of what you could include in your next job ad.
Think about the last time you bought something, there is no doubt you would have thought about the features and benefits it would bring into your life. Changing jobs can be one of the most daunting things for an employee. It's im- portant that your job ad clearly articu- lates what the features and benefits are of working within your organisation. For example, do you offer regular train- ing? Rostered days off? Team activities? Listing out all the additional things that may have become second nature to you is important as you write your ad.
Your careers page will be indexed by Google, and potential employees
doing research on the Internet may come across your business .”
You could include a couple of em- ployee testimonials in your ad, this will help potential employees feel more comfortable when applying for your role, a common question in any poten- tial employee's mind will be working conditions and job fulfilment. List out your company's core values in your job ad, making it clear what your company stands for.
Including a list of awards won by your company will also help a potential em- ployee get a feeling for who it is they're working with. In addition to this if you support any worthwhile causes with regular donations, whether time or mon- ey, this is also great to include.
WHERE TO PLACE YOUR JOB AD
One of the most difficult things in 2022 is finding the right place to advertise your roles. With so many options it can be confusing. You should post all of your job vacancies on your own website. If you do not have a careers page, I suggest this is one of the first things to get completed. Your careers page will be indexed by Google, and potential employees doing research on the Internet may come across your business .
If you have a database of past applicants, past customers, or suppliers it's a good idea to let them know you are looking for a new employee. Sending out an email is relative- ly quick and very cost-effective.
Social media has a huge reach across the country. Facebook and LinkedIn both allow you to post jobs, and you can boost these by advertising the position to a target audience. It's also a good idea to share your positions on your own per- sonal social media pages so your friends and family can keep an eye out for any- body who may be looking for a new role.
Job boards such as indeed, seek and career one has become a lot less effec- tive in the past year or two. However, it's still a good idea to place your position here to make sure that you have the wid- est reach possible.
EMPLOYEE REFERRAL INCENTIVE
Offer an incentive to your current employ- ees, let them know there is a role available and that you will be rewarding anybody who successfully refers an applicant. This can be as simple as an afternoon off, or it could be a financial reward. If your current team is happy then they will be a great re- source for bringing in new team members.
CAREER INFORMATION NIGHTS
Once a month hold a career information night at your workshop, so you can invite people along to check out your business, ask questions and hear from current em- ployees about working with your compa- ny. An event like this allows you to invite suppliers, current employees and their families and current and past applicants.
LOCAL BUSINESSES
Some local businesses will allow you to leave flyers on their counters, most li- braries, council chambers and govern- ment outlets will allow you to put infor- mation up on an announcement board.