Every empty bay in your service drive is a service that can’t be sold and every time a dealership runs the floor short, it’s a lost opportunity with someone who’s come to the lot but can’t be talked to quickly. That’s why when dealership groups come to us looking for help, we work to build hyper-targeted plans to keep them staffed.
Plans for each type of technician
Entry level lube and quick service roles fill very differently from experienced or brand certified technicians, and they cost very different amounts to advertise. We run them as separate campaigns with separate budgets, so your certified openings get real attention without overspending on the roles that fill on their own. This also means that your budget focuses on the roles that need the most help.
Job ads written with the jobseeker in mind
When a technician ad isn’t working, the first thing we look at is the posting itself. A certification listed as required that’s really only preferred can shrink your candidate pool to almost nothing, and no amount of budget fixes that. Rewriting the ad is often the cheapest improvement available.
When you pay per click, candidates clicking an ad that isn’t a fit for them – and finding out only after they click – costs you money. We want to making sure that the jobs are clear and concise, so that a technician browsing from their phone can quickly know what the job is, what it pays and where it is located. This helps reduce clicks from unqualified candidates and saves your budget to target those who are.
Premium placement options
Indeed’s Premium Sponsored Jobs are a great resource to use when you need quality candidates, and have the budget to support it. Those job ads offer better targeting, to local candidates but they cost significantly more than a standard posting. We use them in short campaigns for urgent or hard to fill openings or ones where branded visibility is important to stand out from the crowd..
Metro stores vs Rural Locations
A rural or standalone store needs a longer runway than a store in a big metro. We plan for that up front, say so clearly in the ad when you offer relocation help, and can pair the advertising with direct outreach to candidates. When a store changes hands, we carry the new name and branding to every job site at once.
See what a year of dealership data showed us
We looked back at twelve months of Indeed results for a dealership group we work with: 429 campaigns and more than 37,000 applications. The lessons on technician hiring, premium placement and rural stores shaped how we plan every dealership program today. Read the white paper.
What’s the hardest role to fill for you right now? Tell us about it, and we’ll share how we’d approach it.