How to Create a Killer Job Description and Always Hire the Right People

Entrepreneurs in Silicon Valley and beyond still dream about the “killer app” but, what does it take to have a “killer business” in the dealer world? It is all about people. Justin Howard from Russel Marine in Central Alabama says, “It starts off from the top. You’ve got to have great management, and then the management has to lay the foundation for the rest of the business – including hire good employees, instill reliable processes and so on.”

Once the foundation is set, how do you find the right people? It all starts with clear expectations. Here are three tips on writing that killer job description.


1. Be Descriptive Yet Concise

Be Descriptive Yet ConciseAccording to Dealer Operations Expert, Mike Rees it is key to help people to understand how to do their jobs before you truly try to hold them accountable. Rees says, “It’s your responsibility, as an employer, to make sure that your workers know what to do and how to do it.” A strong description outlines what is expected of the role, how it should be done as well as the “why” behind it all.

For example, a Service Writer needs to understand that they are the face of your business, so they need great communication skills both on the listening side, when they are interacting with customers, and on the speaking side, when connecting with technicians.

Top hiring site says that writing a job description is a balancing act – you want to provide enough detail so candidates understand, yet you also don’t want to overwhelm with information. As reported in their guide on how to write job description: “We’ve found that job descriptions between 700 and 2,000 characters get up to 30% more applications.”


2. Hire for Culture

Hire for CultureMany dealers are family businesses, creating as unique a culture as the families that they stem from. Jim Tarro from Arlington RV Super Center in East Greenwich, RI, says that customers are used to being addressed on a first-name basis.

“We have a great reputation of being a family-owned dealership. When someone walks in, it’s a personal feel. We have one-on-one interactions with our customers and value those relationships. We know people by name and go out of our way for our customers because we treat them like family.”

For Jim, it is important to hire someone with High Emotional Intelligence (EI) and who has an excellent memory for names! For other dealers, the focus may be on organization and speed, for example.

According to HRTMS, “one of the most important things to remember when writing your job description is to write it in accordance with your corporate culture and goals.  By doing so, you will have a better chance of attracting those who fit into that culture.”


3. Clearly Outline BenefitsClearly Outline Benefits

While the word “benefit” may conjure up images of the compensation package, benefits can go well beyond that. In Uber’s job description seeking drivers, they clearly outline the benefits, including money, flexibility, no boss and financing on a new car. Remember when people are seeking, they are asking, “What’s in it for me?” – and you want to provide that for them in the job description.


Ready for More?

A killer job description is just part of creating the workforce that you need for a killer business. Check out IDS’s Guide on How to Drive Workplace Accountability for both interesting insights and practical examples.

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