retail practice

Featured Candidates & Positions

June 2020

Welcome Back,

The last few months have seen a shift from a candidate-driven job market to an employer-driven job market. At the beginning of this year, the war for talent and the struggle to fill positions was the norm. Then, almost overnight, there was a change. With mass layoff's and economic instability, the amount of candidates seeking new positions rose dramatically. For this month's newsletter, we discuss prevalent bias against the unemployed and how now, more than ever, this bias needs to be eliminated from hiring practices. But first, please see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Regional VP

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We are working with an outstanding automotive professional that has just recently become active in the market after a 15 year career with one of the top dealer groups on the West Coast. This candidate has experience managing one of the highest volume BMW dealerships in the US and has also managed 10 dealerships as a platform manager, representing BMW, Audi, Land Rover, Porsche, Cadillac, VW, and Lexus. They are a high-line, high volume, luxury GM that has managed multiple stores and that has a specialization in fixed operations. This individual is looking to help a dealer group manage a network of stores and be a strategic voice within the organization. If you are interested in speaking with this amazing candidate email for more details or call +1-313-887-8300 ex.106.

Candidate 2: General Manager

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Our next candidate has had a 20 year career managing high performing high-line dealerships for a top 20 dealer group in the US. They have been the go-to turnaround and M&A expert for this group and have successfully built several stores from the ground up. They are a 6 time Center of Excellence Award winner and a 5 time Elite of Lexus Award winner. They have developed a keen skill in recruiting and developing the “right team” and building a store culture that allows everyone to thrive, creating very clear and attainable goals, and keeping everyone accountable for their numbers. This individual is looking for a leadership position in a high volume store, or with a small store that is looking to grow and expand its operations and market share. If this sounds like someone that could help your dealer group please email for more details or call +1-313-887-8300 ex.106.


Featured Positions for Job Seekers

Position 1: Regional Account Executive: Automotive Aftermarket

This position is a strategic sales role for a $15B engine component manufacturer and is responsible for a large territory in the Eastern US. We are looking for an extremely energetic and passionate candidate to build relationships with warehouse distribution companies and retailers to help to increase sales and expand the product lines being offered through these customers. This position reports into the national sales manager and as part of a small team, the successful candidate will have a strong, strategic voice in how this department functions and will have creative autonomy to execute their vision of an ideal business plan. Our client is proud to offer its employees a safe, positive working environment and have the retention and employee satisfaction rates to prove it! They are highly focused on R&D and will be making automotive components for many decades to come. If this sounds like an opportunity that you would like to learn more about, please email for more details or call +1-313-887-8300 ex.106.

Position 2: Service Manager

We are working with a fantastic dealer group that is looking for a Service Manager for a small store’s service department in the Mid-West. This company has 10 dealerships throughout the region and are looking to keep expanding over the next several years. They are looking for a service manager that can help increase CSI and service retention along with attracting top talent to their growing team in the fixed operations department. This person must have strong knowledge and experience working with Ford or other domestic brands and strong communication skills to work with both customers and colleagues. This person should have a track record of optimising performance in the service department as well as the ability to relocate to a rural region. If this sounds like an opportunity that you would like to learn more about, please email for more details or call +1-313-887-8300 ex.106.

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Erasing the Bias Against the Unemployed

When it comes to hiring practices, it is argued that the bias against the unemployed is just as prevalent as age discrimination. A 2018 study found that not only does a bias exist against the long-term unemployed (27 weeks or more) but even against those who are newly unemployed or just laid off. Even though many have experienced being unemployed at some point during their career, the groundless bias against unemployed applicants prevails.

In May of 2019, the unemployment rate was at 3.6% in the United States compared to the 13.3% unemployment rate in May 2020. Millions of Americans have lost their jobs in recent months and so now more than ever, the opportunity to improve hiring practices exists.

The longer an individual is unemployed, the harder it is for them to find work. This is because there is a false assumption that if someone has become unemployed, there must be something about the individual that is unemployable. The longer a person remains unemployed, the more they are seen as unmotivated and with outdated skills. These assumptions are all incorrect.

Reasons Why
• Unemployed candidates are viewed as lazy or "out of touch" when it is actually the opposite. Unemployed candidates are often the people brushing up on industry research and updating skills they didn't have time for while employed.
• There are many reasons why a candidate might be unemployed and it has nothing to do with qualifications or ability.
• When hiring someone who is unemployed, you don't have to worry about counter-offers and these candidates can typically start their new job sooner.
• Studies have shown that companies that hire an unemployed candidate experience higher retention rates and are rewarded with a more loyal workforce.
• Consider that a candidate might not have been willing to settle for the first opportunity that came their way. They could be looking for the long-term career that accurately matches their skills. If they applied for your opportunity, they are very serious about it.
• You are only harming your own competitiveness by dismissing completely qualified unemployed applicants for open positions.

How to Make the Change
As an employer, there are things you can do to extinguish the bias against the unemployed:

• Focus only on the skills and qualifications to be successful in the role.
• Document your hiring decisions and evaluate other's hiring decisions.
• Standardize methods for evaluating candidates that can be repeated for any position. It’s more likely that a hiring decision is prejudiced if it’s made under the guise of a ‘bad fit.’
• Create careful and accurate job descriptions.
• Use resume scanning/application screening based on the specific job description.
• Perform a job analysis for every position inside the organization, especially for positions that appear to be in demand, so you can get an accurate feel for the skills being sought.

As an employer, it is okay to ask an applicant about a gap on their resume or why they are currently unemployed. In our experience, more often than not, there are very reasonable explanations. We all must do our part to change the prejudice mindset against the unemployed and it can happen with through better communication.


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