What does 2025 have in store for recruitment?
Technological advancements, evolving workforce demands and a tightening recruitment market are all reshaping the way in which automotive aftermarket businesses hire, claims Glen Callum Associates (GCA).
Those behind the specialist aftermarket recruitment agency say the company is addressing these challenges by implementing new hiring strategies to help businesses navigate the shifting market.
According to GCA, one of the industry’s most pressing challenges remains the skills gap, exacerbated by “experienced professionals leaving the sector” and “emerging roles outpacing the current talent pool”. Consequently, GCA is encouraging businesses to adopt skills-based hiring approaches, expanding their candidate search to include transferable skills from allied sectors. Apparently, this strategy has proven successful in diversifying the workforce and introducing fresh perspectives to solve evolving challenges.
In a market with fewer active job seekers, GCA has turned to tailored headhunting and initiatives, such as its ‘Meet the Employer’ programme, where potential candidates can meet with hiring companies in ‘speed dating’ style sessions. Those pro to this approach believe it creates transparency, builds trust and generates interest in the sector, making it more attractive to candidates.
What’s more, according to GCA, leveraging data and analytics allows recruiters to “identify bottlenecks” in hiring, gain insights into candidate behaviours and refine both recruitment strategies and interview techniques. GCA is confident that this approach ensures more informed, efficient and effective hiring decisions.
GCA works with a recruitment software provider to assess the most suitable social platforms and job boards to advertise vacancies. The team also works with candidates to gain feedback on interview techniques. This data enables GCA to work with clients to streamline their interview and recruitment processes to enable more successful outcomes.
New career paths
There are new opportunities in IT, product development, automation and EV infrastructure, as the industry evolves. Many of these roles didn’t exist a decade ago, believes GCA, highlighting the importance of future-proofing recruitment strategies.
GCA is urging businesses to plan ahead, create job descriptions for these emerging positions, and focus on sustainability and technological innovation to attract the next generation of talent.
“Workforce diversification is another critical area”
As older professionals remain in the industry longer, their experience becomes invaluable in mentoring Millennials and Gen Z, both of whom bring digital expertise and fresh ideas. Flexibility, through hybrid and remote working options, is increasingly essential in attracting talent across all generations.
What’s more, delivering a positive workplace experience is essential, reveals GCA. Those organisations and recruiters that promote their values, culture and career development opportunities are “more likely to attract top talent”. A strong emphasis on ethics and trust sets companies apart and makes them more appealing to potential jobseekers.
GCA Director, Glen Shepherd, has the final word: “The aftermarket’s future is one of transformation and opportunity. By embracing technological advancements, diversifying workforces while ensuring all employee needs and requirements are met, and adapting recruitment strategies, the sector will continue to thrive.
“At GCA, we are proud to support businesses in overcoming these challenges and unlocking their potential as the industry evolves.”
