{"id":2253,"date":"2026-08-13T07:10:59","date_gmt":"2026-08-13T07:10:59","guid":{"rendered":"https:\/\/www.civitastalent.com\/?p=2253"},"modified":"2026-08-13T07:10:59","modified_gmt":"2026-08-13T07:10:59","slug":"outsourced-talent-solutions-national-automotive-dealer-group","status":"publish","type":"post","link":"https:\/\/www.civitastalent.com\/case-study\/outsourced-talent-solutions-national-automotive-dealer-group\/","title":{"rendered":"Outsourced Talent Solutions, National Automotive Dealer Group"},"content":{"rendered":"<h2><b>At a Glance<\/b><\/h2>\n<ul>\n<li><strong>Sector &#8211; Automotive<\/strong><\/li>\n<li><strong>Location &#8211; National (VIC HQ, 40 sites)<\/strong><\/li>\n<li><strong>Scope &#8211; 85 Hires<\/strong><\/li>\n<li><strong>Service &#8211; Talent &amp; In-House Recruitment Advisory (RPO)<\/strong><\/li>\n<li><strong>Engagement &#8211; Project Engagement<\/strong><\/li>\n<\/ul>\n<h2><b>The Challenge<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">A national automotive dealer group needed to fill <\/span><b>an estimated 85 roles across 40 dealership sites<\/b><span style=\"font-weight: 400;\"> within two quarters, a mix of technicians, service advisors and sales roles, while managing a persistent shortage of trade-qualified technicians nationally.<\/span><\/p>\n<p><b>Running this through individual dealership-level hiring, supported by a patchwork of local agencies, had produced inconsistent candidate quality and no group-wide visibility of hiring performance<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><b>Our Approach<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Civitas structured the engagement as a Project Engagement under our Talent &amp; In-House Recruitment Advisory model, consolidating sourcing, screening and reporting into a single program across all 40 sites, with a specific technician sourcing strategy given the trade-skills shortage.<\/span><\/p>\n<h2><b>The Solution<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">The program delivered <\/span><b>78 of the 85 roles filled within the two-quarter window, with the technician roles taking specialist sourcing effort<\/b><span style=\"font-weight: 400;\">, against a single consistent screening standard and one group-wide reporting dashboard.<\/span><\/p>\n<h2><b>Measured Impact<\/b><\/h2>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>78 of 85 roles filled within the target window<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Agency spend reduced by an estimated 35% compared to the prior dealership-by-dealership model<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Consistent candidate screening standard applied across all 40 sites for the first time<\/b><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Group-wide hiring performance visibility established for group leadership<\/b><\/li>\n<\/ul>\n<h2><b>Client Reflection<\/b><\/h2>\n<blockquote><p><i><span style=\"font-weight: 400;\">We finally have one view of hiring across the whole network instead of forty different pictures.\u00a0<\/span><\/i><\/p><\/blockquote>\n<h2><b>Why This Matters<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Automotive volume hiring fails most often when it&#8217;s run as forty separate small searches rather than one program, this engagement shows what changes when sourcing, screening and reporting are consolidated into a single RPO model instead.<\/span><\/p>\n<h2><b>Related Civitas Service<\/b><\/h2>\n<p><a href=\"https:\/\/www.civitastalent.com\/clients\/advisory\/\"><span style=\"font-weight: 400;\">Talent &amp; In-House Recruitment Advisory<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>At a Glance Sector &#8211; Automotive Location &#8211; National (VIC HQ, 40 sites) Scope &#8211; 85 Hires Service &#8211; Talent &amp; In-House Recruitment Advisory (RPO) Engagement &#8211; Project Engagement The Challenge A national automotive dealer group needed to fill an estimated 85 roles across 40 dealership sites within two quarters, a mix of technicians, service&hellip;<\/p>\n","protected":false},"author":10,"featured_media":2256,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[47],"tags":[],"class_list":["post-2253","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-case-study"],"acf":[],"post_author_name":"","post_authors_type":"","post_authors_from_team_members":false,"_links":{"self":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2253","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/comments?post=2253"}],"version-history":[{"count":1,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2253\/revisions"}],"predecessor-version":[{"id":2257,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/posts\/2253\/revisions\/2257"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media\/2256"}],"wp:attachment":[{"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/media?parent=2253"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/categories?post=2253"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.civitastalent.com\/af-api\/wp\/v2\/tags?post=2253"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}