Candidate Job Landings in the Automotive Industry
Average Weeks to Land a New Role
- Average Weeks to Land in the US
1
- Average Weeks for Exec to Land
1
- Average Weeks for Non-Exec to Land
1
2022 & 2023
Automotive
in Career Transition
Automotive Highlights
Few Segments have Weathered Change Like the Automotive Industry
The automotive industry has faced significant talent and layoff struggles in recent years. The rapid advancement of electric and autonomous vehicles has created a demand for workers with specialized skills, leading to a shortage of qualified talent. On the other hand, economic downturns, trade disputes, and shifts in consumer preferences have resulted in workforce reductions as automakers strive to optimize costs and adapt to rapidly changing market conditions.
Throughout 2022, Right Management supported automotive leaders in evaluating current and future readiness of their teams, fostered the growth of key leaders, and assisted the transition of those who were not part of the organization’s future plans.
Hear from Our Automotive Candidates
A Big Difference Was Made in their Lives...
“Losing my job felt a bit like losing my identity. I lost my routine, my community of work colleagues, and my confidence. Right Management helped me regain my confidence and develop a plan that worked for me.”
“I know that companies have laid people off and left them out to dry. I’m very thankful I didn’t have that. And, investing in outplacement sounds like not just the right thing to do, but the only thing to do.”
Important Observations in the Automotive Industry
We Noticed Some Interesting Trends...
1
%
Preparedness for a Search
After their program, 74% of automotive industry candidates felt prepared for a job search. Compared to the 45% that felt prepared directly after separation.
1
%
Positive View of Former Employer
60% of candidates would still recommend their previous employer as a place to work, and have an overall positive view of the company.
1
%
Likelihood to Recommend
After completing their program with Right Management, 90% of transitioned employees would still purchase and recommend their previous employer's products.
Not Surprised
Coaches noticed that most candidates were sad to be selected, but not surprised given market conditions in the auto industry.
Mental Health & Wellbeing
Candidates appreciated the check-in from Right Management and they "felt like their employer wanted to ensure their wellbeing."
Robotic Notification
Candidates felt like the notification process was robotic and failed to address their questions.
AI Knowledge
Most companies have a need for digital transformation/AI knowledge and these skills are regularly listed in job postings.
Longer Tenure
Longer tenure leads to a much greater feeling of betrayal at a former employer after separation. Candidates feel as if they invested their life into a company and are left without a parachute.
Ageism
Many candidates who are separated and have been in the workforce for a long time worry that age will affect their ability to find a new job quickly.
Specialized Skills
Candidates coming from a position that required very specialized skills have a difficult time branding themselves in a dynamic way. These candidates worry they are not employable in a shifting talent landscape.
Compensation Levels
Many candidates worry that their compensation levels for new/prospective jobs will be much lower than previously held OEM/Tier 1 comp levels.
Industry Fatigue
Many automotive candidates are tired of the volatility of the automotive industry, and are seeking alternate career paths or industries. Many are trying to rebrand their skills for a different role entirely.
Typical Project Volume & Utilization for Automotive Candidates
Candidates Referred and Program Usage
- Advantage
Candidates Referred: 701
Candidates Started: 266
Utilization
38%
- Elevate
Candidates Referred: 578
Candidates Started: 385
Utilization
67%
- Edge
Candidates Referred: 2319
Candidates Started: 1626
Utilization
70%
- Executive 6
Candidates Referred: 92
Candidates Started: 73
Utilization
79%
- Executive 9
Candidates Referred: 28
Candidates Started: 25
Utilization
89%
- Executive 12
Candidates Referred: 22
Candidates Started: 16
Utilization
73%
Program Satisfaction & Top Resources for Autos
Candidate Survey Results
Response Count = 8,974
TouchPoint Score Count = 4,013
As global outplacement leaders, we take our candidates’ experience seriously. At the end of each coaching touchpoint, event, seminar, etc., we randomly sample an externally valid population of candidates to determine satisfaction and uncover areas for improvement.
This data is updated monthly and reflects 2022 responses.
- Overall Satisfaction
1
%
- Coaching Received
1
%
- Events Attended
1
%
Top Resources Used throughout Program
- Resume Development
- Personal Branding
- Introduction to LinkedIn
- Successful Cover Letters
- Interviewing Strategies
- Advanced LinkedIn
- Searching and Networking
- Negotiating Strategies
- Getting Started Orientation
- Career Change Exploration
Recommendations
Moving Forward...
To support the auto industry we recommend the following:
- Connect to review industry data and share best practices
- After review, determine priority needs and available solutions
- Coordinate time to review tailored recommendations, timeline, and investment
