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Service Advisor Job Description

How to Hire a Service Advisor

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Service Advisor Job Description

We are seeking a competent service advisor to join our automotive service shop. In this role, you will be the point of contact for our customers, greeting them, explaining our services, and collecting payments. The ideal candidate will possess excellent communication skills, a patient attitude, and have the ability to perform basic maths tasks. Knowledge of the automotive industry and parts systems would be advantageous.

Service Advisor Duties and Responsibilities

  • Greet customers upon arrival to shop
  • Ascertain reason for customer visit thru a verbal interview and visual assessment of the vehicle
  • Consult with mechanics regarding appropriate service options
  • Connect customers with the appropriate automotive mechanic or technician
  • Develop solution methods, attempting to keep costs low
  • Provide information on (OEM) part options
  • Explain the service options to clients, including time and cost estimates
  • Advise on warranty protections and other potential cost-saving service options
  • Perform post-service inspection with customers and resolve any queries they may have
  • Track maintenance or repair status
  • Contact customers at the front desk and facilitate financial transactions
  • Manage workflow and schedule for mechanics and technicians
  • Perform customer service tasks, including answering the phone, arranging service appointments, and contacting customers for vehicles pick up

Service Advisor Skills and Requirements

  • Problem-solving and critical thinking skills
  • Compassionate and patient demeanour
  • Extensive knowledge base of automotive industry and parts

Personalising Your Service Advisor Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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