Custom Wheels Hiring Campaign

Business Solutions
Coral Springs Charter School
3205 N University Drive
Coral Springs, FL 33065
Nicholas Pappalardo, Thomas Vlietstra
November 18th, 2021
Table of Contents
I. Executive Summary.............................................................................................................................1
II. Initiating..............................................................................................................................................2
III. Planning and Organizing.....................................................................................................................3
IV. Execution.............................................................................................................................................7
V. Monitoring and Controlling...............................................................................................................10
VI. Closing The Project...........................................................................................................................12
VII. Bibliography......................................................................................................................................17
VIII.Appendix...........................................................................................................................................18
 I. Executive Summary
For our project we chose business solutions. We decided to choose a local car dealership.

Custom Wheels Auto Sales is a car dealership in Pompano. Also known as Custom Wheels Inc,

this car dealership has encountered a problem that can, and has been hurting businesses all over

the world. This business along with many others have a problem of lack of employment. When a

business has a problem finding employees to work, it can be fatal to the business. What we

(Nicholas Pappalardo and Thomas Vlietstra) try to accomplish can help Custom Wheels

overcome their problem. Our campaign will consist of finding productive ways to advertise job

opportunities. Advertising the job hiring for Custom Wheels Auto Sales will mainly consist of

online advertising like social media and website interactions.

With a problem being not just that finding the right way to advertise a job hiring,

Nicholas Pappalardo and Thomas Vlietstra go over ways to motivate individuals to work. Using

the job hiring opportunity we would like to give high school and college students the chance at

an internship. While fixing the issue with lack of employment for Custom Wheels Auto Sales,

we also give students a learning opportunity. Students will learn about the automotive industry as

well as pitching sales points to understand some of the marketing department.

For advertising the business, Nicholas Pappalardo and Thomas Vlietstra take charge of

the marketing department for Custom Wheels Auto Sales. Learning how the owner chose to

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advertise the before, we can use strategies that haven’t been used. The job opportunities were

posted on social media as well as a website.

Social media has had a massive impact on businesses in recent years. The advertising on

social media will consist of multiple posts on various apps like Instagram and Facebook.

Adjusting posts and posting frequency will occur as feedback is collected when posts are

compared to other ones. An online website was also revamped and edited to allow contact for

possible applicants.

Throughout the campaign, Nicholas Pappalardo and Thomas Vlietstra constantly

interviewed and consulted both the Owner and possible applicants. Giving feedback on what we

are doing allows us to improve our strategies, as well as keep close communication with

everybody associated with the project.

II. Initiating

A. Unemployment has been a problem all over the world for a long time, especially now

with COVID-19. And it did not stop for the

business of Custom Wheels Auto Sales. The

problem we try to solve is not being able to find

responsible, determined, and hardworking

employees. According to the owner, “I can’t find people who want to work, I need people

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 to help me speed up sales so I can sell more.” This can be stated as a lack of

determination by past employees. Which cannot be fixed by a raised paycheck.

B. The purpose of our project is not just to solve a problem with one business, Finding

working solutions for unemployment can help businesses all around the world. The cause

of finding more employees to help the owner sell more cause will lead to the effect of

increased sales overall. Changing and evolving how we advertise the job opportunity will

help us and other businesses change our strategies for better performance in the future.

III. Planning and Organizing

business. The individuals who work at Custom Wheels Auto Sales will become sales

associates to help the local dealer sell more cars which will lead to an increase in sales.

B. Nicholas Pappalardo and Thomas Vlietstra Take the responsibility upon themselves to

find employees. They both work on creating marketing strategies to persuade others in to

helping the cause. Thomas Vlietstra is tasked to create pleasing social media posts on

multiple platforms and accounts to get the word out as far as possible. He achieves this

by using online platforms that hundreds of job searchers are looking at each day, such as

Facebook and Instagram.

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 Nicholas Pappalardo is tasked with

creating ways to contact the current

staff of Custom Wheels Auto Sales.

Once some individuals find that the

company is hiring, they will need to

know where and how to contact the

staff for more information. This can be done by a website. Nicholas Pappalardo is set to

edit an already existing website to have applicants submit their contact details to the staff

to set up a meeting to talk further about collaborating with the company

C. Schedule

I. Milestones

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 A. Post about job opportunity

B. receive feedback for job hiring

C. Interview an applicant

D. Employ an applicant

II. Timeline

A. Post on social media end of September 2021

B. Interview applicant end of October 2021

C. Employ at least one individual before the Month of November 2021

D. Quality Management Plan

The key metrics that are being measured are:

 The Total increase of sales with new applicants

 What posts got the most views and why?

 How many people are employed with our strategies

 What platform seems the most interested

 How many more cars sell with new applicants

E. Risk Management Plan

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 There are numerous potential issues that can come forth. These issues can lead to

lost opportunities for the local business. And for other businesses that want to use the

same strategy can even be fatal to the business.

A first possible issue is: Social media sites going down. If the posts were not to be

seen by anyone then it would be devastating to our project. There are multiple ways to

solve this issue. Marketing the employment opportunities on multiple platforms leads to

less of a chance that no one will see the posts.

Another issue that is solved by the same solution is if the posts do not get a

sufficient number of views to peak interests. Posting on multiple different platforms

allows the word to be spread as much as possible.

Some individuals might not know how to contact the staff if they are interested in

the opportunity. All posts will contain all the details to contact the staff or will specify a

way to see the details for contacting the staff so any interests will be heard.

What will we do if someone is interested in the job but needs time before they

start? The posts we made for the job hiring stay up for however long it takes to reach our

milestones.

COVID-19 is still present and spreading, how will we react if the office becomes

contaminated? Everybody in the workplace will follow CDC guidelines respectively.

Having some of the sales representatives doing overtime will compensate for the missed

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 individual or individuals, which will keep the steady increase of profits we want to see

for our campaign. Quarantining for the correct amount of time with no exceptions will

allow the workplace to go back to normal as fast as possible.

F. Proposed project budget

For the budget of this project the only money that was and still is used to the

profit to pay the employees accordingly. Bonuses will be provided for employees to

exceed the sales of the other employees. All advertising including social media and

website adjustments were free.

IV. Execution

Our campaign starts the month of October 2021. After an interview with the

owner of Custom Wheels Auto Sales, Nicholas Pappalardo and Thomas Vlietstra got to

work executing their plan.

First, we did an interview with the owner to see what his past ideas were for

trying to hire more people. “I tried talking to some people that I knew that had

connections to someone who wanted to work for me. I’m not so much for putting it out

there.” Knowing how he has tried more of a physical approach of employment; our idea

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will involve an online approach. Advertising the job opportunity online will spread the

job hiring wider to get the interests of more people.

Nicholas Pappalardo and Thomas Vlietstra start with putting ads about the job

hiring on multiple platforms (Instagram and Facebook) to spread the opportunity of

Custom Wheels NOW HIRING, included but not limited to Instagram and Facebook. In

the meantime, of waiting and thinking.

We start getting used to the way things

work at the office. This will allow us to

see the daily workday for the local

business, further bolstering our

knowledge of the business. This

allowed us to address any questions possible employees had. After October is over, we

will accumulate sales on an average monthly basis for the local business.

Custom Wheels had a website for customers to view inventory. We made a couple

of changes to the websites to allow customers to get in contact with the staff so they can

ask about hiring and any other questions they have about the business.

After getting some employees, they become sales associates and help sell cars at a

faster rate to raise the monthly profits. The employees will be paid by the hour and

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 receive bonuses respectable to their performance.

The application process for the employees is fairly simple. An interview to

see their strengths/weaknesses and what type of environment they like are used to

working in. For our situation of needed applicants, there will be few requirements to join

the staff. The owner only asked for the following from the applicants,

1. At least some knowledge of the automotive industry

2. Some sort of work experience profit or non-profit

3. Permit or drivers license stated that they have passed a test related to the job

Here are some of the questions that will be asked,

1. What and where have you worked in the past, Profit or non-profit?

2. Do you work well with others or are you independent?

3. What do you see yourself doing in the future?

4. How much do you know about the automotive industry?

5. Do you have a permit or driver’s license?

6. How long have you been driving for?

V. Monitoring and Controlling

A. Monitoring

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 The first step in monitoring our project is keeping close communication with the

owner and business. Constantly getting the input of the owner allowed us to not get out of

hand by having us do things that the owner wouldn’t have wanted.

We kept a close eye on our social media posts. Constantly monitoring views,

comments, and spread of the posts. Seeing what specific posts get more attention than

others allowed us to edit future advertising plans to the same degree.

Checking our messages and comments at least everyday will ensure that we do

not miss any individuals that are interested in the opportunity. This included us turning

on notifications to respond to messages as quickly as possible.

B. Controlling

The issues that we encountered were fairly simple and at a small amount. The

First and biggest issue we had was how to fairly pay the employees. What was in mind

for the project did not work out as intended. The project was planned for the new

applicants to be paid with service hours for their time. With Custom Wheels Auto Sales

being a profitable business, service hours could not be given to the individuals. What was

done was changing the project scope to an internship route of paying the employees. The

issue was dealt with before the process of our campaign started to ensure that the

individuals would be fairly rewarded for their time, as the owner agreed to pay them.

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 Another issue we faced was multiple workers in the office tested positive for

COVID-19 at a point in our campaign. This could have been a big halt in the hiring

process for the business. For a purely in person business, this could have been a big

decrease in sales. As the workers who had COVID-19 followed CDC guidelines and

quarantined for the respectable amount of time. A little bit of overtime was needed by our

sales representatives. As well has close communication online allowed applications to

still be sent through. Work hours went back to normal in quick succession to keep new

profit statistics at a steady increase throughout the campaign, along with the pace of

interviews and the hiring of the new applicants continued.

Our third and final main issue we had was bad weather. Custom Wheels Auto

Sales mainly operates outdoors. This affects speeds of hiring employees due to missed

time at the workplace. With weather being a problem commonly for the business, Sales

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 did slow down in terms of missing a couple days of not being able to show cars. With the

same solution of a little more overtime along with rescheduling appointments. On the

occasion of the weather being to drastic for anybody to come into work, close

communication online with employees and applicants compensated for missed time and

interviews. This can deeply affect the process of hiring.

The views on both the social media posts and website visits were very important.

When views started slowing down or not receiving as much feedback, the posts were

changed or edited accordingly. For example, Facebook posts were edited more to get the

attention of a different target audience as Instagram was still gaining views.

VI. Closing The Project

A. Evaluation of key metrics

Starting with the importance of sales increase. The new applicants make a

big difference for the sales at Custom Wheels Auto Sales. For our campaign we

accumulated the sales of 2 months. One month (The month of October) before the

applicants were hired and helped with selling cars. And a second month (The

month of November) After the applicants were fully hired, trained, and started

selling cars. Seeing the work of more workers than we anticipated to get showed

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 us and the Owner how important it was for businesses to have a sufficient number

of people to run the business and how much better it is.

The charts shown above show that the month of November with the new

applicants have more monthly cars sold and accumulated higher sales. What Nicholas

Pappalardo and Thomas Vlietstra were able to achieve for Custom Wheels Auto Sales is

an approximate 20% increase with the new applicants on board.

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 Sales Increase
$320,000.00
$310,000.00
$300,000.00
$290,000.00
$280,000.00
$270,000.00
$260,000.00
$250,000.00
$240,000.00
$230,000.00
November October

The views of posts on each platform are very important to our campaign as social

media is our main form of advertising. Changing and editing posts to the better performing ones

allows us to see what is doing better in terms of views and who is more interested in what in the

community. Its important for us to keep community interest to ensure that people will become

possible applicants.

Instagram proved to be our most successful view site in multiple ways.

Since Instagram received the most views, we did not change how it was being

viewed as the post was still being spread. One very important difference between

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 the platforms was the target market. Instagram contains more of students, and

Facebook containing adults. Both posts were controlled accordingly.

B. Lessons Learned

As a final result for our campaign, we can say it was a success for us. As well as

for Custom Wheels Auto Sales with their increased profit. The campaign was smooth

and with little issues. A list of the specific things that went well:

- Connection and online activity for social media posts

- Finding applicants at a fast pace

- Keeping track of sales, pay, etc.

- Availability of employees for work time

- A consistent schedule and workflow of the business

Thankfully, few things were a problem. One lesson learned was there were many

more ways of finding applicants. Why choose online or physical when you can do

both? Having more ways to find applicants could have helped us by finding people

faster to accumulate 2 months of increased sales. For our case, Custom Wheels Auto

Sales did not need many employees.

Another lesson learned for us was how important it was to keep a healthy work

environment. Being prepared for the situation of a COVID positive individual in the

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 workplace poses a large threat to the success of a business. By following CDC

guidelines, further spread was prevented. We could have had a massive decrease in

sales and profit.

Another lesson that we learned was not stopping the posts once we find a

sufficient number of applicants. After receiving feedback from 2 applicants, we

stopped the social media, thinking we hit our goal and it was time to stop hiring.

Thankfully the 2 individuals that joined spread the opportunity to 2 more individuals.

Seeing how these 4 have worked together in selling cars shows how stopping may

have been a very risky move for the campaign.

C. Recommendations for future projects

For other businesses that need more employment, we can suggest many things

that can be changed with our way of campaigning. First try as many ways of finding

applicants as possible especially for bigger businesses. It is crucial for a business to

find responsible and reliable employees fast depending on the condition of the

business. Here are ways to advertise your business as well as tips and tricks that have

worked for many businesses.

 Use free job boards. “Free” usually sounds too good to be true.

 Advertise on social media. ...

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  Design SEO-friendly job ads and careers pages.

 Ask for referrals.

 Build candidate databases.

 Attend job fairs or host career days.

Be sure to plan positions and pay for employees There is a possibility that

businesses can find more employees that they can fit. Making positions clear for

applicants is important for them so they can have a clear idea of pay, hours, etc. This

can have a big impact on speeding up the application process.

Be sure to survey your employees early and often. This ensures that everyone is

up to date with each other, as well as keeping a healthy workplace. Surveys include

close communication as well as knowing what is working and what isn’t.

With our main way of advertising the hiring of Custom Wheels Auto Sales being

social media, there are many other ways for us to advertise that we did not do. For

future projects we recommend that they should try as many ways of finding

employees as they can find.

VII. Bibliography

17
 10 Secrets to Finding Employees and Keeping Them

https://www.paycor.com/resource-center/articles/10-secrets-to-finding-

employees-and-keeping-them/

May 19, 2019

15 Best Ways to Find Employees For your Business

https://getsling.com/blog/find-employees/

How to Find Employees

https://www.betterteam.com/how-to-find-employees

Your Ultimate Guide to Answering the Most Common Interview Questions

https://www.themuse.com/advice/interview-questions-and-answers

Automotive Advertising Agency

https://www.strongautomotive.com/?gclid=CjwKCAiAz--

OBhBIEiwAG1rIOm5zD6QQD8oPQc2PECTkdGwkICQyoiCqIoZdFR-JuwOuD-

D6k7usFhoCrMYQAvD_BwE

VIII. Appendix

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 Throughout the campaign Nicholas Pappalardo and Thomas Vlietstra constantly

interviewed both the new applicants and the Owner to view their opinions of the new

business opportunities. Below are some quotes from the interviews that are worth

noting.

Before applicants are hired

Q. Nicholas Pappalardo – “Would you accept students that have never worked let

alone working in the automotive industry?”

A. Owner – “Yes and No, I want students that understand responsibility and what

it means to have a job, but majority of the things that these students need to know can

be taught with only a few days of training.”

Q. Nicholas Pappalardo – “Since you all know each other and even recommend

half of you to join the staff, would you guys say that you work well together?”

A. Connor Hendrix – “We have all known each other well for a while, one good

thing about all of us is that we agree on most topics and have the same opinions, so

we don’t cause arguments.

A. Jack Stankovich – “Yeah, we all are always flexible with working together or

independent and are willing to help each other regardless.”

After applicants are hired

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Q. Thomas Vlietstra – “You take part in a newer field of teaching students; would

you say you would want to do it again?”

A. Owner – “Teaching these students definitely gave me a new experience, this

particular group are determined to learn and work. I don’t know how I would be

with less determined students.”

Q. Nicholas Pappalardo – “How long do you guys think you will stay with

Custom Wheels Auto Sales?”

A. Thomas Miller – “I can’t talk for everybody else, but I have definitely learned

things that I would like to use for a carrier. But I would like to stay for the near

future.

Q. Thomas Vlietstra – “Your probably aware of the time will come when your

new employees leave. What will you do.

A. Owner – “Other than hoping I will retire by then, what you and Nick have

done will help me find new employees easily again. Or maybe I will just call you

guys.”

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