Share a nugget of information that will help the dE community. Please keep it to 2 sentences. Short and sweet

Views: 322

Reply to This

Replies to This Discussion

There is an old saying that is very appropriate -- "The best time to fire someone is before you hire them". That speaks to the importance of having meaningful interviews with candidates, not just seat-of-the pants discussions. We need to ask probing questions and stop accepting fluff answers like "I'm a people person and I want to make money". What would you expect them to say - "I hate people and I want to be destitute". Have a well thought-out list of open-ended questions and you can often uncover the real person before it is too late.
Be Slow To Hire And Fast To Fire.
Great Wisdom David....:)



David Martin said:
There is an old saying that is very appropriate -- "The best time to fire someone is before you hire them". That speaks to the importance of having meaningful interviews with candidates, not just seat-of-the pants discussions. We need to ask probing questions and stop accepting fluff answers like "I'm a people person and I want to make money". What would you expect them to say - "I hate people and I want to be destitute". Have a well thought-out list of open-ended questions and you can often uncover the real person before it is too late.
Always be hiring. Have you noticed that the people who are good at conducting an interview are the people who do it all the time. I agree with David Martin, you need to have a plan, a list of good questions to ask and layer from. Don't accept fluff answers. But it takes practice to get good at actively listening to spot the person just giving the answer they think you want to hear. Last note - if you could replace your worst employee with one you knew had the skills and personality of your best employee, would you do it? Always be hiring!
Don't be afraid to make a mistake. This remains a people business and therefore unpredictable. And, yes, while there are a multitude of predictive indexes that can be used to help in the hiring process, even the best are not bullet proof.
Hiring: You should be constantly advertising, recruiting and interviewing applicants. Since most hires in the automobile business are done because of need and time is of the essence, we hire the wrong people for the wrong reasons. Since everyones expectations are low going in, pay plans for new salespeople are extremely risky for anyone to leave a job for the unknown. If the business is not confident that the employees will succeed, how can the employees be confident. Majority of hires are unemployed people who need a job and are willing to take the risk, because there is none. Hire for quality, not quantity. Screen the applicants for sales ability and never stop training them. Set minimum standards for SSI, volume and gross and put them back into training before letting them go back on the floor, if they fall below these minimums. Two months under the minimums and the employee is terminated. Inspect what is expected and don't allow your top performers to pick up their slack and allow them to exist.
Firing: See above procedure!

Agree with that,always push your bottom up!
Steven Haas said:
Always be hiring. Have you noticed that the people who are good at conducting an interview are the people who do it all the time. I agree with David Martin, you need to have a plan, a list of good questions to ask and layer from. Don't accept fluff answers. But it takes practice to get good at actively listening to spot the person just giving the answer they think you want to hear. Last note - if you could replace your worst employee with one you knew had the skills and personality of your best employee, would you do it? Always be hiring!

Amen!
JIm Fisher said:
Hiring: You should be constantly advertising, recruiting and interviewing applicants. Since most hires in the automobile business are done because of need and time is of the essence, we hire the wrong people for the wrong reasons. Since everyones expectations are low going in, pay plans for new salespeople are extremely risky for anyone to leave a job for the unknown. If the business is not confident that the employees will succeed, how can the employees be confident. Majority of hires are unemployed people who need a job and are willing to take the risk, because there is none. Hire for quality, not quantity. Screen the applicants for sales ability and never stop training them. Set minimum standards for SSI, volume and gross and put them back into training before letting them go back on the floor, if they fall below these minimums. Two months under the minimums and the employee is terminated. Inspect what is expected and don't allow your top performers to pick up their slack and allow them to exist.
Firing: See above procedure!

Very true Ernie I think that fear of making the wrong hiring decision does freeze some people so they end up doing nothing.
Ernie Kasprowicz said:
Don't be afraid to make a mistake. This remains a people business and therefore unpredictable. And, yes, while there are a multitude of predictive indexes that can be used to help in the hiring process, even the best are not bullet proof.
Always went by something i was told a long time ago in reagard to the decision to let somebody go.
Is the person willing and able?
How many times have some of you sat down to "launch" a salesperson and they "sold you' on keeping them? Might have been the first time you saw some fire in them was when you were about to let them go.
Hire: Don't be afraid to ask the tough questions during the interview, the only people you will turn off are the ones you DON't want to hire. Ask hypothetical questions to get them talking, "What would you do if a customer told you that you only had 10 minutes to earn their business?"

Fire: Letting the under performers go will actually increase moral and possibly increase your sales.

RSS

Latest Activity

Doug Van Sach's blog post was featured
Friday
Sally Whitesell posted a blog post
Friday
Doug Van Sach posted a blog post
Friday
Mike theCarGuy Correra posted a video

How Using Industry Jargon Can Cost You Sales

Mike Correra shares how using industry jargon with customers can cost your dealership sales.
Friday
John Sternal posted blog posts
Thursday
Tim Duke's blog post was featured
Thursday
Linwood E. Poissonnier posted a status
"You have to believe in what you’re doing, or actions won't work. Be sure of yourself"
Thursday
Linwood E. Poissonnier posted a status
"I have been a member for a long time . Under Autonation Nissan and Brandon honda N.O.B."
Wednesday
Courtney Evans's blog post was featured
Wednesday
Eliana Raggio posted an event
Thumbnail

FREE WEBINAR: How to Improve Your Follow-Up Today! at https://digitalairstrike.com/How-to-Improve-Your-Follow-Up-Today

November 21, 2019 from 12pm to 1pm
If your dealership is like most, your follow-up is either flawed, on auto-pilot, or completely…See More
Wednesday
Joe Tareen posted a blog post
Wednesday
Bill Wittenmyer posted a blog post

3 Strategies to Cultivate Enthusiastic and Loyal Fans

It costs most dealers about five times as much to acquire a new customer than to retain those they…See More
Nov 11
Scot Eisenfelder posted a blog post

Auto Dealerships’ Online Shopping Experience Fail to Meet Customer Expectations, Affinitiv Study Finds

Predictive personalization key to matching precedent set by non-auto retailersChicago, IL—November…See More
Nov 11
Mike Esposito posted a blog post

Auto/Mate Wins “Best Places to Work” Award for 10th Straight Year

Albany, N.Y. – November 11, 2019– Auto/Mate Dealership Systems has been recognized as one of the 48…See More
Nov 11
Courtney Evans posted a blog post
Nov 8
Jim Flint posted a blog post
Nov 8
Mike theCarGuy Correra posted a video

What You Shouldn't Overlook in Your Marketing Strategy

Mike Correra shares one important piece of an effective dealership marketing strategy that is most often overlooked.
Nov 7
Damian Boudreaux posted blog posts
Nov 7
Dan Beres posted a blog post
Nov 7

Get Newsletter

© 2019   Created by DealerELITE.   Powered by

Badges  |  Report an Issue  |  Terms of Service