Dealerships that use best practices in interviewing and that are extremely effective in consistently hiring top sales performers use customized or standard behavioral-based interview guides to remain consistent in their line of questioning. These companies train their hiring managers on legal and effective interview questions and techniques to utilize during the interview.
These same "risk wise" companies will conduct a job analysis audit for every position within their dealership to establish the types of behavioral and situational questions necessary for their interviewing process. A job analysis audit is a process whereby a company compiles objective data of what is required to be successful in a given position.
This process is conducted via interviews, surveys, and testing (both hard skills and soft skills testing). This process allows the dealership to objectively identify the competencies, behaviors, thinking, and decision-making styles, as well as the technical skills that are common among their top performers and required for the position in question.
This process also establishes a hiring benchmark or interviewing guide for managers to follow. The resulting list of critical competencies is what interviewers will use to evaluate candidates. This benchmark, customized to each position, allows the company to define the core line of behavioral interview questions that will uncover these critical competencies, behaviors, and thinking styles, as they directly relate to the job requirements.
This is especially critical for sales positions to eliminate high turnover. Below is a list of legally defensible behavioral interview questions to ask your next sales candidate. These questions will help you uncover core competencies during the interview.
Conducting a job analysis audit to objectively identify the core competencies required for a given job, and then customizing a list of behavioral-based interview questions like the ones mentioned above
to identify those competencies, can significantly reduce your exposure to employment practices claims and increase your potential for hiring top performers.
Mike Poskey is President of ZERORISK HR, a Dallas-based human resources consulting firm that focuses on hiring, developing, and retention programs for the auto dealer industry and is the exclusive provider of the ZERORISK Hiring System.
For more information, visit https://ZERORISKHR.com/.
Mike, great thoughtful questions. Appreciate your contribution.
Thank you for sharing
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