Are You Choosing the Right Recruiting and Training Firm?

A combined 73% of Dealer Elite members who voted said recruiting talent and processes are the number one challenges to improving gross profits.  When a dealership is struggling with recruiting talent, one option is to enlist the help of an outside recruiting and training firm.  Outsourcing your sales staff recruiting and training needs is not only convenient but can be a cost effective means of meeting and exceeding your objectives.  Recruiting and training firms are not created equal, so how do you know that you are choosing the right firm to invest your company’s reputation with?  Ask these questions when engaging with a recruiting and training firm.


How does the firm go about recruiting potential candidates?

In the past, job seekers used the local paper to search for opportunities.  In today’s market, most job seekers turn to internet job boards.  Seek out a firm that has professionally developed online advertisements as well as vast resume pool for extensive searches for additional candidates.  During the recruiting campaign, this firm should utilize questionnaires, phone calls and emails to pre-qualify candidates on minimum standards.  Firms like The Manus Group, find this approach to be the best way to locate the highest caliber of available candidates in your market.  Also search for a firm in which the majority of their business is repeat business or referrals, as this is a testament to the quality of service and professional partnership they provide.    


Can the firm tailor their training program to fit the needs of your dealership?

Each dealership has its own culture, process and management style.  Your recruiting and training firm should recognize these unique characteristics and have the tools to develop training programs to cater to those needs.  Look for firms that offer additional services beyond fundamental sales training, including management development training and on-going training, like The Manus Group’s Sales Boot Camp, for all sales members.  Continuous training is the key to retaining and developing a productive sales staff.  On-going training courses should be interactive and encourage candidates to role play and engage in active learning.  Dealerships that continue to encourage and even sponsor this behavior demonstrate greater retention rates than those that just turn the candidates loose with little or no on-going interaction and education.  In addition, insure that your trainer has the experience and expertise to provide consistent and valuable training.  Explore the back ground of your trainer for a minimum of ten years experience having held the position of Sales Manager, General Sales Manager, General Manager or Dealer Principal.  Having a peer as a trainer eliminates having to bring a trainer up to speed on the workings of your sales environment.


Are fees for service agreed to in advance or are there hidden fees?

Each market is unique and your recruiting and training firm should recognize what works in one market may not in your market.  When working with your recruiting and training firm representative, notice if they are trained to investigate each market for unemployment rates, viability of qualified candidates, combination of media resources as well as other cost analysis measures.  With an extensive market analysis, your firm should be able to clearly review what investments are necessary to produce an effective recruiting and training campaign before the event is scheduled.


Copyright 2011 All Rights Reserved

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Comment by Rick Williams on August 18, 2011 at 1:47pm
Thanks Tony,I appreciate the confidence of someone of your accomplishments......I truly am impressed in a business person that empowers their staff as you do....thanks again..... power is profit.....members this is a man that is focused on his company,it's employees and it's long term success .........BRAVO
Comment by Jim Kristoff on August 18, 2011 at 1:40pm
Amen Rick!

Your first sentence says it all!!

"A combined 73% of Dealer Elite members who voted said recruiting talent and processes are the number one challenges to improving gross profits"
Comment by Tony Provost on August 18, 2011 at 1:30pm
RICK- all you have to do is hire an agency, who has an owner, that tuned around a LONG ISLAND, CHEVY, BUICK, CADILLAC store. That would be an easy solution. An indidividual, who has 40 years experience, making stores PROFITABLE and UNDERSTANDS EMPLOYEE RETENTION. OH, that RICK WILLIAMS.
Comment by Marsh Buice on August 18, 2011 at 12:40pm
Gr8 info Rick! This area is very "foggy" for those of us who have used traditional methods of recruiting. Thank you for the info. I look fwd to hearing more of your expertise in future blogs.
Comment by Rick Williams on August 9, 2011 at 2:40pm
Thank you, Bobby, Julie and Stephanie
Comment by Julie Heilman on August 9, 2011 at 2:39pm
Great blog post and information on how to be smart about the selection of an outsource service for recruiting.
Comment by Stephanie Young on August 9, 2011 at 12:40pm
I will have to bring it up at the next division meeting.  LOL
Comment by Stephanie Young on August 9, 2011 at 12:25pm
BC, you make me laugh.  I don't know if this home office has enough room for two superstars.  We might have to host an arm wrestling match.  LOL.  Regardless, I like his first blog.  There really is a difference between the good, the bad and the down right ugly.
Comment by Stephanie Young on August 9, 2011 at 11:40am

Bobby, I wish I could take the credit, but this is a post from Rick who is my boss.  : )  I think he did "borrow" from some of the marketing materials I have written over time.  Clever man! 


Rick, great share!!!  Finding the right fit is often half the battle.  This should prove to be a great tool for any company looking to outsource their recruiting needs.

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