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Jared Hamilton
From: Jared Hamilton
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Bryant Gibby

Bryant Gibby Used car manager

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Best way to get new sales consultants

We have had an unusual amount of turnover this year. Consequently, we have struggled to keep our sales team staffed at the level that we need it at. I feel very good about having done everything we could have in order to keep the guys here that have left. They have left for a lot of different reasons, but none of them have left because they were dissatisfied with the job.

As I already mentioned, it has been a contiuous struggle this year to maintain an appropriate amount of sales consulants. We have tried several different things in an attempt to hire some good people including: Ads in the paper/career builder/monster, referral program where we pay $1000 if we hire someone that was referred to us, and social media posts.

Even with all the different things that we have attempted, we are still unable to find people. It makes me wonder what other dealerships have done in order to find more sales consultants. Let me know if you have any suggestions that I could try...7334d1478d210e1200a7032a2ffdb8cb.JPG?t=1

Vincent R
I am a sales consultant. Why have your people been leaving? I would normally leave if management berates me. I have found a dealership that I like right now. Just gotta sell more cars. It's also good to have great leadership in management. Positive folks that know what they're doing. People that we can learn from. etc.
Ernie Kasprowicz
Hi Bryant. Your dilemma is not uncommon and something we hear frequently when we first work with a new client. One thing you can pretty easily do on your own is to add a "jobs" tab to your current dealership website. This will serve as a landing place for customers and other interested parties to be abreast of opportunity within your organization. This is an relatively easy way to obtain resumes. The resources you mentioned are good, but you need to massively ramp up your exposure. The culture of your dealership is certainly important. Use examples of successful salespeople within the organization who at first never considered auto sales as a profession. High quality individuals are more abundant than you might realize. Let me know if we can help.
Christopher Murray
Bryant, this will be controversial: Scrap your pay plan, ignore your 20 Group and look to a more successful business model OUTSIDE the car business! Imagine investing in a four year education for your child only to have them come home to tell you they took a job in the car business as a salesperson? You and every other concerned parent would be horrified! What a waste of an education! My son is going to get into a business with 90% turn-over? Today, tomorrow's new workforce is taught about career paths, advancement, continuing education, growth, etc... and our business with the archaic pay plans is not on the list of jobs they will consider so what does that leave us with? Imagine this: "hey Mom and Dad, I got a job! It pays $50,000 Salary and I get a company car!" How would you compete with that? You wouldn't, you couldn't and it is about to happen to you unless you get smart and make some changes.
Steve Tuschen
indeed.com will allow you to go and find people that looking for a job change, make a contact with those people to come in and talk about your career opportunities and see if you are a fit.
David Druzynski
Bryant, according to the NADA Workforce study, sales consultant turnover at non-luxury dealerships increased to 80% last year...you are not alone with this problem. After having numerous conversation with both management and sales consultants regarding turnover at dealerships, I wrote an eBook on the topic: The Auto Dealer’s 10-Step Guide to Hiring the Best Employees. You can find the link to download it on my profile. It has tips on how to attract and retain people at your dealership. Over the years, I found that the most common mistakes dealers make when hiring sales people are rushing the hiring decision, believing what is on a candidates resume and what they say in the interview, hiring based on a gut feel, not fully vetting candidates, and not having defined expectations for new employees. If you are not getting the response you are looking for out of your online posts, try revamping your job advertisements. Spend less time talking about what you want out of a candidate, and spend more time telling the candidate what they will get out of you (career growth, company culture, earnings potential). Put a similar level of effort into advertising your job openings as you do into advertising your cars. If you are really stuck, there are recruitment companies out there that specialize in the placement of automotive professionals.

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