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From: Jared Hamilton
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Erin Borgerson

Erin Borgerson Director of Marketing

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Countdown to the Super Bowl: Hire A Winning Team At Your Dealership

We're five days away from a West coast vs. East coast show down. Who will take the cake—the defensive, dominant Seattle Seahawks or the offense-driven New England Patriots? Either way, both teams have proven they deserve to be there.

This will be Seattle's second Super Bowl appearance in a row, while as we all know, the Patriot's have seen their fair share of Lombardi Trophies. So, what does this tell us?

They both have incredibly talented teams.  5eee5400967607bcda0524a6fd3eae1c.jpg?t=1

Hiring managers constantly struggle to hire top-performing employees at their dealerships. An even bigger obstacle is figuring out how to retain them. Here are 5 ways to hire (and keep) a winning team:

1. Don't be needy.

Hiring the right people takes time. If you act desperate and hire the first person who walks through the door, odds are they aren't going to be the best fit. You may be barely holding your head above water and feel like you need help as soon as possible, but trust me, the extra couple weeks it'll take you to narrow down your applicant pool will be worth it in the long run.   

2. Switch up your interview process.

The majority of HR professionals have a list of questions they ask the candidate no matter the position. They'll ask the questions and maybe jot down a few notes for each one. Instead, try implementing a consistent interview program. Here at Hireology, we have a 3-step process. The first interview is a phone screen, the second and third are face-to-face. Mind you, all of these questions are stored online and include spaces to type out the applicant's responses. This creates an organized procedure that leaves no room for error.

3.  Ask about their mistakes. 

In reference to the interview process, make sure to include a question about something in the past that they would change or a mistake they've made. According to Michael Houlihan, a New York Times bestselling author, "we asked candidates about situations that were difficult, where they'd had a moral challenge," he said. "We were looking for a situation where they had to admit they made a mistake, and how did they handle it? If the mistake cost money, did they pay retribution when they didn't have to, or work extra hours to make up for it? If they said, 'I never made a really big mistake,' you would worry about that person."  

4. Have them provide a writing sample. 

This one depends on the job you're hiring for. Any one can say they're a good writer, but without proof, you never know. After a phone interview, you should have a good idea of how they communicate verbally. If they seem to be a good fit so far, give them a topic and have them write some sort of content. It could be a shortened blog post, a summary of a news article, a one-page description of why they're the best person for the job, etc. This will give you their communication style from the opposite side of the spectrum.

5. They're hired? Don't give up now.

It's a common practice for hiring managers to throw in the towel (pun intended) once their star candidate is hired. This might be the biggest mistake you can make at your dealership. How successful can you be if your best employees only last a couple months? Think about raises, a strong company culture, praise for their hard work...anything to keep them engaged and happy to come to work every day.

Bring out the beer, pizza and hot wings. Sit back, relax and watch Katy Perry belt out "Teenage Dream." And most importantly, see the best of the best duke it out during this year's Super Bowl. Take it from these guys, drafting (or hiring) a winning team leads to endless success.

Megan Barto
I 100% completely agree with number 4. And make sure you pay attention to "they're, there & there" - I see that mistake way too often. Oh & great analogy with the Super Bowl!

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