What is the biggest challenge in hiring for #autojobs?

H Gregory Gershman
Would like some input on the biggest challenges facing dealers in the recruiting process. Is it job ad content and placement, applicant sorting and communication, getting good info in the interview to make a decision, or maybe onboarding? Comments from employees and employers would be fantastic!
mark rask
Perception of the car industry.......hours etc
H Gregory Gershman
@Mark...So that would be ad content? How we are presenting the job offer, and needing a strong message to combat perception?
Jonathan Dawson
The hardest part is that the marketplace of candidates and expectations have changed dramatically but how we "on-board", train, and compensate has not changed significantly. Too many managers "compare" the candidates against themselves and say, "I never acted that way when I sold." Or "When I sold I didn't have to be told what to do all day." Or "I was hungrier than..." Blah blah blah. Who cares? So they are not exactly like the best version of you "back in the day". Most managers have selective memories about how good they really were. People need to be coached, developed, and trained in a systematic and personalized way.
Michael Crain
@ Jonathan it could not have been said more perfectly. I was 23 yrs with my first job. I worked my way up from the warehouse to the last 13 years as General Sales Manager of a wholesale meat company with annual gross sales of 19.4 million. I have spent 15 years selling cars Business across the board have face some of the challenges. Hiring is one of them. That sales person you hire off the street or that college grad your talking about hiring, have no idea how to sell a car. You are not born with a gene that will make a sales person, there is no pill to take. Sales is learned skill. It requires training. Dealerships need and on going mandatory training process. You look at the bottom 25% to 1/3 of your sales staff they could not close a zip lock bag, giving away your gross. Your wanting to change sales plans because your not making the profits you once where. Start their. If you want a sales team of special forces it requires training. The people you are hiring off the street are looking for a job not a career. That college grad your interviewing and he is interviewing you wants the career. One question I think he will be asking “ I have never sold cars could you tell me about your training program”?
H Gregory Gershman
I think you are both right, and it settles around expectations. When you are evaluating applicants you have to consider that every person needs a period of adjustment and training. Selling is a learned skill, so a person with the correct basic traits can be taught it is just a question of how long it will take, and the resources you have as a business to train. This means managers have to be very honest with themselves about how much time and effort they will actually put in to growing an employee. Before hiring is even considered a best practice is to have a meeting with the entire management staff about the total resources available to train someone, the time period you are willing to allow a new hire to grow into the position, and the money the business is willing to spend on proper training (yes this isn't free). An interviewer should know, when they are evaluating an applicant, how sales floor ready this person needs to be to fit the position.

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