Focus on your dealership culture, the tenure of your employees and why you love working there.
Make sure that when you discuss compensation you highlight the benefits and growth opportunities within your organization.
Don’t ask Leading Questions
When you’re interviewing job candidates, avoid phrasing your questions to lead the candidate the answers you want. Instead, focus on open-ended questions and be sure to address:
Their professional goals
What they bring to the table
What motivates them
Why they would be an asset to your team
Review gaps in employment/reason for leaving jobs
Watch for Red Flags
When vetting potential employees, two of the big red flags I look for are:
Offering no references from former employers.
If all of their references are from friends or colleagues but not superiors, this is often a red flag that they haven’t left previous jobs on good terms. If that’s a pattern you see, don’t expect your dealership to be the exception!
Repetitive or vague answers during the interview.
You want your candidates to answer your questions with confidence, and if you start to notice repetitive answers, such as why they left previous employers, press for more information.
Stay in Touch
Great candidates want to know that you’re interested too. Outstanding automotive professionals will also be analyzing the hiring experience to get an idea of what it’s like to work with you. Let them know your timeline for making a decision and follow up when you say you will, even if you decide to move forward with another professional.
Have questions about hiring the right staff members, or need help recruiting the right candidates? Contact me today to discuss your needs.