It never fails. You finally start making money and then one of your key performers tells you they’re leaving. All of a sudden you’re stuck between a rock and a hard place. If you think you are ready to hire, download our “Am I Ready to Hire Checklist” at www.ationlinetraining.com/2017-11 for a limited time.
You must place an ad and start the interviewing process all over again! Once you start interviewing you get upset because no one is qualified or nobody has answered your ad? Meanwhile the business starts to slip, and you stop making money — thus affecting your business and personal life. There must be a way to keep this from happening again and again? Let’s listen to Coach Bobby Poist explain the mistakes shop owners are making:
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Am I Ready to Hire? Checklist
|If you want to stay ahead of the curve, download the "Am I Ready to Hire?" Checklist at www.ationlinetraining.com/2017-11|
One of the biggest mistakes you can make is to interview when someone is leaving. Statistics show that most employers are reactive when it comes to hiring. This leaves no room for growth in the company, and usually happens at the most inopportune times. Most successful business owners follow the “always be hiring” mantra. This approach will help you cut the B and C players that take the space A players should have.
Build a stable of potential superstars
Offer a referral bonus, and ask everyone who they know with talent. This will help you build a strong stable of potential employees. Signing bonuses are huge in big business and sports. Yet I hear nothing about referral bonuses from my members. Most have never heard of a referral bonus, or how to use them. The best approach is to offer a dollar amount to everyone. Put stipulations on the bonus so you can track it when people come to you for an interview. You never know where you’ll find the next superstar for your business.
Do yourself a favor and interview everyone. We all need interviewing experience. The practice will help you master your process. Discovering the difference between a great interview and a bad interview is important. I often hear how people aren’t qualified for the job before the owner meets them. It’s better to form an opinion after you meet someone as opposed to before. The candidate could fit your needs in the future.
We all know the automotive industry has a shortage of technicians. Don’t wait to respond to resumes or potential contacts. These guys and gals are in high demand. A-players are in higher demand than ever. Each day decreases your chances of getting a response. Being proactive will increase your chances of success. There is some truth to the statement “Early bird gets the worm.”
Do your homework and create an outline of the role for each position in your company. Job descriptions and checklists will help to categorize each role. You must recognize if someone will be a good fit for your team. People can be great at what they do, but that doesn’t mean they’ll be great for you. Having a clear vision and metrics will make a difference!
Create an interview process that works, so you have consistency. Doing so will help you to measure your candidates. Do at least three interviews. Doing so gives you plenty of ammunition to judge your potential hires.
Do a phone interview first. Ask qualifying questions about their eligibility within your company. Use qualifiers to ensure the interview won’t be a waste of time. A valid driver’s license and moving violations. Years of experience and tools are all indicators that you can move forward. Grading them based on qualifiers will help you make an educated decision.
The first interview should be informal, yet you must own it. Don’t try to sell your company to them. You should be gathering information, not giving it. Explain to the candidate how their interview will go. Give them specific guidelines so they know what to expect. Outline that you will ask a series of questions and give them time to answer. Once the interview is over they will have time to ask questions. Keep the interview on task and you’ll be successful.