Brian’s Know-How and Experiential
- Sample TTI Report Review
- Introduction page 2
- General Characteristics page 3
- Success Wheel page 11
- Driving Forces Motivators page 12-15
- DISC page 25-27
- Competencies page 42-52
hiring
- If this job could talk, what would it say?
- Recruiting Processes and Practices – great sharing conversation and practical tips, snapshot review
- Hiring Processes and Practices – great sharing conversation and practical tips, snapshot review
Downloads
Brian begins by reviewing the some members only library content. Specifically, he takes us to Gary Gunn’s interview with Norm from our People in Overdrive section. Alongside the video interview are a series of document links. Brian reviews the Planning Form, then quizzes our members on their search for a new Service Writer.
He points out some of the sections in the form that could help the members on the call. Our members also give great examples of “hard” and “soft” skills which are necessary for certain jobs.
So many important skills go into being effective team members in the automotive industry. A lot of them may not come to mind until you start filling out the form. When filling out the form, do not overlook factors like basic communication skills, simple math, and computer knowhow. Even if you are hiring a mechanic or technician, these are crucial.
Plan your hiring process so you can build the right team!
Do not go into your hiring process blind! Sit down and take the time to consider all the factors you should in order to screen in the right hire. Perhaps more importantly, you will need to know how you can screen out the wrong ones! Prepare for a few minutes before you advertise the position. That will help you avoid many headaches later on!
Sign up for one of our membership circle programs to access the form, as well as new Zoom meetings with fellow auto repair shop owners each week!
- Helicopter Ride
- Mastery Management Module Review
- HireMAX Review (Job Position Pre-Planning Form)
Downloads
As we join the video in progress, Brian reviews a few incentives many shop owners use to entice potential employees. These include signing bonuses and flexible hours, as well as purchasing them new work boots for them annually. We may be seeking the best candidate for the job, but if we are to successfully hire them, we must sweeten the deal for them.
Call participant Nikki reviews her shop’s hiring process, from advertising the position, to interviewing, to training new hires. Every detail of each step is crucial. Our friend Joe Evans adds the important caveat that we must have a written system (SOP) for our shop’s hiring process. Anyone in the shop should be able to conduct the steps if necessary.
Retaining Staff – Creating a Positive Work Culture
Jim then speaks on the “R” in “PAHR” – retain. Every facet of your relationship with your new hire, starting with the onboarding step, is crucial to keeping them.
Joe Sevart follows up afterward, explaining the auto repair staffing culture in his shop. Every team member is part of a family. Before the second interview, he requires potential hires to review and approve his written culture guide. If they can’t commit to it fully, then they are not a good fit for his family. There is no room for a toxic personality in his garage, so Joe makes sure this requirement is met before the hire. Each employee contributes to the culture guide, and also makes decisions about benefits, equipment purchases, and more. This way, everyone feels like an important family member, and has a figurative stake in the business.
Finally, Joe explains that if he hires a technician, he does not allow them to even turn a wrench for a full week. While they are onboarding that first week, it is important to learn all they can about the business. Once they are immersed in the business culture, they are then ready to concentrate on their work.
Closing thoughts on Auto Repair Staffing
Andy Arndt then points out that it is much cheaper to retain an existing employee than to hire a new one. The auto repair staffing process is both time consuming and expensive. Invest a small amount of time listening to and mentoring each employee regularly. That way, you may save yourself a lot of headaches in the future. Who knows – you may have lost a valuable employee in the past over an issue you could have instead resolved in house.
Nevertheless, if you respect you have made a bad hire, Brian suggests looking at three factors: don’t know, can’t do (aren’t able), and don’t care. As an owner or manager, you can possibly remedy the don’t know and can’t do with additional training. If your team member can’t shake the don’t care attitude, though, they have to go.
Auto Repair Staffing Process – Prepare, Attract, Hire, Retain!
Interested in learning more about auto repair staffing? You can when you join our weekly online training meetings by becoming a YNR member! If you’re not ready to commit just yet, you can sign up for a FREE business strategy session here!
