How well do you truly understand yourself and the people you work with? Are you going beyond the surface-level interactions and diving into personal development? In this Town Hall Academy, my panel not only discusses the different strength finder assessments but also the ‘why’ that drives and motivates different personalities within your business. A very important episode.
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Did you know money isn’t the main motivator for employees? How many people are willing to work 40+ hours a week in an unhappy environment while being undervalued? What benefits set your business apart from other shops in your area? And, are you reminding your team of their benefits package so they understand their value within your business?
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How did you develop your hiring process? Did you learn from other colleagues? Did you look online? Do you make decisions based on your intuition? Do you cross your fingers and hope for the best because you are desperate to fill a position? It’s time to take proven methods and guidance with Maylan Newton’s book “The Joy of Hiring”. You’ll also hear from a shop owner that implemented the concepts from this book into her hiring routine. She says it has completely changed her process and improved her hiring skills.
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Recovering From a Wrong Service Advisor Hire [THA 256]
As an owner, it can be easy to want something to work out so much, you become blind to certain red flags. You also worry about the production of your business if you let someone go. What should you do? My panel shares their experience with a wrong service advisor hire and how they recovered.
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Ryan Clo, Dubwerx, Cincinnati OH and see this shop in Cincinatti, OH
We’re going to talk about recruiting after covid. Recruiting is a topic I’m passionate about in general since our people are everything but also the landscape is changing post-covid
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From Shadowing to Apprentice Graduate [RR 688]
We hear over and over again that high school students happen to stumble upon a shadowing field trip in school and realize the automotive industry has endless career opportunities for them. This happened with Bridgette Johnson, when are we going to start spreading the word to our local schools instead of sitting on the sidelines?
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Hiring Dealership Technicians [THA 247]
Hiring technicians from dealerships is an untapped talent pool for our industry. Shop owners that interview dealership techs with a job hopper resume will usually get tossed to the side. But maybe those technicians haven’t found their right place to work yet. The challenging environment and culture at dealerships give the independent repair shops the opportunity to show them they will be respected, appreciated, and be included in a family atmosphere with a strong culture. Listen closely to my panel as they discuss their own experiences with hiring technicians from dealerships.
remarkableresults.biz/a247Listen and view episode notes
How to Have a Four Day Work Week with Eric Henley [RR 627]
As a shop owner, how does a 4 day a week schedule sound to you? Would you like some extra time with family and friends? In this episode find out how Eric Henley
from H-Teck Auto Care does it! Be careful, you might free up some quality time!
The key talking points for this episode that make for a great meeting agenda reside at remarkablersults.biz/e627Listen and view episode notes
Guest Host Chris Cotton from AutoFix SOS discusses hiring. Shop owner Andy Bizub provides a virtual shop tour from one of his Midwest Performance shops in Chicago, IL Trivia Challenge: The Most Expensive Car in 2021. Listen for the fortune cookie wisdom of the weekListen and view episode notes
Hiring Practices with Bryan Kelley [RR 611]
When we talk about hiring, there are a lot of questions that come to mind. You may have already in your business life hired and fired a hundred people. Hiring can be an art, especially if you are looking for just that right team member. Bryan Kelley realized that he needed to get a process down to help improve the quality of the individual he added to his team and business culture.
Bryan Kelley, the shop owner of Valley Automotive, Covington, WA and president of ASA Northwest, has been a great contributor to the podcast. He will share his hiring practices and the reason why he does them.
This is one of those gems of a podcast that keeps you in the front row of life in the auto service business.
We get into the critical importance to hire a cultural fit, interviews, processes and offers. Bryan also gets into job posting, job description and specific indicators you need to find in a good hire.
You can find Bryan Kelley’s other episodes, and this episode’s key talking points, they reside at remarkablersults.biz/e611 This is why I podcast.Listen and view episode notes
Hiring Superstars with Jerry Kezhaya and Dr Laura Shwaluk [RR 594]
Once again I welcome Jerry Kezhaya and Dr. Laura Schwaluk owners of The Auto Shop in Plano, TX, they are also leading Business Builders Mentor and Mastermind USA.
Hiring superstar employees is the goal of every business person I’ve known. Our intention is to find the best of the best in order to seed the company with outstanding and culture driven people. As you and I know, that is not always the case.
How can we get better at recruiting and filtering out just the cream of the crop. Jerry and Dr. Laura will take us through a process and great stories to make their case.
Find Jerry and Laura’s other episodes and the key talking points for this episode at remarkablersults.biz/e594Listen and view episode notes
The Difference: Dealership Tech Now Works for an Independent. Why? [RR 588]
I’m with Matt Manzone and Jim Fleischman. Matt is an ASE certified master tech and service writer and works at Jim’s shop Automotive Alley in Arcade, NY.
Why this interview. Matt is a former dealer technician. Hearing the reasons why Matt Manzone went to work for an independent is important to how you think and approach hiring dealer techs. Jim also shares some of his process to bring Matt on board to work in his company.
We discuss the differences of techs at dealerships against techs at independent shops. Matt and Jim also talk about the dilemma of leaving your job of 14 years for the same yet new job. The talking points can be found at remarkablersults.biz/e588Listen and view episode notes
Assessments: Hire Engaged, and Productive Employees Who Find a Home [RR 572]
There is a need in supporting businesses in enhancing their organizational eco-system through it’s single most important asset… The PEOPLE! The lifeline of a healthy business culture can be done at the tip of your fingertips
My guests today are; Carlo Sabucco, Mark Simons, David & Bonnie Schedin. They will be enlightening us with the value and importance of assessments. Assessments can identify people who have the highest probability of being successful in a role and provide practical recommendations for maximizing their performance.
learn the importance of two different assessments and how hiring with this knowledge will help your businesses leverage and streamline your hiring process and find a great match to enhance your team
The key talking points and important links found at remarkableresults.biz/e572/Listen and view episode notes
THA 185 Apprentice Programs – Growing Your Own Technicians
Do you need a technician? What are you doing about it. There is some great talent available as an outcome of the pandemic; however, it won’t last.
Here is another episode on apprenticing. This is a recurring curring theme on the podcast. I will put up a link on the show notes page that displays all podcasts that helps you learn about apprentice programs.
The panel: Pete McNeil, shop owner, Mc Neils Auto Care, The NAPA 2020 Shop Owner of the Year, Sandy, UT, 2 Locations. (Expanded Sandy location to 16 bays and use it for education). Jake Sorensen, Technician, the 2019 NAPA ASE Technician of the Year, He is an ASE Master technician with L1,2 and 3 advanced level certifications. He is the shop manager and diagnostic technician at McNeil’s Auto Care in Sandy, UT and Alexia Murphy, Program Specialist, Department of Workforce Services, State of Utah
The key talking points listed on the show notes page will make a great meeting agenda or outline for change find them at remarkableresuts.biz/a185Listen and view episode notes
Ryan Clo – 20 Questions in 30 Minutes [RR 561]
Welcome to this inaugural new format you’ll hear from shop owner and coach Ryan Clo from Dubwerx and Avid Autowerx in Cincinnati. Ryan answers 20 questions within about 30 minutes. This is up close and personal and I believe brings value to you as you continue to navigate and grow your business to boundless success.
Ryan Clo shares one new skill he would like to have, new technology he recently added, his dream car, and one of his biggest mistakes and a whole lot more.
Find the key talking points, Ryan Clo’s bio and links to his previous episodes at remarkableresults.biz/e561Listen and view episode notes
THA 140 Interview Tactics for a Cultural Fit
How many interviews have you done? How many have sparked a great hire? We are here to talk about that.
Welcome Kirk Richardson, South Street Auto Care, Rochester, MI, Jim Hayes, Shop General Manager at Pacific Motor Service in Monterey, CA 2 Shops and Dan Taylor, Coach at Transformers Institute.
This episode is packed with Human Resource wisdom and we get into interviewing tactics, form and format that will help you build your bench and make quality cultural hires that fit into your business like a glove.Listen and view episode notes
Build Your Bench – and Be a Proactive Recruiter.
Kyle Holt President of SP/2 and Jay Goninen from ‘Find a Wrench’ speak to their expertise as supporters and recruiters of technician talent. They have the depth of experience and are speaking to you from their heart about your need to recruit talent when you don’t need the help. They will tell you why.Listen and view episode notes
The Value of a Professional HR Support Company
OK Let’s Talk HR and Professional Employer Organizations (PEO). The Academy team includes Kevin & Lisa Eckler, Foreign Car Specialists, Poughkeepsie, and PEO specialists; Jim Belliveau, from Acadia HR and Greg Bauer, from ESC Employer Services
Shop owners Kevin and Lisa Eckler brought me this topic because it has made a huge difference in their business. As Kevin says he wants control and trusts no-one. The sheer fact that he brought on a PEO company to be his HR department is a testament to the fact that he is still in control and has a ton of trust.
As Kevin says, they started on his handbook, it needs to work legally because if there is a problem the policy will be carefully scrutinized. Benefits are another huge option in a PEO. So many in the industry have told me that this is the year they are going to expand their team benefits so they can have a competitive advantage and also to become a retention tool. A PEO can help with your benefits program.Listen and view episode notes
Ghosting: Minimizing New Hire No Shows.
When ghosting happens, you are always wondering what you did wrong. For many, you are always improving your HR recruitment processes. We talk red carpet, culture, branding, and clear and tight communication. I guarantee you’ll be overwhelmed with the discussion.
The panel: Jonathan Ortiz from Foreign Affairs Auto, West Palm Beach, FL, Carlo Sabucco from Sils Complete Auto Care Centre, Oakville, Ontario and Peter Foreman from Integra Tire, Langley, BCListen and view episode notes
Cecil Bullard from the Institute for Automotive Business Excellence says that many shop owners have Undervalued Labor Rates.Listen and view episode notes
Darrin Barney – Nurturing of Superstar EmployeesListen and view episode notes
Kyle Holt. Helping Entry-level Technicians Enter And Stay In Industry.
Kyle Holt is the Co-Founder and President of S/P2. S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, among others.
They are not just building careers, they are nurturing! Offering an innovative mentor training program which has its own Mobile website in which Mentors can log in, comment and grade a student based on the ASE task list. This would be good at retaining students within the industry.
Kyle is very passionate about providing businesses and schools the ability to utilize the technology that they have created to help improve the lives of the people they serve.Listen and view episode notes
A Family Affair
Jonathan Ortiz is the General Manager at Foreign Affairs Auto, West Palm Beach, Florida finished his MBA at Northeastern in Boston. Since he joined the family business, he played a key role, with his Dad, in the transition from a used car dealership to full-service repair. He embodied a people first culture and took the entire shop to Worldpac this year.
He’s changed the way he approaches new hires because of losing past hires before they are set to arrive. Jonathan shares the changes he’s made to his hiring practices because of the impact no-shows has had.
Foreign Affairs Auto’s service pledge is same day service. Their client base is mostly European and has come to accept repairs to take more than one day. Making repairs in one day brings differentiation in the market.Listen and view episode notes
The Power Center of your Business is in the Back Office PART 2
Amy Mattinat, Jacquie Walter Hower, Maryann Croce and Kim Auernheimer discuss Human Resources and Marketing. Two very important responsibilities of the CEO and back office team.
Highlights: The legal document called an employee handbook, hire slow-fire fast, know your candidate’s personality and hire for a culture fit.
Track your marketing efforts, never shoot in the dark you may not be spending your money wisely. Have a good referral program for your advocate customer and your brand’s image needs to be consistent and must match the face you put in the web and social media. This group also shares some great marketing ideas.Listen and view episode notes
Finding and Recruiting Technician Talent for Your Shop
Jay Goninen from Find a Wrench and Find a Mechanic.com brings his experience as an industry veteran and recruiter to the Remarkable Results tribe. We have a wide-open discussion on recruiting, job descriptions, why people leave and the value of a good work environment.
Among other discussion points that help you keep your people or help your recruiting effort is offering a path for growth, more responsibility, more money, and benefits. Jay feels that your shop needs to have a unique differentiator to attract top talent.
From a technician’s perspective, they usually don’t promote themselves so creating a good resume and posting it on a job board is something he helps techs with.
He says you should always be recruiting. It is like a 5-star football recruit for your college sports program. You will look at every resume and do every interview.Listen and view episode notes