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
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
When was the last time you actively recruited qualified candidates to fill your bench strength?
Kevin Vaught, Business Development Coach from Elite Worldwide, Ryan Blair from Blair Automotive and Robert Sexton from First Tire and Automotive bring their strategies, tactics and ideas to the discussion.
We cover networking, building your pipeline of qualified candidates, and your people as recruiters. They all agree that recruiting is a long game that needs daily attention. You must invest the time.
We talk about marketing efforts and being involved in secondary and post-secondary education. Many more great ideas and gems of wisdom from the Academy panel who make recruiting a ‘must do’ piece of their responsibility to their companiesListen and view episode notes
How to become a sought-after business, that everyone wants to work for.
Jude Larson the president, owner and lead consultant for JML Real Solutions uses his rich experience and business success as he works with service professionals to re-engineer their businesses.
Jude shares ideas on how to become a legendary or sought-after business where top performers want to work and why company culture is precious and you need to build it and protect it. Jude also asks every client to review their business from a 30,000-foot view to gain a perspective and build the right priorities for their business.Listen and view episode notes