Tips On Hiring The Superstars In Competitive Times

Tips On Hiring The Superstars In Competitive Times

One of the single greatest challenges shop owners face today is finding and hiring the superstars. Regardless of whether you are looking to hire technicians or service advisers, here are some tips that will help you hire the stars.

  1. Accept the fact that with rare exception, the stars you are looking for are already working, and are reasonably satisfied. This doesn’t mean that they won’t be open to a conversation with you, because many of them will be. It’s your responsibility to identify those stars, and then reach out to them. Even if there is little or no interest on their part after speaking with you, you still win, because you have started a relationship. Not only may the time come when they reach back out to you, but I have learned over the years that the stars know the stars, so they may be able to provide you with the names of some other good candidates who would be interested in your offer.
  2. You should never offer someone a job, but should instead offer them an opportunity to join a company like yours. Beyond just a competitive wage, you will need to provide a compensation and incentive package that includes paid vacations and holidays, paid sick days, uniforms and ongoing training. In addition, you will need to provide the opportunity for growth and income advancement, security, rewards for tenure (such as retirement programs), and of course, leadership. Bear in mind that anyone can offer them a wage; what you need to offer is a package that shows that you really do care about the people who work with you. The rule that I have lived by for decades is that if you put out peanuts, you’ll get monkeys. The stars produce profits, whereas the monkeys produce debt.
  3. Whenever there is a shortage of skilled labor, you not only have to make the candidates an attractive offer, but you need to remove as many barriers as possible. Change is scary for most, especially if they have been with the same shop for years, so you need to be well aware of their fears. No matter how good a tech or an adviser is, one of the greatest concerns they’ll have is that you’ll be unable to deliver. A method I’ve used over the years is providing a really attractive guarantee for a number of months. Most shop owners are hesitant to do so because they fear that if the employee doesn’t produce, it will cost them a fortune. What they don’t realize is that if they do a better job of qualifying the candidates, and if they accept the fact that they can always terminate an underperformer, their concerns should diminish dramatically.  As business owners, we need to both set our fears aside and reduce the fears of the candidates. At Elite we are open and upfront with all candidates by telling them that on a predetermined date the hefty guarantee will be reduced to $XXX, and that we have every expectation that by the predetermined date they will be earning well more than the guarantee.
  4. We should never forget the rule that says, “When we hire Larry, we get Mary.” Simply put, if the candidate has a significant other in their life, with rare exception, they will be involved in the decision making process. This is why we strongly encourage you (whenever possible) to meet with the significant other as well as with the candidate. If Mary is sold on you and your company, then there is a really good chance that she will sell Larry on joining your team.
  5. Last but not least, you should let the candidates know about the culture of your company. The stars you are looking for may have well-paying jobs, but there is a good probability there is a vacuum when it comes to the culture of the company they are working for. If you let them know that you are committed to ethics, and that you and your entire team live by a principle that you will never put money ahead of people, you will discover you are able to hire the superstars you’ve been looking for.

For additional help finding and hiring the top advisers and techs, and keeping them as happy members of your shop’s team, learn more about how Elite can help with auto repair shop management.

You May Also Like

PRT Launches 30 New Complete Strut Assemblies

The new items represent more than 10 million vehicles in new coverage, PRT said.

PRT, an ADD Group brand, announced the launch of 30 new complete strut assemblies for light vehicles, SUVs and pickups, which it said represent more than 10 million vehicles in new coverage.

The launches covers a range of vehicle applications, including the Hyundai Tucson, Kia Sorento and Acura RDX, in addition to brand-new applications, such as the GMC Acadia 2021, Chevrolet Blazer 2021, and Subaru Outback 2021, among others.

RNR Tire Express Hosts Mother’s Day Giveaway

The eighth-annual event promises $100,000 in prizes, as well as a brand new 2024 Buick Encore for one select nominee.

Brand Refresh for Tires Plus, Hibdon Tires Plus Begins

Logo updates include a single-color tire mark; a logo palette comprised of Tires Plus yellow, black and red; and refined typefaces.

Continental Tire Opens Retread Solutions Center in South Carolina

The company said it hopes to uncover new improvements and technologies to innovate the retread process.

Sun Auto Tire & Service Expands Texas Store Count

The company has acquired Carrollton Complete Automotive, which offers a range of automotive services.

Other Posts

Philips Announces GoPure GP5212 Automotive Air Purifier

It uses a 3-layer filter to deliver cleaner, healthier, fresher air on the go, Lumileds said.

AACF Launches 65th Anniversary Fundraising Initiative

The campaign aims to raise $65,000 through 1,000 donations of $65 each.

Standard Motor Products Announces 123 New Numbers

The release provides new coverage in 53 distinct product categories and 47 part numbers for 2023 and 2024 model-year vehicles.

BendPak Founder Don Henthorn Passes Away

Grew company from small machine shop to global leader in car lifts and garage equipment.