Change Please - Who We Hire and How We Hire

[Wendi Venable]

Mrs. Jones,

"When I see a problem with a salesperson or process the managers look at our responsibility in the situation change that first and then work on changing the behavior of the people around us"....WOW- this is an example of what "managing" is all about.
The most successful dealership I have worked in had this mentality- look at managements side of the street first, clean it up- then be able to address behaviors as they come up on the "employees side of the street" with a clear conscience and the respect of the employees.
Do as I say not as I do is never a winning formula in any business- exspecially ours!

 

[joe.webb]

Their is a magic bullet to internet sales success and it IS people. Hiring the right candidate is imperative to a profitable internet department, but it is so hard to find this talent. I wrote an article in Digital Dealer mag a couple of years ago called The Perfect Fit about some of the qualifications I look for in a candidate (many covered by Wendi above.
I decided to post on this because I just left two different dealerships today looking to hire qualified BDC candidates.
One dealership has a strong, up-and-coming ISM in charge, but is hamstrung by a poor pay plan for the new hires (essentially, if they achieve numbers in the top 10% of all BDC people based on lead opportunities, they still may fall under the Minimum Performance Requirement. Someone needs to teach them about proper expectations.)
The other knows they want to improve, is willing to spend the money to get someone, but isn't really willing to ruffle any feathers of their current team by bringing in new solutions that may help them grow.

These seems to be the two common brain cramps I see that many managers are suffering from when attempting to hire high-caliber folks.

I'll address this topic and more at the upcoming Digital Dealer Conference in Nashville where I will be speaking on Selection, Hiring, Orientation, and Training for the Internet Department.

 

[JohnScott]

"The other knows they want to improve, is willing to spend the money to get someone, but isn’t really willing to ruffle any feathers of their current team by bringing in new solutions that may help them grow."
-Joe Webb

People will always resist change, no matter the business, the department, or the industry.

They have to rip the band aid off, and just do it. The longer they talk about it, the longer they wait, the more time they give people to poke holes in it, or focus on why its "not going to work".
Even worse, they could set the new hire or solutions up for failure. Not consciously, or in a devious fashion, but just by their focusing on the negativity, or whats "bad" about the solution. Ive seen it happen.

If its the right decision it should profit all, which means in a few weeks they wont remember their ruffled feathers.