By Elite Worldwide Inc.
Let’s say you’re looking to hire a superstar technician. You find one who has a proven track record of success, and put them through a well-constructed interview process. You decide that the person sitting in front of you is the perfect fit, and you make them a formal job offer in hopes that they will agree to join your team. They agree, and for the first time in a while you’re able to sleep throughout the night, because you know you’ve done your due diligence, and have finally found the top tech you’ve so desperately been needing. All good so far, right?
Your new hire comes to work on Monday, and you’re off to a great start. And then…. it happens. Within the first few weeks you start to get the sinking feeling that you may have hired the wrong person. There’s no question that they can fix cars the right way, and they do it quickly. They also show up every day on time, and they keep their workplace clean. The problem is, they don’t follow your procedures very well. Your key employees are telling you that the new guy seems to complain quite a bit about meaningless things, and they’re sad to report that he’s not very social either.
You start to hope that he’ll either “adjust or come around”, or that he’s just dealing with some personal issues that will soon pass. But after a month or two you reach the inevitable conclusion – this guy doesn’t like to follow rules, he has an attitude that doesn’t fit well in your shop, and your other employees are not very pleased that he’s working with you. After many sleepless nights, you decide to let him go, and you start the process all over again.
Unfortunately, many shop owners live in this world of high employee turnover, or end up telling themselves that they’d rather keep someone who’s not a good fit than run the risk of simply swapping out one bad employee for another. If this sounds all too familiar to you, then consider this:
The trap most shop owners fall into is they hire people for what they know, and they end up firing them… for who they are.
To put it another way, shop owners often hire people for their skills, and they fire them for their behavior. So, the best-kept secret to hiring superstar techs and advisors? It’s going a step beyond learning about their skills and experience, and learning more about who they are as a person. As someone who has grown some of the most successful shops in America, I’ve learned over the years that in order to hire top employees that my entire team will really enjoy working with, I have to pay very close attention to their personalities and behaviors during the interview process. I do that to this day with Elite, and it’s been one of the most important keys to my hiring success. However, I also know that my perception of someone’s personality will only take me so far, so I have every applicant complete a 45-minute online behavioral assessment before the first interview. Here’s why.
An assessment can tell us whether an applicant has the propensity to follow rules, how social they are, their level of optimism, how open they are to constructive feedback, and a whole lot more. Not only do these assessments help us conclude whether the applicant is even someone we should interview, but they also give us direction on where we should dig deeper, and the questions we should ask during the interviews. For example, if the assessment suggests they are not very social, then you know you need to ask questions about how they worked with others in the past so you can discover if there were personality conflicts, ego issues, etc. If the assessment suggests they have a propensity to ignore rules and procedures, you can ask them specific questions about how they inspected and repaired cars, and how they interacted with the advisors.
So here’s what I’m going to ask you to do. First, think about the people you’ve fired. Hopefully it hasn’t been many, but I suspect you will discover that with rare exception, the reason you fired them had little to do with their skills, but was because of who they were as a person or how they behaved. Secondly, I’m going to ask that you accept the fact that there are many behaviors (and propensities) that will show up on behavioral assessments that you or I would never be able to detect during an interview, no matter how thorough we may be. And lastly, consider that if you do the math, hiring the wrong person is going to cost you at least $5,000.
If you now agree that you need to dig deep and learn more about who the person really is before you hire them, you need to do what Fortune 500 companies and the top shop owners in America do, and have every applicant complete a behavioral assessment before the first interview. There are many companies that provide such services, such as Predictive Index, Berke, and Myers-Briggs, to name a few. We use Berke, and have been quite pleased.
If you do begin assessing the people you may hire, then you have my promise: You’ll have a much higher probability of hiring the techs and advisors that your other employees will enjoy working with, they’ll follow your rules, and you’ll be able to go to sleep at night knowing you have an incredible team…of superstars.
“Since 1990, Bob Cooper has been the president of Elite (www.EliteWorldwide.com), a company that strives to help shop owners reach their goals and live happier lives, while elevating the industry at the same time. The company offers the industry’s #1 peer group of 90 successful shop owners, training and coaching from top shop owners, service advisor training, along with online and in-class sales, marketing and shop management courses. You can contact Elite at [email protected], or by calling 800-204-3548."
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By Nevil Jay
I'm currently looking into a business acquisition. It's a wheel repair shop based in South California. I have questions in terms of profitability and also, the expenses involved within the business.
I have profit and loss statements of the business. They currently operate 24/7 and have 30-35 employees. I am looking for someone who has experience in this sector that may be able to give me some unbiased advice. I also wanted to somehow come up with a valuation of the business. It operates out of a leased building, but consistently profits the owner a large amount of money. Who should I look for to verify these numbers? Will any CPA be able to understand?
Thanks in advance,
I'm trying to hire, and literally cannot find anybody. Ideally I'm looking for a full time parts hanger. Somebody that has little or no diag experience or isn't comfortable with electrical work, but can do the basics on their own. Where do I even try to look? I've tried CL and Facebook to no avail. I've called both of the local community colleges with automotive programs, and it's just crickets. I don't even want to pay them flat rate, I'll more than happily pay them hourly.
And PLEASE, for the love of god, I don't want to hear the lecture on 'you need to hire nothing but master techs'. That doesn't help me, nor fix my current problems. I know what I need. I just need help trying to figure out how to find it. Nobody becomes a mastertech without doing basics first anyways.
Just wondering if anyone on here has good experience with these units. We have manufacturer specific scan tools however we like to have a few general all purpose scanners available. We currently have the older Autel DS708 which is decent but rather slow. I also have a Launch GDS still in box brand new that I got for a pretty good price but I have yet to use it. One of my techs had experience using one and said in his words, "feels like a toy and crashes a lot." The new MaxiSys looks fast and capable. Anyone own one? Thoughts?
Article: The Ghost Mechanic - those mechanics that seem to leave evidence of their bad work that you find... or was it a mechanic after all?By Gonzo
The Ghost Mechanic
Creepier things have happened, but rarely do things go without an explanation. This time around it’s the mystery mechanic who seems to have been working on this guy’s car, or maybe not. Maybe it’s that ghostly mechanic who haunts people’s cars on quiet neighborhood streets in the middle of the night. You know, that guy who leaves nothing but telltale greasy finger prints or unattached wire harnesses, or even loose bolts where loose bolts shouldn’t be. This job was no exception to the antics of the invisible mechanic’s handy work. It’s a mystery worth solving.
A Chevy HHR was towed in for a no start condition. It wasn’t exactly a no start; it was more like a poor starting/running condition. When it would run, the poor thing sounded like it was on its last trip to the garage and its first trip to the salvage yard. Trying to beat it to its last ride on the tow truck, I hooked up the scanner to see what inner mysteries were present. Code P1682 (Ignition 1 switch circuit 2), but I wasn’t done yet. Time to do a complete health check on all the modules. Sure enough, the ‘U’ codes were off the charts. Seems we have a lot of low voltage codes causing a problem.
A quick check of the wiring diagram showed the power led to a voltage input lead for the PCM, TCM, and several other circuits that would definitely lead to a rough, hard to start, non-cooperating HHR. This may turn out to be a simple problem after all. Could be wiring, a component, or perhaps a fuse box problem. A quick glance at the fuse box didn’t reveal much, but I should probably take a closer look at that fuse box. Maybe go as far as physically checking the actual fuse circuit. Hmm, something is amiss here. The fuse is good, but the fuse is in the wrong slot. The slot that it’s in should be an empty slot. Seems somebody was fooling around under the hood and didn’t put the fuse back correctly.
Might as well try moving the fuse back to the proper location. Well, imagine that, this old HHR starts right up! OK, it’s not running the best . . . yet. Do a little throttle relearn and it runs as good as new.
After rechecking the related circuits for any damage, or out of place items I gave the HHR the once around the block test. Runs great, sounds great, no warning lights, no unusual noises, seems fine to me. I guess I’ll write up an invoice on this job and call the customer. As I closed the hood, the telltale greasy hand prints from the last guy who was under the hood were everywhere. I think I spent as much time cleaning this guy’s hood as I spent diagnosing the problem.
I gave him a call and explained to him, as best I could, what I had found. Although, I did have that one nagging question regarding who had worked on the car previously. I really wanted an answer to that question.
"NOBODY" … are you serious? That’s when I explained the entire repair all over again. Between the greasy finger marks on the hood and fenders, and the fuse in the wrong place, I’m afraid I’m not going to buy the story that the mysterious ghost mechanic has struck again. His only explanation came down to the whole thing must have been a poltergeist or something. Or ‘someone’ not ‘something’ is a better way to put it. I’m not buying the ghost mechanic theory. At this point, he seemed to be more intent on finding out the final bill, and not so much on solving the mystery of how the fuse mysteriously moved into a different slot.
But, before I gave him the total, I recommended he perform an exorcism on his car, since ‘NOBODY’ has been touching it. His response, "How much more will that cost me?” Seriously? Now, I’ve been asked to do all sorts of things to a car, like put a helicopter landing pad on the roof, remove a varmint from behind the dash, or turn a Prius into a tow truck, but I don’t think I’ve ever been explicitly asked to do an exorcism on the family truckster. Actually, I’m starting to put this whole thing together.
The mystery mechanic is none other than this guy himself. His answers to certain questions, and how he told his story were a dead giveaway as to who the ghost mechanic was. I swear some people just can’t be honest and admit when they’re beyond their learning curve. We both might have had a good laugh over the whole thing, but instead this guy wants me to drop the price in half, since it was such an ‘easy’ repair and all, and ignore the whereabouts of this seemingly ghostly apparition with the mindless ability to screw up the family car. But, since this guy wouldn’t own up to it, even with the evidence of his very own greasy paw prints, he’s in for a lesson of honesty, awareness of his own abilities, and how to pay for a professional diagnosis.
It’s just another case of the mechanic solving the mystery of the proverbial ghost mechanic. Debunking wives’A tales about the modern automobile, supernatural occurrences under the hood, and apparitions that seem to move fuses around is just another duty of the modern mechanic. Oh, and don’t think you’re the first person who’s tried the ghost mechanic as your method of passing the blame… you’re not. Every good mechanic has performed their fair share of exorcisms in the past and have seen the results of the mystery mechanic and his endeavors. We know who you really are.
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Who likes tax deductible food? 🙋♂🙋♂ If you want to make sure you are deducting all of your business meals. Please read the entire article.