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Hiring Practices with Bryan Kelley [RR 611]


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Bryan Kelley, owner of Valley Automotive Electric, Covington, WA, and Chairman of ASA Northwest. Brian's previous episodes HERE.

Key Talking Points: 

  • Understand what it is you’re looking for and be able to name the behaviors and qualities you are looking for 
  • Think of hiring like going on a first date- know what you’re looking for 
  • Tailor questions based on what you are specifically looking for in a candidate 
  • Bryan would rather work short-handed with good team members than hire the wrong candidate just to fill the spot 
  • Ask yourself “Do they fit the culture of the organization?”

 

  • “Humble, Hungry, Smart” from “The Ideal Team Player” by Patrick Lencioni 
  • Smart- people smart
  • Rockstar or superstar?Rockstar- they want to stay in the position they're in 
  • Superstar- want to rise to continue to grow in the company 
  • If you truly care about people, they tend to care about you in return 
  • Look for indicators during the hiring process- ask key questions and dive into answers
  • Bring in other employees to gauge candidate together- each takes notes and compare after 
  • Explain the hiring process on a first phone call- phone screen, in-person interview, second interview/working interview, then profile assessment of the candidate. After that take them outside of the business to see how they really are. Reference checks. 
  • Post job description/job details with advertisement- should sound personable and engaging 
  • “The Culture Code” by Daniel Coyle
  • What Bryan offers in terms of pay is based on what he sees- not set in stone, based on what he expects. Reevaluate after 90 days
  • Thanks to Bryan Kelley for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page, highlighting all books discussed in the podcast library HERE. Leaders are readers.
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  • Have you checked out Joe's Latest Blog?

         13 comments
      Most shop owners would agree that the independent auto repair industry has been too cheap for too long regarding its pricing and labor rates. However, can we keep raising our labor rates and prices until we achieve the profit we desire and need? Is it that simple?
      The first step in achieving your required gross and net profit is understanding your numbers and establishing the correct labor and part margins. The next step is to find your business's inefficiencies that impact high production levels.
      Here are a few things to consider. First, do you have the workflow processes in place that is conducive to high production? What about your shop layout? Do you have all the right tools and equipment? Do you have a continuous training program in place? Are technicians waiting to use a particular scanner or waiting to access information from the shop's workstation computer?
      And lastly, are all the estimates written correctly? Is the labor correct for each job? Are you allowing extra time for rust, older vehicles, labor jobs with no parts included, and the fact that many published labor times are wrong? Let's not forget that perhaps the most significant labor loss is not charging enough labor time for testing, electrical work, and other complicated repairs.  
      Once you have determined the correct labor rate and pricing, review your entire operation. Then, tighten up on all those labor leaks and inefficiencies. Improving production and paying close attention to the labor on each job will add much-needed dollars to your bottom line.
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