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When hiring, look for character, talent and then skill

Joe Marconi
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mspecperformance Mentor

mspecperformance

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I am having a very hard time trying to find the right candidate for a Service Advisor position.

 

What boggles my mind is years back I remember a bunch of my friends from high school and college scrambling around to get entry level positions in the work force with their 4 year college degree. Most of these jobs started out at 35-50k at best and topped out at 70-80k with 6-10 years in at least. I am over here trying to offer someone potentially a 50-100k+ position with competitive benefits that requires NO education only the right aptitude, attitude and ethics and I can't seem to find anyone better than ex-pep boy customer service reps with awful grammar errors on their resumes.

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FROGFINDER Rising Star

FROGFINDER

Posted
Posted

I am having a very hard time trying to find the right candidate for a Service Advisor position.

 

What boggles my mind is years back I remember a bunch of my friends from high school and college scrambling around to get entry level positions in the work force with their 4 year college degree. Most of these jobs started out at 35-50k at best and topped out at 70-80k with 6-10 years in at least. I am over here trying to offer someone potentially a 50-100k+ position with competitive benefits that requires NO education only the right aptitude, attitude and ethics and I can't seem to find anyone better than ex-pep boy customer service reps with awful grammar errors on their resumes.

Digital people don't have good grammar. They tweet.

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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