AutoMax & Red Cross Oklahoma Tornado Relief Effort – Matching Contributions

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AutoMax Recruiting & Training

In response to the devastation brought on by the tornado that swept through the city of Moore, Oklahoma, AutoMax Recruiting and Training, LLC announces a commitment to help those most in need.  Our heartfelt condolences go out to all who have been affected by the tornado.  Our commitment as an organization is to support one another in good times and in bad.

AutoMax Recruiting and Training, LLC has donated $1000.00 to the American Red Cross.  We are contacting all our clients, vendors and affiliated organizations and asking them to make a contribution to the American Red Cross with the funds to support the recovery efforts for the people of Moore city.

In an effort to maximize our support during this tragedy, for the next two weeks, AutoMax will contribute an additional $100.00**every time a client, vendor or affiliate of AutoMax donates $100.00 or more to the American Red Cross.

How you can help:  log onto RedCross.org put in your donation for disaster relief, fill in the credit card or paypal information.  You will receive an e-mail receipt (confirmation) for tax purposes.  Forward the e-mail confirmation to jadkins@automaxrecruiting.com  (Jodi Adkins, controller) and we will make the $100.00 matching donation from AutoMax for everyone who donates $100.00 or more to the Oklahoma Disaster Relief.

Contact Arthur Bush, Jodi Adkins or Ernie Kasprowicz for additional information as needed.

**AutoMax must receive redcross.org e-mail confirmation as outlined above no later than June 6th, 2013 for AutoMax to be able to contribute the additional $100.00 as described.

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AutoMax Recruiting and Training Announces Job Placement Aid For Hurricane Sandy Victims

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AutoMax Recruiting and Training, the most requested automotive recruitment company in the United States, has just announced that they are prepared to offer their services to dealerships looking to hire staff in the wake of the storm, as well as assist those that are in need of a job.

“Our headquarters are in NJ, right in the path of Hurricane Sandy.” Says Craig Lockerd, CEO and founder of AutoMax Recruiting and Training. “But we have made special arrangements to ensure that our dealer clients are taken care of. With trainers all over the country, we are in a unique position to ensure that dealerships are staffed and people that are left jobless due to the storm have a way to find work.”

In preparing for the inevitable, AutoMax has reached out to Monster Jobs to see what they can do to help in these relief efforts.

“We have offices right in the path of Hurricane Sandy, we understand what people are about to go through.” Said Doug Williams, inside sales consultant for Monster. “Keeping that in mind we wanted to do our part and help both AutoMax and people in need to find work, so we are offering up free listings so that AutoMax can do just that.”

In an effort to lessen the burden of lost jobs, AutoMax, their dozen employees and 30 trainers will be donating their time to ensure any employee who can’t return back to work at their dealership has a place to work in the interim.

“During Irene we had dealerships that completely closed or moved, then on top of losing their homes many folks lost their jobs.” Says Gregory Gershman, recruiter and trainer at AutoMax. “With our extensive network of partners, trainers and employees we have a wealth of resources at our disposal that will go a long way to helping those in need.”

With many people saying that Hurricane Sandy will alter the look of the east coast AutoMax Recruiting And Training is urging other business, both in the auto industry and out, both in New England and in the rest of the country to give where they can, when they can.

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Your BDC Department – Managing Expectations Using The 4×4 Method Of Accountability

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Just like in sales it’s important that you set goals, but even more importantly that you ensure the goals are being met in the BDC. The BDC, or the business development center, can be a huge profit center for the dealerships that do it right, the opposite for those that don’t. In order for the BDC to be profitable you must take a methodical approach to management, that is, you must manage by percentages.

The 4×4 Method of BDC Accountability

While there are many different percentages that can be tracked lets take a look at the most important ones, they are:

  • Contact Rate
  • Set Rate
  • Show Rate, and
  • Sold Rate

Each one of these must be tracked on a daily basis, they can both make or break the dealerships month. I get asked the question all the time, “Craig, what are some of the benchmark numbers for a contact, set, show and sold rate?”

There really is no easy answer to that question because it all depends if it’s new car or used car leads, prime or subprime. Each one will be different, instead lets take a look at your goals and do some math. Lets say you want your BDC to be the cause over 100 sales this month, how are you going to get there? First, take a look at your lead count, lets say you get an average of 750 leads per month. That means you must have a lead to sale rate of  13.4%, very doable.

From there, lets back it out and figure out what the overall contact, set, show and sold rates must be in order to reach that 13.4%

  • Contact = 80% Contact Rate or 600 set appointments
  • Set = 80% Set Rate or 480 set appointments
  • Show = 62.5 % Show Rate or 300 shown appointments
  • Sold = 33.5 % Sold Rate or 100 sales

While some numbers can be higher and others lower that is what the combined percentages of the entire BDC must be in order to sell just 13.4% of your leads and sell 100 cars from 750 leads.

So now that we have the first 4 in the 4X4 Method of BDC Accountability lets dig into the second 4, they are:

  • Daily
  • Weekly
  • Monthly, and
  • Yearly

Since you already know what percentages you will be tracking, the second 4 tells you how often you should be meeting with your BDR’s in order to ensure that the numbers are met.

Once A Year

You should set a yearly goal in the BDC, lets say your goal is to sell 25% of those 750 leads by the end of 12 months, holding steady the last two months of the year. In other words you have 10 months to almost double your lead to sale rate. From there just take 25%, subtract 13.4% and you get 11.6%. In order to increase your lead to sales rate by 11.6% by the end of the 10 months just divide it by 10. You get 1.16%. So, in order to reach your goal by the end of 10 months you must improve your lead to sales rate by 1.16% each month for 10 months and then hold there for the last 2 in order to reach your goal.

Once A Month

In order to reach your yearly goal you must ensure that your BDR’s are doing their part. Each month, sit down with them one-on-one and take a look back at what their monthly goals are and figure out both what they did right and what they did wrong. Make sure that they are doing their part and are meeting the 1.16% increase month over month. If not, train, train, train!

Once A Week

Don’t wait till months end to see if they are on goal. Each week sit down one-on-one and make sure that each BDR is on track to reach goal.

Each Day

Review the previous days numbers, that is, contact, set, show and sold to ensure that they are moving in the right direction. Train if not, reward if they are.

Recap

I know there was a bunch of numbers thrown out but in order to see success in the BDC you must track the 4 percentages at 4 different times to ensure that the BDC is growing in the right direction… up! Of course, the right BDC starts with the right people. At AutoMax Recruiting and Training we not only hire and train the best salespeople in the business we also hire the best BDR’s and BDC managers in the business. If you are ready to take your BDC to the next level then contact AutoMax here, you will be glad you did!

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Hiring The Right Automotive Personnel is More Involved than You Think

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“Just throw an ad in the paper and tell Joe Sales Manager to handle the interviews.”  

Unfortunately, this is a phrase repeated time and time again at dealerships all over the country.   The problem with this statement is twofold: first, 80% of all job seekers use the Internet as their primary source for a job search; second, Joe Sales Manager has “more important” things to do and cares very little about finding additional Salespeople, Internet Sales Managers, BDC Reps, Sales Managers, Service Techs, F&I Managers, etc. for your store.  Getting your help wanted ad in front of a large number of job seekers and subsequently being able to deal with the response from those job seekers is an extremely important and involved process that needs to be handled properly.

It’s no great secret that the days of the great American newspaper are long gone.  Only 13 percent of all Americans now buy a daily newspaper.  There have been several factors that have led to the rapid decline of the newspaper in our country, but the main factor has been the rapid rise of the internet.  The internet has changed the way we get news, the way we communicate with others, the way we conduct business, and of course the way we search for a new career.  Again, none of this is ground-breaking news; newspapers have been on their last leg for some time now.  Yet, all over the country, dealerships are still using help wanted print ads to staff their stores!  Why is this?  Maybe it’s an issue of familiarity, “old school” dealers clinging to the past.  Maybe it’s just a matter of convenience.  Maybe’s it’s an attempt to “save” money.  Whatever the reason, the fact remains that a large number of dealerships are wasting their advertising budget on ineffective help wanted ads.  You simply are not going to find the quantity or quality of people you need to effectively staff your store without using online job boards.   The second part of that statement, finding QUALITY people, is perhaps more important than the first.  Placing your ad online encourages and in some cases requires job seekers to prepare and submit a cover letter and resume.  These are basic job hunting skills that any qualified applicant should have.  Thus eliminating applicants who lack the basic skill or motivation required to prepare these documents.  Recent statistical data supports the theory that internet job seekers represent a much more professional applicant: an estimated 41% of online job seekers, across all industries, are currently at Managerial level or higher.

But posting a help wanted ad on the internet is just the beginning.  Let’s change that previous phrase to, “Just post an ad online and tell Joe Sales Manager to handle the interviews.”  Still doesn’t sound very reassuring, does it?  Sales Managers have a large number of responsibilities and although recruiting and training an effective Sales Team should be one of those responsibilities, sometimes it just does not work out that way.  Managing the day to day activities of the Sales Floor, helping to close deals and improving the dealership’s bottom line will almost always come before finding new and better Sales Consultants.  Unfortunately, as we all know, Salesperson turnaround is above average in the Automotive Retail Industry which makes recruiting and training that much more important.  Hiring an outside firm will not only save you precious time it will also lead to an increased ROI.  And what about other positions:  F and I, Service, Admin, BDC Manager, Parts, etc?  Do you really think a Sales Manager or Service Manager is going to take the time to properly staff these positions?  Most likely, NO, he/she will be too caught up in day to day operations to give the proper time and attention to the process.  Last of all, something that is often overlooked is the handling of resumes from individuals who might not meet the criteria you are looking for.  A dealership’s reputation in the community is vital to their long term success.  A short reply of, “thank you for your interest, you do not meet the criteria we are looking for, good luck with your career search,” can go a long way in boosting public opinion of your store and its hiring practices.  All it takes is one angry and ignored job applicant to tarnish your store’s reputation.

In conclusion, the next time you are considering delegating dealership staffing to a Manager, think about if that person has the time, knowledge, and desire to provide adequate attention to this vital task.  Paying a little now to hire an outside vendor can reap huge rewards in the future.

Posted in Automotive Recruitment   Tagged , , , , | 9 Comments

What Sets AutoMax Recruiting And Training, LLC Apart From Their Competitors?

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One of the most exciting aspects all businesses face is competition.  Competition is good.  Competition is what drives individuals and organizations to excel.  Our business is no different.  The fact is there are many staffing and training companies, some excellent, some not. Moreover, the right service provider for one business may not be the best for another. This is intended to guide those in the process of considering AutoMax Recruiting and Training, LLC versus the competition.

As with most things in life, experience matters.  AutoMax Recruiting and Training, LLC has completed over eleven thousand similar recruiting efforts for clients ranging from the largest in size and sales volume, to the smallest, in virtually every market throughout the country during our thirteen years of operation.  During any given week AutoMax will likely provide recruiting services to more clients than our closest competitors combined.  From porters to presidents, we recruit them all.  Experience has taught us exactly what content needs to appear within the help-wanted advertisement in order to attract the best and brightest available talent, and then to motivate those quality people to apply for the position.  Experience provides us the knowledge to share with our clients where to strategically place the help-wanted ad, maximizing exposure to the most desirable candidates.  With that experience, we created AutoMax exclusive job boards such as http://onlinevetjobs.com/, http://automotiveretailsalescareers.com/ and http://automotivejobfinder.com/, and those are then aggregated to even more help-wanted job sites.  Experience allows us to stream line the process saving our clients both money and time.

Implementation is another key factor to consider when comparing AutoMax Recruiting and Training, LLC to a competitor.  How will the results promised be accomplished?  AutoMax not only posts our clients help wanted ads to more top line resources than anyone else, we also have a staff solely dedicated to processing applicant response.  AutoMax sifts through and lightly screens each resume received scheduling a personal interview.  This process reduces aggravation and increases interview-to-showroom percentages.  All advertising process is provided by AutoMax in a turn-key fashion, making it a seamless effort for our clients.

AutoMax Recruiting and Training, LLC clients have a choice of recruiting methods tailored specifically to their needs.  We help a dealership staff their store with a variety of time tested programs and continue to offer cutting edge strategies.    Dealerships with a full human resource department and/or a full time sales trainer find our advertising-only strategies highly beneficial.  For many of our clients, the ability for AutoMax to provide an onsite trainer to interview and train sales applicants is a huge plus.  We have the ability to adjust our programs to fit precisely the needs of our clients.

The people within the Automax Recruiting and Training, LLC corporate office play a significant role in ensuring client satisfaction.  They are the backbone of the company and the people with whom you communicate in good times and bad,  and that is a measure of why our clients stay with us despite the natural appeal of a seemingly better offer.  What happens when something doesn’t go as planned, or for whatever reason, the results don’t measure up?   You can be confident in the knowledge that AutoMax backs all recruiting and training programs with a 100% performance guarantee.

Lastly, AutoMax Recruiting and Training, LLC attracts the best and brightest trainers in the industry with whom to work.  After an exhaustive selection process including background checks, drug testing, reference checks and employment verification, AutoMax offers our trainers excellent compensation and career opportunities.  Our trainers have the opportunity to build a strong business of repeat and referral clients with the opportunity to grow with AutoMax.  Every trainer undergoes thorough preparation followed by weekly ongoing training and development.  We provide our clients with a full range of trainer abilities to find the perfect fit for their needs.

In summation, experience, systems, flexible methods, guaranteed results, people and training are a few of the hallmarks that set AutoMax Recruiting and Training, LLC apart from our competition.

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4 Things That Sets AutoMax Recruiting And Training Apart From Their Competitors

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AutoMax Recruiting and TrainingAutomax Recruiting and Training is the strongest recruiting and training Company in the automotive arena. With over 100,000 salespeople trained in all 50 states we have the experience to staff your dealership the way it should be.

A Little AutoMax History

AutoMax Recruiting and Training was started by Craig Lockerd over 13 years ago. With over 3 decades of automotive experience, Craig started AutoMax because of the overwhelming need for salespeople with no bad habits. Turn over was high, with salespeople moving from dealership to dealership, the industry low on fresh recruits. That’s why AutoMax Recruiting and Training was born, to fill a need that was in desperate need of filling.

How We Do What We Do

First, we listen to our client’s needs. We take a look at what positions they are looking to hire for, how many people they need and if they need training or not (by the way we hire for every position, from porter to president). That’s the real difference between what we offer and what our competition does. We offer flexibility. We hire for all positions and we don’t do cookie cutter. Sure, we have a formula that works but we are able to change certain variables in that formula to suit the specific needs of both the market at the dealership.

Secondly, we don’t just post help wanted ads to one or two sites, you know the bottom feeders that are free and don’t get a ton of traffic. If you want great salespeople and other staff at you dealership then you need to know where to look. With over 200 sites that we post to, we have the reach to find your next hire, whatever the position. We even own a few proprietary sites that we’ve build in house, sites that no other recruiting company has access to, sites such as OnlineVetJobs.com, AutomotiveJobFinder.com and AutomotiveRetailSalesCareers.com, just to name a few. On top of that, AutoMax also engages in social networks, including Facebook and Twitter, Google + and LinkedIn. All to find the right person for the right job at the right dealership (yours).

Thirdly, when working with auto dealers and finding their wants and needs, the one thing that is always mentioned is, “will I have enough good candidates to interview.” The answer is always a resounding YES! How do we do that? Some areas of the country will receive less candidates than others, that’s just the way things are. But due to being in business for over 13 years we have thousands and thousands of resumes on file, as well as huge national databases of people currently looking for employment that we can tap into and perform reverse resume searches. This insures that the turnout is always positive.

Lastly, we have the best trainers in the business! Each one of our trainers is vetted and trained by our very own Craig Lockerd. If I were to say that the training is intense, that would be an understatement! Craig puts them through a “hell” week so to speak. Training that lasts from sunrise to well after sunset and into the hours leading up to midnight. You should ask him about the impossible homework he gives them, homework meant to judge them on the content of their character. All of that, plus their extensive dealership background, makes for the best trainers in the business. Trainers that understand that AutoMax has raised the bar and has the goal to keep on raising it!

Is there more that sets AutoMax Recruiting and Training apart from their competition… yes! But this is a good start and hopefully answers the question, “why choose AutoMax Recruiting and Training?”

Posted in Automotive Recruitment   Tagged , , , , , , | 1 Comment

7 Questions You Must Ask Your Dealerships Staffing Services Provider

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When Finding The Right Dealership Services Provider Don’t Forget To Ask These Questions.

Picking the right company for your business is serious business.

When dealerships look to outsource some of their staffing and training to an external services provider, they do so expecting significant operational and financial benefits.  To what extent those benefits are realized, however, is largely dictated by the people and capabilities of the services provider they choose.

While outsourcing staffing and training services can ultimately save a lot of money and time, managers can’t take this decision lightly.  Some managers seem to view the process in an off-hand way, in effect saying, “We’ll give it a try and if it doesn’t work, we’ll try another company.”  However, there can be significant risks to this approach.    A service provider’s failures can impact a dealership business; including lost reputation, lost revenues, and lost customers.

That’s why taking the time before hand to thoroughly research prospective vendors is such a worthwhile investment. By eliminating the cost and headaches of a failed outsourcing relationship, and the time and effort required to start the process again, businesses will be in a much better position to maximize the benefits they’re looking for, and see the gains faster and for a longer period of time.

The fact is there are a lot of staffing and training outsource companies, some excellent, some not. Further, the right service provider for one business may not be the best for another. To guide those in the process of searching for a new services provider, we’ve listed a few questions that decision makers should ask prospective staffing and training outsource companies.

1. Do You Have Proven Experience?

The last thing your business needs is to have a service provider that’s learning on the fly. You need a staffing services provider that has direct, long-standing experience in the services you’ve decided to outsource. People in your business who have relevant experience should ask detailed questions, and ensure the answers they’re given speak to operational expertise.

Also, try to assess how and whether a service provider can meet longer term needs. Try to look at the emerging requirements. While it’s most important to find a fit that works now, the better a staffing and training services provider can grow and adapt along with your business, the more value you’ll realize from the relationship in the long term.

2. Who Will Our Day-to-day Contacts Be?

We’ve all had this experience: Vendor representatives come in during the sales process and amaze everyone with their savvy and expertise. After the contract’s signed, those folks are never seen again, and you’re left with junior team members still finding their way. This can be particularly frustrating when things don’t always work out as planned.

It’s therefore essential to Identify and interview the people who’ll be day-to-day contacts for account management and technical support. Treat it as a job interview, and get a detailed understanding of their approach to communication, their experience, and their makeup. Look for tenure, both with the service provider and within the market segment.

3. How Quickly Are Services Provided?

What is the typical lead times required until the service is fully deployed? What services are included in the overall service cost, and what are one-time expenses? Getting clarity and honesty at this point can be vital in terms of expectation setting, and can provide a lot of insight into the vendor. Look for vendors that approach this upfront process as the building of a long term relationship, rather than a one-time transaction.

4. How Strong is Your Business?

To work with a staffing and training services provider and enjoy value in the long term, future viability is most important.  Do a vendor’s claims sound too good to be true? If so, they very well may be.  Another key to viability is a track record. While, “past results are no guarantee of future performance,” a long track record is hard to beat. If they’ve made it through the past 5-10 years, the managed services provider must be doing some things right.

Finally, take a look at the customer base—does one customer represent the lion’s share of revenues? In addition, look at how the customer base maps to your business. If they have experience with customers that are similar, whether in terms of size, or business model, that background can be a strong selling point.

5. Can I Speak with Customer References?

Talking to a staffing and training services provider’s customers is probably the most vital step of all. It’s a critical way to verify that the service provider’s answers to all your other questions are accurate and forthcoming. Does the customer attest to the company’s claims of being responsive to inquiries? Does the lead time the customer experienced jibe with the commitments the vendor is making? Also, look at the tenure of the customer’s engagements. Here again, long track records are great to see.

While ultimately you’re going to need to have trust in what these customer references are telling you, try to verify whether customers have an investment in the service provider’s business or otherwise have a stake in the vendor relationship that may influence their responses.

6. Do You Outsource Any Parts of Your Infrastructure to Other Staffing and Training Service Providers?

As prevalent as staffing and training outsourcing is today, it can make perfect sense for staffing and training service provider to outsource part of their operations to an external provider. However, it is important to understand this up front. What you don’t want is to encounter an issue and start seeing finger pointing among various outsource companies. If a vendor does use external services providers, make sure you’re clear on accountability, escalation processes, and commitments. Also, take a look at the vendor’s vendors, where they are located, what was the vetting process, and how many years have they been working together.

7. Can I See Your Contracts and Service Agreements?

Early on, try to assess the agreements you’d be getting into if you move forward with a staffing and services provider. Get clarification on what the obligations are. What kind of commitments do they make, and what happens if service levels are missed? Do they offer a performance guarantee?  If so, what is it and how will it be implemented?  What happens if you want to terminate? What are acceptable grounds for termination?  Here, beyond the specifics of the agreements, you can also infer a lot in terms of how the service provider stands behind their people and obligations.

Conclusion:

Making a staffing and training outsourcing decision doesn’t need to be a leap of faith. Asking the right questions and drilling down into the information you gather can give you the best odds of selecting a services provider that will help your business in the long term.

Posted in Automotive Sales Recruiting   Tagged , , , | Leave a comment

“The Decision”…When and How Many to Hire?

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“The Decision”

“I’ll be taking my talents to South Beach”….oh, sorry, wrong decision [Clevelander joke]

The way many dealerships make the decision when to bring on more salespeople and how many or replace under-performing salespeople has always baffled me. I have seen countless “formulas, statistical data, seasonal hiring decisions, you name it. We have had managers tell us they need 4 salespeople, we ask them why 4?” That’s how many desk we have open” Really, hiring due to number of desks? New manager starts at store and brings his “team” with him. This one is very exact “Salesperson can properly “wait on” 2.25 clients per day x 6 day work week =13.5 clients a week X 4.2 weeks per month = 56.7 clients per month, so we are “logging” 425 clients a month which would mean we need 7.49 salespeople on our floor??? “It’s the first of the year, in with the new, out with the old” I know none of you make your decisions these ways, but you know what I’m saying.

Law of Diminishing Return

The reasoning behind The Law of Diminishing Returns from a Dealers point-of-view in terms of hiring employees can be simplified into three stages:

  • In the first stage, the addition of more salespeople allows for specialization of job responsibilities and increased production efficiency. The result is a larger output return for each additional unit of input.
  • The second stage is where inputs equal outputs. Each new salesperson added will continue to increase production, but only at the same rate as the increased input of labor.
  • The third stage is when additional salespeople will start to decrease production efficiency because the work environment is fixed in the short-run. This results in returns that are less than the labor input.
  • Imagine this situation. You have hired a teenager to tend to your garden. He plants 4 saplings in an area of 10 square feet in 4 hours. The next day, he brings another friend along and you decide to hire him as well. The time and the area don’t increase, but the number of saplings planted increases to 8. Another boy comes along and is hired by you. Again the area and the time limit is the same. But the number of boys is now 3. And the number of total saplings planted is now 9. If you hire another boy and maintain the same condition, you will notice that the number of saplings planted may increase overall, but the number of saplings planted by each boy will reduce, until eventually it will be 0. The above explained situation is a classic law of diminishing returns example.

My question is, do we have any idea where that third stage is? We are in the car business, our outcome should be to have as many people as possible buy our products and services at the highest possible profit margins we can with 100% customer satisfaction. We can’t do that unless we have pushed the envelope with a quantity of quality, properly recruited, screened, interviewed and trained salespeople.

“I don’t want to flood my floor”

That’s admiral and I applaud your moral judgment in trying to make sure your salespeople all make a good living, but how many times have you invested in having a special sale or event, or your product is super hot and huge new incentives came out or you invested millions in your facility and you look around and several of your salespeople decided to come in late, stay home or move on to the next “Hot Store?”

The law of diminishing return is a bit different in our business. How many hours are your salespeople currently scheduled to be at the dealership? Wouldn’t an additional sift or shifts or teams allow them to work less hours, be more affective and in turn more productive and actually have lives outside of work as well? Couldn’t that also help the talented person at your store that has “Manageritis” and if you don’t move him or her up, make them a team captain, they are going to leave you?

 How much real time do your salespeople have to actually truly prospect, develop their own client base, properly handle all the internet leads, take vehicles to people’s homes or business’s ,be involved in the community to create more business when they are at the dealership bell to bell?

Simple question did you or did you not sell more cars when you had more salespeople? Why are some dealers that are in the middle of nowhere selling 5 to 10 times the number of cars dealers in major metro areas selling? Marketing, proper use of the internet for sure, but remember in this point in time in our industry our property goes well beyond the amount of acreage you own, take advantage of that opportunity and dominate your competition .To do that, you need better recruited and trained people. Now of course at some point to many really is to many and moral goes down and productivity would suffer, but I’ll bet very few if any have ever come close to that point that are reading this.

Judy B. Margolis, writes:

“Employees who grow too comfortable and complacent lose their edge. The more they know, or think they know about how their particular slice of the business world works, the less likely they are to challenge their old tried-and-true methodologies and to innovate. The same holds true for companies that fail to embrace change and, instead, have it foisted upon them, often when it is too late.”

Posted in Automotive Recruitment   Tagged , , , , , | 1 Comment

Spring Clean Up, Recruiting and Training Special

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Are you looking for incremental business? Do you want more than your fair share of the market?

Remember, April showers brings May flowers much like Aprils recruiting and training brings Mays profits! AutoMax is proud to present our Spring Clean Up, Recruiting and Training Special where we are offering 15% off of our already ridiculously low priced Recruiting and Training Packages.

What you do at your dealership in terms of recruiting and training, in all departments, will bring HUGE results not only in May, but throughout the rest of the year!

The special: ANY recruiting and/or training for ANY position with ANY of our highly effective recruiting campaigns will receive a 15% discount for the month of April!

Check out our brochure online, HERE.

Schedule your campaign now, dial: 800-878-5090 ext 1

Posted in Specials   Tagged , , | 1 Comment

Automotive Recruitment Vlog #16 – The Race To The Bottom

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Welcome to episode #16 of the Automotive Recruitment Vlog w/ Craig Lockerd. Wow, 16 already? In this episode I’m calling you out. Both the dealers and the manufacturers. It’s our fault really. The ONLY reason why the customer is so fixated on price is because WE are fixated on price. How do we change that? How do we stop racing to the bottom? Watch the video:

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If you’d like to hire Automax to recruit, screen and train new salespeople, with no bad habits, at your dealership, you can contact us HERE.

Posted in Automotive Recruitment Vlog   Tagged , , , , , , , | 1 Comment