Now more than ever, dealerships need help to fill roles and retain top talent, like technicians. But you may be surprised to learn it doesn’t always come down to money for job seekers. Hireology’s State of Automotive Hiring Report found that things other than pay could make all the difference. On today’s edition of Inside Automotive, we’re joined by Adam Robinson, the CEO and Co-Founder of Hireology, to elaborate more on the report and solutions to fill roles.

The annual application survey conducted by Hireology aims to evaluate job seekers and retain their wants and needs related to finding employment to aid dealership employers with today’s recruiting and retention challenges. Hireologys’ most recent survey interviewed 450 retail automotive job seekers across all department roles and focused on the following:

• Expectations for ease and convenience in the application and hiring process,
• What are applicants looking for in a job? The study highlights that behind pay, what motivates applicants to choose one job over another. 
• What keeps employees loyal?

Contrary to popular belief, Robinson asserts, “Job seekers are really eager to work.” In fact, in the survey, it found:

• 40% of job seekers applied to over 11 roles in the same industry. 
• 34% of job seekers expect to be interviewed for the job they applied for within 48 hours of submission. 
• 61% expect to be interviewed for the job within 72 hours of submittal.
• 49% will ghost employers if they don’t meet those expectations. 
• 60% of job seekers accept the first offered job they receive. 

Furthermore, “If you’re not meeting those expectations as a dealer, you will have difficulties hiring since you missed out on 61% of the desired market,” says Robinson. The industry currently has these heightened expectations for speed in repose and interviews. Robinson states, “When looking to improve hiring results, you don’t need to spend more money or stretch your resources; you just need to get faster, manage it closer, and be quicker.”

Pain points:

The lack of convenience or ease, the survey found:

• 58% of job seekers didn’t apply because the application asked for repeated information. 
• 50% said the same as the above statement due to the process requiring a login or cover letter. 
• 31% said the max time they want to spend filling out the application is 15 minutes. 
• 51% of seekers ghosted an employee they interviewed due to a lack of communication and transparency. 

Robinson underlines that job seekers who don’t prioritize pay are more concerned with seeking jobs that fulfill schedule flexibility, career growth, and valued work or good culture.

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Of course, sales representatives and customer service representatives play a huge role in the industry, as they interact directly with customers to understand what they are looking for and provide them with the information they need. Dealership managers are also extremely important as their effectiveness heavily influences the overall success of a dealership. 

Finance and insurance managers are extremely skilled professionals who can provide customers with a comprehensive overview of their options and draw up agreed upon contracts. Marketing and advertising experts also contribute greatly to the automotive retail industry, as they use a wide variety of channels such as public relations and social media to draw in more customers. 

Service technicians can also have extremely rewarding careers as they are able to problem solve and assist customers with repairs and maintenance. Similarly, parts and accessories specialists are able to recommend, order, and provide customers with any vehicle components they may need or want. 

Ultimately, there is no shortage of great job opportunities in the auto industry, and the following five reasons are grounds for someone to want to work in it. 

Advancement Opportunities

While everyone has varying objectives for their career path, most want to progress within their industry. Many positions in the auto industry allow for advancements into leadership roles, such as rookie salespeople working their way up to sales managers or service technicians eventually overseeing the entire service and parts department. 

Retail automotive employees can seek certifications in certain areas, such as a marketing manager taking professional courses to become specialized in the digital marketing field. It is also possible for retail automotive industry professionals to make cross-department transitions if they wish to do so, such as a salesperson moving into an F&I role. There are also a lot of opportunities for networking within the industry, and making connections may help professionals find new roles that they would like to pursue. 

Learning and Skill Development 

The retail automotive industry is always changing as factors like consumer desires and market conditions vary, so auto professionals are wise to learn about the latest updates, trends, and skills related to the industry. Luckily, there are a lot of available ways to do so including programs like manufacturer and dealership training programs. These programs provide information on the latest products and add-ons as well as helpful tips regarding sales techniques, F&I processes, communication and negotiation, and maximizing customer satisfaction.   

Professional development courses are also offered from various organizations such as institutes of technology that provide similar knowledge as manufacturer and dealership training programs as well as teach about new technologies and digital skills. Certain schools even offer degrees in automotive technology that may interest current or future industry professionals. In addition, many dealerships offer mentorships in which newer employees can work alongside professionals who have extensive experience and can provide insight and advice into day-to-day and long-term operations.  

Technological Advancements

The retail automotive industry is a very high-tech work environment that is attractive for those wanting to learn about the latest cutting-edge technologies. This includes, but is definitely not limited to, advances in electric/hybrid technologies as well as autonomous driving capabilities, improved safety updates, and other available technologies such as connected car technologies. Experience and knowledge with the latest technological advancements can also open up other opportunities for professionals such as careers in artificial intelligence and cybersecurity. 

Customer relationship management (CRM) software is always being improved and those in the retail automotive industry must keep up with the advancements as this software is crucial to a dealership’s operations. Being informed on how to use these advancements can allow for better customer engagement and ultimately higher sales success.  

Overall, working hands-on with these new developments can keep automotive professionals in-the-know and ahead of the curve. 

Job Security

There has been some chatter about dealerships becoming obsolete, but the truth is that there is still a high number of careers in the retail automotive industry that allow for solid job security. People have been keeping their vehicles longer than they used to, but at some point all vehicles have to be replaced meaning there will always be customers looking for new cars. Of course, maintenance and repairs will also always need to be carried out. 

While some car shoppers are enjoying transactions that include minimal interaction and some automakers have explored eliminating the need for dealerships, many consumers still prefer to speak with an industry professional directly to get the information they desire. Dealerships have proven to be adaptable for many years now, meaning most can remain relevant in their markets despite any big changes in the industry (e.g., the switch to electric vehicles). 

Ultimately, as long as consumers continue to need vehicles, the retail automotive industry will provide job security to auto professionals. 

Competitive Wages and Benefits

The retail automotive industry not only offers competitive wages and benefits to attract new hires, but also works to retain them. Of course, base salaries vary greatly based on the role an individual is in and other factors such as dealership location and size, but the belief that people cannot make a good living in the auto industry is completely unfounded. Many roles within the industry have performance-based incentives or commission, meaning professionals have opportunities to make great bonuses and celebrate achievements. Furthermore, many dealerships offer employee recognition programs that can boost employee motivation and engagement. 

Most individuals in the retail automotive industry are also given attractive benefits packages, which include offerings like health and life insurance, retirement plans, vacation time, and employee discounts. As mentioned above, many automotive professionals also have the option to enroll in training and professional development which can further their careers even more.  

Conclusion

Ultimately, there are many reasons to work in the retail automotive industry. Professionals in the industry are able to make a good living while getting exposure to different departments and having the chance to advance in their departments or transition to other ones. There are also countless opportunities for learning new technologies and skills while interacting with a diverse range of customers and other industry professionals. The auto industry is a very rewarding one to work in and it is great for people looking for a job that will allow them to advance their careers while continuously learning new things. 

The post 5 reasons to work in the retail automotive industry appeared first on CBT News.

Expertise Needed

Vehicles are made up of thousands of parts, and today’s mechanics are quite well-versed in them. However, as digitalization expands, more technological skills will be required. Fixing or replacing a part in a vehicle may no longer just be purchasing one from a distributor and switching it out; instead, certain components must be installed plus re-programmed with codes.

Other technologies such as 3D printing could potentially reduce the number of parts in cars as well as produce them faster, so employees who have these types of tech skills may be in high demand. In addition, cars are becoming more connected than ever, and professionals with expertise in information and communications technology (ICT) are expected to gain a larger role in the auto industry.

Overall, the future makeup of employees in the auto industry will likely have more software engineers and computer specialists compared to traditional assembly line workers and mechanics.

Changes for Sales and Tech Employees

Many automakers are placing some level of emphasis on virtual reality (VR) and augmented reality (AR) sales, so salespeople may eventually be pushed into these worlds instead of the traditional on-site, in-person sales model. Selling cars to customers using digital means such as VR, AR, email, Zoom/FaceTime, and live chats is likely to increase as car buyers shift away from wanting to step foot into a dealership.

Digitalization could also affect technicians as conducting over-the-air (OTA) diagnostics and repairs become a more prominent concept. Remote maintenance, repairs, and updates are still in their early days for most automakers except Tesla, but there may come a day when a lot of car owners are able to save a trip to the service lane and instead have a technician “push” an update or repair to their cars.

A More Diverse Workforce

In the past, the auto industry was mainly run by men, but many women have reached top roles in it throughout the past decade. Seeing as a lot of women have left behind various stereotypes and emerged as leaders in their fields, there are now many women who are up-to-date on the latest digital trends and will be able to find success in the auto industry. Female software engineers, data analysts, digital marketing gurus, coders, and sales reps are just some examples of employees who will increasingly be in demand, and women will no longer be underutilized talent.

A major reason men and women both consistently report not working in the auto industry is the fact that there is a work/life balance disconnect and an automotive job would not provide them with the flexibility they need. Digitalization is changing this, as many employees have found ample success working from home and on scattered hours. In addition, using digital resources to make sales and conduct transactions (i.e., e-signing documents) offers more efficiency and can be done from anywhere. Salespeople may no longer need to be at the dealership for 12 hours a day and can instead use digital means to sell vehicles, and those in the HR department may be able to make more flexible hours and do a lot of work on their own time at their homes.

Ultimately, digitalization will provide more people with opportunities to work in the industry and more convenience for car owners and buyers. On the contrary, some employees’ jobs are likely to become obsolete as processes become more automated, which could either lead to job losses or the need to train employees on the latest technological advances.

The post How will digitalization affect employment in the auto industry? appeared first on CBT News.

Securing the right talent is crucial to the success of a dealership. So on today’s CBT NOW, we will spend some time exploring the interview process and how to make an offer to a candidate. We’re pleased to welcome back Anthony Santangelo, National Sales Recruiter and Trainer with Auto Max, to provide his insight and tips on recruiting in today’s market.

As Santangelo travels across the country and Canada, he says, “Whoever is receiving your dealerships’ resumes could be costing you hundreds of thousands of dollars when it comes to your production.”

It comes down to learning the fundamental keys of mastering the interview process. Since September marks Santangelo’s 26th year in the industry, he asserts, “I was not a recruiter. I had to grow in the business. But the same goes for interviewing; you must master the process because each applicant is different.” The interview should always be the same, but your tonality, approach, where you sit, and how far you sit from the person are imperative to the interview’s success. “Again, you have one chance; if you mess it up, it could cost you hundreds of thousands of dollars.”

Teachable industry

In Santangelos’ training classes across the country, he notes how 11 dealerships passed on him back in 1997 before he was given a chance. But he wouldn’t be where he is today if he didn’t experience those missed opportunities. “A lot of times, I think back then specifically, people were judged based on their race, age, gender, and the way they dressed because they didn’t know,” he says. “And all these top leaders forget where they were at when they first started, but now is the time to teach others.”

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Among the many career paths in the car business, few are as challenging or rewarding as a job in automotive sales. But with a rapidly evolving industry landscape, joining a dealership’s sales department may seem more intimidating and less lucrative to new hires than it once did. On this episode of Inside Automotive, host Jim Fitzpatrick is joined on location by Hugh Okoye, general sales manager of Ocean Cadillac in Miami, to discuss his professional journey and what it takes to succeed in today’s car market.

Okoye’s automotive sales career spans over three decades, starting soon after his graduation from college. He explains that he was motivated to join the car business after meeting the general manager of a Honda dealership and seeing firsthand how lucrative a dealership job could be. In the following years, he would earn accolades and recognition for his sales expertise until eventually settling into his leadership role at Ocean Cadillac.

Okoye is aware of the challenges new hires face when they start their careers in automotive sales but urges them to commit. “No matter what you do, you gotta start somewhere,” he explains, “It’s not where you start; it’s where you end up…Our top guy, right here at this dealership, he was almost ready to quit after 90 days.” While it may not seem possible during the first few months, those with enough determination are well rewarded for their perseverance. “There are no other businesses…where you can enter and earn a six-figure salary in 12 months,” Okoye remarks.

Sales representatives play one of the most crucial roles in the dealership, which is why Okoye focuses on choosing candidates with the right skills and mindsets. Those with a background in hospitality, food service or other customer-facing industries “get my attention immediately.” But despite the high standards of service within the car business, automotive sales jobs remain some of the most accessible in the U.S., giving anyone a chance to succeed. Even as the industry grapples with electrification and digitization, there will always be a need for skilled salespeople to assist car buyers. “Even though we’re in the car business, we’re really in the people business,” concludes Okoye.

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Hiring technicians today is more than putting bodies in service bays. These team members have to have the right skill set, possess a strong work ethic, be able to get along with others, and understand customer needs. This comes at a time when there’s a tight talent pool, constant training requirements, and high turnover.

It’s challenging for fixed operations managers and service department heads, many of whom have realized that a strategic approach to hiring is necessary. Let’s explore what this involves.

Take a comprehensive hiring approach

There’s an art to hiring (and hiring the right people)—here are the steps to consider.

Use clear recruitment ads

A well-crafted help wanted ad saves everyone time because candidates can self-select if your dealership offers the right position and workplace. Be certain to include a detailed job description.

Establish a referral network

Job boards only go so far in attracting talent. Create or expand relationships with trade schools and vocational programs to get early access to job seekers. Assess if your employee referral program could use a revamp. And create networking events that highlight your dealership to outside technicians.

Create a structured interview process

Being consistent during interviews minimizes bias and ensures fairness. The questions should cover experience, skills, and cultural fit. 

Build a strong employer brand

In many markets, qualified technicians have their choice of employer. Creating a strong and inviting brand separates your dealership from the competition.

Highlight values and culture

For most technicians, there’s more to work than life in a service bay; these professionals want to feel supported and welcomed. Use every opportunity, including job listings and social media posts, to highlight how your dealership’s mission, values, and culture make it an ideal workplace.

Emphasize career advancement opportunities

Top technicians are attracted to opportunities to expand their skills and professional growth. Showcasing training programs and career development initiatives demonstrates how technicians advance at your dealership.

Offer competitive compensation

No matter how inviting your business is to technician candidates, its appeal will fall flat without a competitive pay and benefits package. Be certain that salary, incentives, insurance, retirement, and other offerings are at least on par with the competition. 

Look for essential skills

Technicians must possess a fundamental skill set to work in today’s fast-paced service departments. Here’s what to look for when hiring. 

Technical proficiency

A qualified technician needs a baseline ability to diagnose problems and fix them. This comes from a comprehensive understanding of automotive systems through training and industry certifications.

Problem-solving abilities

Critical thinking and problem-solving are essential traits of high-performing technicians. Any candidate under consideration should be able to readily apply creative solutions to new work challenges that arise. 

Attention to detail

Poor-quality work affects customer satisfaction scores. The most effective way to avoid these issues is by targeting technician candidates focused on accuracy and precision. 

Evaluate soft skills

While a technician may be proficient at repairing cars, their abilities will fall short if they’re not well-suited to your dealership’s workplace and culture. Measure how their soft skills mesh with your service department. 

Communication skills

Today’s technicians can’t survive with grunts and one-word sentences. They need to communicate with supervisors and co-workers and explain technical issues to customers. Sharp listening skills are equally important. 

Collaboration 

Successful technician candidates understand how collaboration leads to a smooth-running service department. They can’t spend their workday isolated underneath a car. There has to be a willingness to support co-workers and contribute to team spirit.

Adaptability

Thriving technicians can roll with the punches. This adaptability is vital as automotive technology constantly evolves and workplace challenges surface every day.

Assess customer service skills

Every dollar generated by fixed ops comes from service. So, hiring those with a customer service mindset is vital. Even if a technician has minimal interaction with the public, having these skills will help in the long run.

Understanding

A well-rounded technician will empathize with each customer’s plight and understand their concerns. Being able to see things from the customer’s perspective helps deliver a complete and satisfying service department experience.

Professionalism

A technician with a professional demeanor and courteous technique for customer interactions will help your service department shine. This approach should be the rule, not the exception.

Problem-solving

Problems arise in every service department. However, the way these issues are handled makes a difference. A technician should be able to address customer concerns and find a remedy in a timely manner. Follow-up skills are especially vital, even if this only involves providing updates to the service advisor.

The post How your dealership can find stellar automotive technicians appeared first on CBT News.

In honor of Memorial Day this year, we want to celebrate, honor and also highlight an organization that is helping America’s heroes daily. Hire Heroes USA is a non-profit organization that helps thousands of veterans and their spouses find employment.

We’re pleased to welcome Chief Operating Officer of Hire Heroes USA, Ross Dickman, to discuss the importance and benefit of recruiting veterans and their spouses today. 

Hire Heroes USA is an employment service charity focused on recruiting strategies for veterans and military spouses and was founded almost 16 years ago. Chairman and Founder John Bardis met with a particular soldier, and the soldier’s number one fear was finding a job after service. Since then, they have placed over 60,000 veterans and military spouses into wonderful careers and are inspired to get the next 60,000 hired.

Dickman says discipline, accountability, and teamwork are a few of the leadership skills men and women leave the service with. He says you’re getting someone who’s inspired by the direction and purpose of the organization and adheres to strong cultural values. They have an owners’ mindset while exercising creativity.

We believe veterans are a great opportunity to enhance your workforce, says Dickman. They can come from your community and bring diverse skill sets. They’ve gone through challenging experiences but they are fully committed and capable to lead.

Dickman says they work with a lot of organizations that recognize the cultural value that a veteran will bring and their skill sets. He says they tell their clients, no one will “hire you just because you’re a veteran, they want to hire the person best fit for the job.” But, if you can use your veteran skills to be the best person for the job, that’s great for any business owner.

If you would like to be a client of Hire Heroes USA or an employer looking to hire, click here.

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Ask any seasoned and successful dealership owner, and they’ll tell you that employee recognition programs (ERPs) have been game-changers for their businesses. These programs create a vibrant work environment, driving productivity, employee retention, and overall success. So, let’s dive into the world of ERPs, exploring their characteristics, benefits, and examples that can rev up your dealership.

The Magic of Employee Recognition Programs

An employee recognition program is a well-structured initiative designed to celebrate, reward, and publicly praise employees for their outstanding achievements and contributions. While these programs come in all shapes and sizes, the ultimate goal is to make employees feel valued and appreciated for their hard work.

The Winning Traits and Perks of ERPs

A top-notch ERP has several key characteristics and benefits. First, it fuels employee engagement and satisfaction, which in turn ramps up productivity and creates a more harmonious workplace. Second, ERPs enhance employee retention by showing that the organization values its employees and their contributions. Lastly, ERPs can turbocharge morale and encourage a robust company culture, giving your dealership a significant competitive edge.

Building a Rock-Solid ERP

A successful ERP incorporates elements like prompt recognition, specific and genuine praise, and a blend of monetary and non-monetary rewards. Recognizing employees as soon as they’ve demonstrated exceptional performance is crucial.

Specific and genuine praise helps employees understand what they did well, motivating them to keep up the excellent work.

Incorporating monetary and non-monetary rewards caters to a wide range of employee preferences, making the program accessible to everyone. Here are some examples of impactful ERPs:

Peer-to-peer recognition: Empower employees to celebrate their colleagues’ outstanding work through a simple nomination process. Use a dedicated platform or even a physical “kudos board” in the dealership.

Service milestones: Show appreciation for employees’ loyalty by acknowledging their anniversaries with the dealership. Combine public praise, a certificate, and a small token of appreciation.

Employee of the Month: Launch a monthly program where staff members vote for a colleague who has gone the extra mile. Reward the winner with a bonus, a prime parking spot, or another fitting perk.

Top sales performance: Incentivize sales success with bonuses, special recognition, or even trips to industry conferences or events. This will foster healthy competition within the team.

Revolutionary ERPs from Other Industries

While the four examples above are best practices in employee recognition, other industries have implemented unique and creative ERPs that could spark innovation in your dealership. Here are three more examples from different sectors:

Gamification: Some companies have added gamification elements to their ERPs, assigning points or badges to employees based on their achievements. These points can be redeemed for rewards or exclusive experiences, promoting healthy competition.

Personalized Development Opportunities: In industries that prioritize growth and learning, recognition programs have offered tailored professional development, like courses, seminars, or coaching sessions. This shows commitment to employee development and fosters long-term loyalty.

Health and Wellness Programs: Organizations have successfully launched health and wellness initiatives as part of their ERPs. These programs can include gym memberships, wellness challenges, or mental health support resources, contributing to employee satisfaction and productivity.

These examples can be adapted to the automotive dealership context, enhancing your existing ERPs and catering to your employees’ diverse preferences and needs.

Time to Turbocharge Your Dealership with an ERP?

By combining timely recognition, genuine praise, and diverse rewards, you can create an ERP that energizes employees, boosts morale, and sets your dealership apart from the competition.

So, if you haven’t already, it’s time to turbocharge your dealership with an ERP. Recognize and reward your employees for their hard work and dedication, and watch as your dealership reaps the benefits of a more engaged, motivated, and loyal workforce.

Don’t let your dealership lag behind – invest in an employee recognition program and witness its positive impact on your team and overall business success.

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If your dealership has been making a concerted effort to hire more from the Gen Z pool of job seekers for your F&I positions, there are a few keys things to keep in mind. It’s important to really dial into what makes this applicant tick and what they respond to when looking at a job opportunity.

Who is Gen Z?

Gen Z’s timeline varies a bit depending on what demographer you talk to, but it’s generally accepted that they are the generation born between 1995 and 2010. They are the largest generation behind Millennials and Boomers. 

They are just now moving into post-college roles and taking their first moves into a career and represent about 25% of the current workforce.

They grew up connected to everything…they were the first generation to grow up with smartphones and all manner of ‘smart tech’ and they were the first to be immersed in social media. They have their finger on the pulse of what’s what in trends and navigating life in an online environment.

What does Gen Z look for in a workplace?

Dealers need to understand what truly motivates Gen Z employees as they begin their search. This generation values work-life balance, flexible schedules in the post-COVID world, and growth opportunities. They are highly motivated by a sense of purpose and typically want to work for companies that align with their values. 

With F&I, flexible schedules are not likely other than a weekend day and a day off during the week for most dealers. F&I is a mission-critical role and Saturdays are generally all-hands but offering flexibility the rest of the week will be important to offer. Be clear about what you can offer when advertising the position and in the interviews.

Dealers that are active in their communities will attract more Gen Z talent as well. Purpose-driven businesses that make it clear what they do both on a local scale and even national can be appealing to this younger generation of employee.

The role of tech and the Gen Z employee

A generation that grew up with smartphones and social media is also the most tech-savvy. They expect their workplaces to up-to-date and modern – be sure your dealership has all the latest tech to help them make all their F&I tasks as easy and efficient as possible. Detailing these platforms up front shows the Gen Z candidate that they will have tools available to them to make their jobs easier.

Skills to look for

Focus on ‘soft skills’ when assessing Gen Z candidates. They are generally known for their strong communications skills and ability to collaborate effectively in teams, which helps in F&I. Consider using behavior-based interview questions that can shed light on how they may react in situations that likely arise in F&I. It can be stressful in the box.

What they want…

Gen Z wants a competitive compensation structure and benefits packages (who doesn’t, right?) so it’s important to look at the current F&I comp plan to see if there are improvements that can be made on the commission-heavy nature of the job. Gen Z doesn’t seem to mind the commission model if it allows for growth in income and realistic benchmarks.

The generation has been saddled with one of the highest amounts of student loan debt, so they are looking for some sense of financial security that helps them get ahead of those obligations. Inflation hasn’t helped either with many in the generation struggling to even find housing that’s affordable. Give them a shot at making a good living.

Gen Z also places a high value on DEI in the workplace. The car business has had their issues in decades past, but today’s dealership environment also sees the value in diversity and inclusion. Your dealership will have more success finding great Gen Z candidates for F&I if they see you’ve invested in making the environment one where they feel comfortable no matter who they are or what their background is.

This generation also looks for career growth and training/mentoring. They want to learn and be successful but will lean on the dealership to help them be their best. Few will come in the door with dealership or F&I experience…this is your store’s chance to mold them into the rockstar F&I managers you need. 

Sociologists and demographers like to say the ‘next generation is nothing like the ones that came before’ but in this case, they are right. Gen Z is not at all opposed to working in the car business, but they want growth, good income potential, and an environment where they have a chance to learn and succeed. 

Manage to offer all of that and you’ll get young F&I managers that could be with you for years to come, providing a bridge to younger buyers and helping to take your dealership into a more profitable future.

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Welcome back to another edition of Inside Automotive with your host Jim Fitzpatrick, on the CBT Automotive News Network. We are pleased to be joined again by Don Hall, President and CEO of the Virginia Automobile Dealers Association, who will enlighten us on the need to know of how to attract the kind of talent that will get us across the finish line. 

Time has evolved

When searching for tomorrow’s talent, the automotive industry has, regrettably, lacked progressive development. As a result, Hall advises that we should “pay attention to what is happening around us first and foremost. The fact is, many industries are paying differently, working different hours, and so forth. So, we need to embrace change.” Instead of being last on the totem pole of the benefit structure, the retirement structure, and time off, dealers need to be the first at it. Which Hall explains, “meaning offering the best of the best. In doing so, we can attract the very best.”

“When you have great motivated people working for you, then you have customers who don’t mind paying for a car because of their wonderful buying experience,” believes Hall. He also encourages dealers to create an environment where it’s not a thing of the past, but people can come in and have a life. When it revolves around any staff member in the dealership, “We need to encourage them to spend time with their partner, family, and it’s okay to take time off to do that,” says Hall. 

The new generation

Hall asserts, “It’s not that this generation is lazy; it’s just this generation is different.” But with this generation, that means dealers should encourage flexibility and positive environments. “We need to make sure we have our staff talking about how great the business is with their friends, family, people they may go to church with, with their neighbors, or wherever they go- they are talking about the greatness of being in the business.” This signifies that “We need to pay people well, take care of them when they ask for time off, the benefit structure,” asserts Hall. 

The fact is, young people, aren’t going to work a 60-hour work week. Hall notes, “Except that fact and then create an environment where they can work less but be smarter about what they do.” In addition to his belief, he praises how there are currently great opportunities to attract, and retain people of all races, all ethnic backgrounds, of genders because it’s not an industry that discriminates. “We’ll take any and everybody that will be honest, enthusiastic, and work hard.“

In retrospect, the OEMs have been arguing for the industry to get into an agency model. “Because they say it’s a dinosaur business and evolution is not taking place,” reiterates Hall. However, for those that are inspired, this is a great opportunity to go out and change your dealership organization. To illustrate, Hall has a large organization that is run by a fourth-generation female. 

“Let me tell you something, people would walk into a burning building for her because she’ll do anything for her people. Her lifestyle and the way she conducts herself is not above her people, but with them.” 

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