the dealer panel
part 3
HIRING:
Making the Right Choice
Chris Saraceno AndrewDiFeo Brian Benst ock Danny Benites Joe Clement i Hiring team members is a critical step in building a successful dealership, but is one that many dealers and managers are less than comfortable in tackling. Last month, we asked our dealer panel how they get new hires off to a good start, and this month, we’ll conclude this topic by looking at how our panelists got their start in the industry and get some parting advice from them about hiring.
is a question I have asked myself over and over again. They must have seen something in me that I couldn’t see in myself. I think they thought I was relatively smart and extremely confident. Convincing them to hire me was one of my best closing efforts. The last laugh was on them as I proceeded to sell one car my first month. I had the determination, though, to make it in the auto sales business.
For this installment of our panel, we spoke with Danny Benites, general manager of Greg Lair Buick-GMC in Canyon, Texas; Chris Saraceno, vice president and partner of Kelly Automotive Group in Pennsylvania THE and Florida; Joe Clementi, general manager and sales trainer at Sacramento Kia in California; Brian Benstock, vice president and general manager of Paragon Honda and Acura in New York City; and Andrew DiFeo, general manager of Hyundai of St. Augustine in Florida.
AS: What’s the best advice you’ve received about making hires, or what advice would you give someone new to successful on solutions by management hiringprovided employees? JC: Well, I’ve certainly had my share of misses and busts, but I think the
DEALER PANEL
AutoSuccess: Looking back at your first job in the industry, what qualities do you think won you that position? Andrew DiFeo: I was a management trainee for Toyota Motor Sales.
My family has an extensive automotive background on the retail side of the business, and I think one of the things that was attractive to the manufacturer was getting someone with a retail background. Also, I find that one of the qualities that’s very important to me, and one I try to instill in all my employees, is the concept of a team working together for a greater good, and not just an individual goal. You can have individual goals, but when you work with your team for the greater good, I think management and leadership recognizes that, and those are the candidates they want working for their organization. Chris Saraceno: It was my persistence. I was a wrestler from second grade through college, and I was used to athletics and being very persistent. My work ethic also got me through. The first place I worked at did not invest in training, but I was persistent. If you’re a hard worker and persistent, it’s amazing what you can work through. I have a desire to win in whatever I do, and that’s what we’re looking for in our organization now. The one thing you can’t teach is a sense of urgency and a competitive spirit. When you see that in an individual, it’s incredible to see how that person excels. Joe Clementi: The few key qualities I had were the desire to create a better future and to succeed. I had a competitive, winning spirit and the passion to learn, as well as the innate desire to help people. Brian Benstock: I started as a salesperson, and found I had the ability
to relate to people well. I also enjoyed helping people with this large transaction and ensuring a seamless transaction. As I began to grow in the business, I tried never to mistake taking activity for completing action. Any activity I did I ensured that it moved forward to create action and accountability. Chris Saraceno Tony Provost AndrewDiFeo Brian Benst ock Danny Benites: Obviously, it was sheer desperation on their part.
Why anyone in their right mind would have hired this lost 20-year-old
THE
DEALER PANEL
+
best advice is to “hire slow and fire fast.” Take your time hiring the right individual, have multiple people interview the potential hire, call the references and trust your instincts.
AD: Always look to hire when you don’t need someone; that way, you don’t feel the pressure that you must hire the next candidate. It gives you time to go through an extensive interview process, and take some personality and skills testing, to find the right candidate for what you’re looking for. And, even if you don’t have a position open, if you find an outstanding candidate, hire them and find something for them to do, because someone else will get them before you have a position available for them. CS: We’ve used this statement many times: “Hire slow, fire fast.” You take your time and make sure you do your research, do the background checks, and make sure you let people know up front, very clearly, what you expect. As a group, the dealer body doesn’t do a good job overall in setting expectations of what you need to do to stand out and be great in this industry. We pride ourselves at Kelly at taking the time and sharing up front that these are the specific daily activities you need to do; we look them in the eye and ask, “Is this something you’re comfortable in doing?” BB: Don’t trap yourself with pre-conceived notions. Some of the best
hires you can make are people who can bring value, obviously, but who also have the ability to push you as a leader. Sometimes people don’t want to hire those who might be smarter than they are, or could do the jobthe better.dealer It’s importantpanel to surround yourself with people who push you to be better, and the way to do that is to get people who share different perspectives. You hire character and train skill.
DB: I have two pieces of advice. First, I think it is important to paint
a picture of the first 90 days of their employment. They need to know what that is going to look like and what your expectations are. It is then our job to make sure that picture is accurate. People hate surprises, employees included. Next, I try to hire smart people who enjoy serving. When I take a step back and evaluate a person’s heart and mind, I tend to make better decisions than just looking at their history of numbers. If you have questions or are a dealer who would like to be considered for the panel, please contact us at thepanel@autosuccessonline.com.
successful solutions provided by
+