strategy & tactics
The right manager can help a shop move smoothly in a positive direction. Three profitable retailers share best practices for bringing in new labor as well as management-level employees. WORDS BY ROSA SOPHIA
high standards. “When you work for someone who doesn’t have those standards and you have to compromise, it’s almost demeaning.” All of Cartronix’s staff members have been with the company for twoplus years. Eric Carter, owner Troy White, Service Manager at Cartronix in Valparaiso, Ind. of Cartronix, stated that when leader should unite and he’s looking for a new hire, he generally inspire the team, not only looks on the Internet for someone who innovating and making the might be interested in relocating. He workplace more efficient, but checks the 12-volt industry website, allowing others around them to feel enerand also Facebook. What’s he looking gized by their passion for the industry. for? “Someone who wants to gain new Troy White is the newest addition to the experiences,” Carter said. “I also talk to team at Cartronix in Valparaiso, Ind. and friends in the industry.” For two to three has filled the position of service manager. years, Carter needed a service manager When White planned to relocate from for the shop, but just couldn’t find the Iowa in order to be near his new grandright fit. It’s important to find the right son, he hoped to find a workplace that fit person for the job, and each business well with his values. has its own hiring practices—some more “I had, through my research, already complicated and in-depth than others. got the feeling that Cartronix was aligned with my values and beliefs as far as The Hiring Process how things should be done and how When interviewing candidates for any customers should be treated,” he said, position, carefully assessing responses adding that he appreciated the business’s and the body language of the individual
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44 Mobile Electronics May 2017
can be utilized to gain some insight. While it’s great to agree with one’s coworkers, having a good mix of different viewpoints can bring new ideas and concepts on board. Without these new ideas and fresh mindsets, an organization can become stagnant. Mike Bartells of Extreme Audio, Inc. in Mechanicsville, Va. stated they have a complicated hiring process to help weed out anyone who isn’t serious. “In a way, we overcomplicate our hiring process to naturally weed out the people not willing to put out the effort,” Bartells said. “Someone who is not going to put in effort now won’t do it two years down the road as they’ve gotten comfortable.” Jeff West of Benchmark Auto Sound & Security in Springfield, Ill. has a similar approach to hiring. Certain answers give him an indication as to the individual’s mindset. “There’re many trick questions I ask,” he said. “Like what’s more important, making money or doing a job well? If someone answers making money, well, that’s fine—but you don’t want to take a shortcut just because you want to make commission. Generally, the answer I’m looking for is ‘doing a job well,’ because if you do, money will follow anyway.” West added that the candidate interviewing for the position should demonstrate friendliness and enthusiasm. They should also believe in “the golden rule,” he added. “If I get a good read on all that kind of stuff, then they’re generally going to work out really well.”