Finding, Coaching, and Keeping Your Ideal Team Player - March 2019

FINDING, COACHING & KEEPING Your Ideal Team Player

The majority of hiring managers tend to agree on the importance of these characteristics: ✓Communication Skills

FINDING

your ideal team player

✓Dependability

✓Aptitude ✓Integrity ✓Intelligence You can quickly screen for aspects like communication skills, but what about the others?

YOUR

To support you in your hiring decisions, the Company provides 4 important tools that can help you find and choose your ideal team player.

HIRING TOOLBOX Job Postings

Drug Screenings

Background Checks

Personality Test

TOOLS AVAILABLE TO YOU

Job Postings Drug Screening The Application/Resume Background Check Personality Testing (Coming Soon) Interviewing

The Company provides a generous budget towards the cost of online job postings such as on Indeed, Craigslist, and other speciality job boards. Learning to use these resources effectively can improve the odds of finding your ideal candidate.

Every manager that has hiring and recruiting responsibilities is given access to Indeed to review hundreds of applicants.

New Recruiting Resource!

Indeed Resume

Our relationship with Indeed and the investment we make every month with them, we now have access to their resume bank.

Start being proactive when it’s time to hire, and find your next great hire here.

Nearly 9 out of 10 employers

now require pre-employment drug screens

Drug Screening

Why It’s Important Drug Screening

According to a 1987 survey* Employees with a drug problem are: ❖2.2 times more likely to regularly request to leave early ❖2.5 times more likely to have absences of eight days or more

❖3 times more likely to be late for work ❖3.6 times more likely to be involved in a work accident *National Institute of Drug Abuse

❖5 times more likely to file a workers’ compensation claim

The 3rd tool to use to begin evaluating potential candidates

The Applicant/Resume

1) Skip over the applicant’s name and address.

How To Review An Application or Resume Steps 1 through 4

This will help you limit any subconscious biases.

2) Check work history for how it would make the candidate successful at job you’re hiring for.

3) Review time at other jobs and career path.

Is he/she going backwards in earnings and less responsible jobs?

4) Review educational background for the job, if there is any.

How To Review An Application or Resume Steps 5 through 7

5) Look for special skills and certifications

May not be required for the job but give you insight into candidate.

6) Make mental note of any spelling errors or grammar. shine.

Errors here say a lot about your candidate’s effort to

7) Make a list of questions that come to mind that you want to ask to clarify any information on the application/resume.

How To Review An Application or Resume Steps 9 through 11

9) Divide the applications/resumes into three pile 1 - Ones that closely match the job requirements 2 - Ones who meet SOME requirements 3 - One who DO NOT meet any requirements

10) Review the top group again and, if necessary, further narrow down the candidates 11) Begin the Interviewing Process!

Why It’s Important 7 Compelling Reasons to run background checks on all applicants: ▪ To provide a safe workplace for employees and customers

Background Checks Employer

Peace of Mind

▪ To hire the most qualified people who will help grow our business, not destroy it

▪ To minimize exposure from employee liability by practicing “due diligence” in the hiring process ▪ To discourage applicants with something to hide ▪ To eliminate uncertainty in the hiring process ▪ To stop relying on “gut instinct” alone

Personality Testing Improve Your Interviews Before They Ever Start

HireSuccess testing can provide hiring managers with a personality profile tool that will help you conduct better and more in-depth interviews.

A personality test for employment is a valuable tool that allows you to gain insight into the character traits and behaviors of job candidates.

Personality Summary Report

The Hire Success Summary Report is a one-page report designed to provide a simple, yet informative-rich snapshot of an Applicant.

The Personality section will give you information on the Applicant’s primary personality type and when his/her personality types may show up in day-to-day life. The Traits section drills down a little further into personality to determine the strength of important traits.

Personality Overview Report

The Overview Report provides a more detailed, descriptive report on the Applicant’s primary personality and traits.

Using a personality test for hiring employees can help you spot character traits you’ve identified as being important for a particular job. Detail oriented? Flexible? Adaptable?

Sample Interview Questions

Another interviewing tool available to you based on the Hire Success Personality Testing results. These questions are designed to examine only the more extreme traits that were revealed in the testing.

Interviewing In-Person Interview • Best way get an overall impression of the Applicant • Good way to gauge enthusiasm for the job offer • Good way to review work experience and skill level with the Applicant • Best way to offer the Applicant an opportunity to learn more about the job opportunity

Phone Interview • Best way to determine cultural fit without the influence of personal appearance and image presented by the candidates through questions crafted to reveal personal values, integrity level, and beliefs about the world of work

Avoid Unlawful Interview Questions

Is this a lawful question to ask during an interview?

“Do you have children?”

“Do you have children?”

Avoid Unlawful Interview Questions

How to ask instead and still learn what you need to know:

“Will you be able to work the specified schedule?”

Avoid Unlawful Interview Questions

Can I ask that?

How To Rephrase Unlawful Interview Questions

Give Your New Hire The Right Start

Solution Specialist Training Week 1

❑ Day 1

New Hire Paperwork & Company On-Boarding Meeting ❑ Day 2 Solution Center Training Day & ProMax Videos ❑ Day 3 Study & Role play Meet & Greet ❑ Day 4 ProMax Focus Day with continued Meet & Greet training. ❑ Day 5 Learn Risk Base & How to Add & Drop Co-Signer in ProMax

DAY 1 3 – 4 Hour Day ____________ ____________ ________________ ________________ ____

Begin with New Hire Paperwork, make copies of I.D. and Social Security Card to send to HR

Explain our Target Market.

Explain our CRM system ProMax what is does & the importance of keeping data clean and accurate.

Give Tour of the Dealership

Watch Premier History Video from Scott – this will cover Our Purpose – Pledge – Core Values.

Go over our Monthly Creative

Talk about our 3 Uniques.

Go over different departments and their responsibilities.

Target Numbers and Expectations

Yammer: What it is and how we use it.

Go over pay plan/ Pay days/ How to request PST and PTO in ADP / Dress Code / Lunch schedule / Non – Negotiables = Not being a Core Value Fit.

Day 2 6 –8 hours Solution Center Training & ProMax Videos ______________ ______________ ______________

Solution Specialist will receive their ProMax, Email & Yammer logins on this day with a quick tutorial on Email and Yammer.

Will download 3CX app and receive Extension with quick tutorial on how to use.

Solution Specialist will begin the day watching ProMax Videos

Solution Specialist will end their day in the Solution Center shadowing a Solution Manager learning how 75% of walk in traffic is handled. They will learn scripts and word tracks and how data is recorded in the CRM.

Training Meet & Greet with begin in sections.

Day 3 4 – 5 Hours Meet & Greet Training ____________________________________

Day will begin with Solution Specialist study the Meet & Greet alone until comfortable Role Playing.

Once comfortable Solution Specialist will team up with a seasoned Solution Specialist to begin Role Playing.

Role Play steps begin with Introduction – ApptYes or No? - Meet Manager - Proven Process – Fact Finding - Benefits Package - Worry Free Approval Process.

Will watch video of previous training with Solution Specialist Role Playing Meet & Greet.

Meet & Greet Role Playing will continue with adding bringing the customer inside and entering the customers information into CRM system Practice entering Fresh Walk-Ins into ProMax Practice collecting and entering Credit Application Information Shown how to enter Trade Vehicle information in ProMax

Day 4 4 – 6 Hours ProMax Focus Day ____________________________________

Role Play presenting the Best Way to Buy. On this day there will be discussion about the importance of Notes & Scheduling Activity on every customer. Solution Specialist will be given hand out for required structure of notes.

Day 5 4 – 6 Hours.

Presenting Risk Base.

Dropping & Adding Co-Signers ________________ ________________ ________________

Continue

Continue Role Playing Meet & Greet with all added steps and scenarios completing all tasks leading up to Risk Base.

Learn

Solution Specialist will learn how to present the Risk Base.

Learn

Learn how to Add and/or Drop Co - Signer

Watch

Watch How to Drop Co – Signer Video

Week 1 Training is now Complete

Week 2 of Training

ď‚– Week 2 of Training will be spent shadowing a Solution Specialist for the next 5 days, watching the DFP way in action and learning the admin side of the position. This will include how to put deal jackets together, completing the Daily Activity sheet, How and when to post on Facebook.

Accountability

Accountability

Accountability: ▪ a willingness to accept responsibility or to account for one’s actions.

▪ To perform the duties required by their job in order to fulfill or further the

Accountability Chart

GWC (monthly): Get it, Want it, Capacity to do it! We all deserve to know where we stand Never more than 30 days from resolving any issues It’s a structured conversation We ALL need guidance! Kind truth!

1-1 Meeting

1-1 meeting (weekly): How am I pacing so far? What do we need to work on now before it’s too late for me to hit my goals Small corrections are better than wholesale changes Numbers, pipeline, activity

"Stand-up meeting"

Daily “stand-up” meeting: What are we working on today? What are my immediate tasks? What do others expect of me today? Scheduled activity?

EMPLOYEE DISCIPLINE WARNING NOTICE Employee Name:

Date:

Supervisor Name: Department: Title: First Warning

Second Warning

Other

Previous discipline meeting was held on:

1. Your behavior/actions have been found unsatisfactory for the following reasons: Lateness Damaged equipment Refusal to work overtime Absenteeism Insubordination

Rudeness Fighting Language Failure to follow procedure Failure to meet quota Quantity of work produced

Other:

2. Previous meetings regarding this behavior were held on:

3. The latest incident occurred on: Date: Time: Place: 4. The following corrective action must be taken by the employee:

5. Deadline:

Quality of work produced Policy violation Carelessness Safety Intoxication Use of illegal drugs

6. If corrective action is not taken, the consequence will be: Last written warning Suspension Last chance Termination Other (specify):

Discussion:

7. Follow-up meeting will be held on: Employee Comments:

Supervisor Comments:

Employee Signature:

Date:

Note: Your signature on this form means that we have discussed the situation. It doesn’t necessarily mean you agree that the infraction occurred.

Supervisor Signature: cc: Employee Supervisor Human Resources Personnel File

Date:

PERFORMANCE IMPROVEMENT PLAN Employee name:

Date:

Department: Job title: Area(s) of unacceptable performance: 1.

2.

3.

4.

5.

Mandatory corrective action(s): 1.

2.

3.

4.

5.

This improvement plan will be in effect for . There must be immediate and sustainedimprovement, or further action up to and including termination may occur.

Manager Signature:

Date:

I have received a copy of this plan on the date indicated below, and acknowledge that if my performance in the noted areas does not improve in the agreed upon time frame(s), I may be terminated for poor performance.

Employee Signature:

Date:

Any questions?