During job interviews in the automotive industry, is it a good idea to say the truth?

Posted on 7 August 201430 March 2015 by Auto-jobs.ca

Homme_affaire Stephen Seckler, Legal Coach thinks so:

The “whole truth” can prevent an interviewer from drawing negative inferences. Sometimes the whole truth is best because it provides a good explanation for something that might be perceived as a negative. It also removes any speculation that you have some skeletons in your closet (e.g., the gap in your resume is because your mother was sick and you left work to care for her). I often joke with candidates that in the absence of contrary information, employers will presume that you were institutionalized during any breaks on your resume.
The general rule, though, is that you need to tell the truth and nothing but the truth, but you do not need to tell the “whole” truth —as long as you do not mislead.

Flexible Service Designed to Retain Customers

Posted on 15 July 201430 March 2015 by Jadrino Huot

Unforeseen events and emergencies are part of the everyday business environment. Even the most efficient customer service department will experience these inconveniences. This is why your employees need to have the latitude to deal with these matters to the satisfaction of your customers.

Missing parts, additional delays, or an unreturned call caused by a misplaced note can be major sources of aggravation for your customers. Even the most loyal customer may one day pick up and visit your competitor, or hurt your business through negative word of mouth. These situations needs to be dealt with immediately. But how? Continue reading “Flexible Service Designed to Retain Customers” →

Automotive Industry References: Follow the guidelines!

Posted on 3 June 201430 March 2015 by Sophie Senneville

We all know how hard it is these days to find well-qualified staff. Technical skills are easily identifiable, but the much sought after ʺsoft-skillsʺ are not as easy to quantify. The last thing any Manager wants is to put up with the insubordination of their best technician or service consultant! Job_search_reference

As very few dealership administrators or shop managers have any practical human resource management training, many fail to ask for references, or if they dare ask, the references aren’t followed up on in an organized manner. This usually ends looking more like an ʺinformal chatʺ than an actual structured reference check.

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Technical evaluation for technicians: a great 10-minute investment!

Posted on 20 May 201430 March 2015 by Auto-jobs.ca

How many technician interviews have you performed which eventually turned out to be a waste of time once the person was hired, sometimes after no more than a few days, or even a few hours? The reason is simple: we don’t take the time to properly evaluate the candidates.

As a rule, an interview reveals many crucial human aspects of an individual. It allows you, among other things, to discover if the candidate has the personal traits that make life easier in the workplace on a day-to-day basis. This is a big deal, as it’s important to know from the start if this person has the soft-skills required for the job. Employers often rely on intuition, and for lack of tools, do not validate the candidate’s actual skills. This often leads to costly, tough decisions (time and money) later on.

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Importance of obtaining prior authorization before performing pre-employment screening in the automotive industry

Posted on 13 May 201430 March 2015 by Auto-jobs.ca

Recruiting new employees is an expensive and time-consuming process, which is why pre-employment screening is so important. The manager responsible for the process must invest time and energy that inevitably detracts from their everyday responsibilities. Welcoming, integrating and training new employees is a huge drain on dealership resources. If the process fails, the impact is felt by the whole team, which must make up for any departures or gap in required skills.

Pre-employment screening and reference checks are valuable tools that help avoid these negative consequences. When performed correctly, reference checks validate the skill level and knowledge of the candidate. What is the correct process? It consists of a process that encourages maximum objectivity from the previous employer. Instead of asking for an opinion, we ask that they rate specific skills on a scale of one to ten. This technique will provide an accurate measurement of the desired skills instead of leaving the door open for an unwarranted rant.

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