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Hiring Practices with Bryan Kelley [RR 611]

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Bryan Kelley, owner of Valley Automotive Electric, Covington, WA, and Chairman of ASA Northwest. Brian's previous episodes HERE.

Key Talking Points: 

  • Understand what it is you’re looking for and be able to name the behaviors and qualities you are looking for 
  • Think of hiring like going on a first date- know what you’re looking for 
  • Tailor questions based on what you are specifically looking for in a candidate 
  • Bryan would rather work short-handed with good team members than hire the wrong candidate just to fill the spot 
  • Ask yourself “Do they fit the culture of the organization?”

 

  • “Humble, Hungry, Smart” from “The Ideal Team Player” by Patrick Lencioni 
  • Smart- people smart
  • Rockstar or superstar?Rockstar- they want to stay in the position they're in 
  • Superstar- want to rise to continue to grow in the company 
  • If you truly care about people, they tend to care about you in return 
  • Look for indicators during the hiring process- ask key questions and dive into answers
  • Bring in other employees to gauge candidate together- each takes notes and compare after 
  • Explain the hiring process on a first phone call- phone screen, in-person interview, second interview/working interview, then profile assessment of the candidate. After that take them outside of the business to see how they really are. Reference checks. 
  • Post job description/job details with advertisement- should sound personable and engaging 
  • “The Culture Code” by Daniel Coyle
  • What Bryan offers in terms of pay is based on what he sees- not set in stone, based on what he expects. Reevaluate after 90 days
  • Thanks to Bryan Kelley for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS‘ page, highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP's HERE
  • Find every podcast episode HERE.
  • Every episode is segmented by Series HERE.
  • Key Word Search HERE.

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Click to go to the Podcast on Remarkable Results Radio

  • Alex changed the title to Hiring Practices with Bryan Kelley [RR 611]

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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