Every leader has to make decisions regarding underachieving employees. When a leader determines that an employee is incapable or unwilling to perform at the required level, it is time to make a change.  Once a decision is made to replace  an employee the question becomes whom do we replace the employee with?

There are several options:

1. Do not replace the employee and spread the work among existing staff
2. Promote a person to the position and replace the junior position
3. Look outside the company for an experienced high achiever

When you need to look outside your own company keep several points in mind:

• It is best to find the replacement prior to terminating the employee. You do not want a position to go unfilled for very long.
• It is important that you talk to the best people available – do not limit yourself to respondents to an advertisement!  The best people are seldom looking. At any given time only 5 to 10 % of employees are actively looking for a new position.  You will be competing both in and outside your industry for their attention.
• If you are not interviewing the best candidates in the marketplace – you will not be hiring the best candidate!
• Keep the position confidential. Turmoil is created when an employee knows that he is being replaced

When you find yourself in the position of replacing an employee, a good recruitment firm will work in complete confidence. For over a quarter of a century Automotive Personnel, LLC  has been:

• recruiting the highest achievers,
• setting up confidential interviews,
• negotiating the compensation and
• reducing the risk of acceptance of counter-offers!

We endeavor to make the hiring process as simple as 1, 2, 3…….

• Contact us with your need
• We do all the search and recruitment work and present the best to you
• You interview and hire the best

Let us know if we can assist your company with your personnel needs.

Donald Jasensky , Founder and CEO

216-226-8190

don@automotivepersonnel.careers

Twitter@DonJasensky

www.AutomotivePersonnel.Careers

 Different positions need different traits to succeed .  For some positions personnel need to be creative to look for opportunities and resolve problems. Some positions it is more following policies and procedures diligently with little room for creativity.

All positions need personnel with determination !

Here are several tough questions to help you better determine the makeup of candidates you are interviewing.

 

Determination

• We all run into obstacles. Obstacles  re-route a lot of people who lack determination.  Tell me about obstacles you had to overcome in your career .
• If I said “you may not be ready for this job” Help me understand why I would be wrong.
• If I asked you if you would work for less money here than in current (or other ) position, what would you tell me and why?
• Tell me about the biggest mistake you made in your career and how you prospered from it.
• What do you do – beyond what the company requires you to do – to further your skills / abilities / knowledge?

 

• The best indicator of future performance is often past performance. If I said your work performance / career success doesn’t  seem to match  the talent and ability you talked about in this interview,  what  could you tell me to help me understand that?
• Tell me about the last time your manager criticized your work.
• No one is perfect, tell me about your weaknesses and what coping strategies do you have to overcome them.

 

Creative Thinking

• If you could change anything about your current position to significantly improve it, what would that be? (look for depth here)

• No one is perfect, what do you have to change about yourself to reach your goals ?

• What will I not like about you during your 1st 6 months here?
• No job is perfect, what part of this job do you think you will like the least?
• If you were brought into the board room to meet the Board of Directors and asked to give a 3 minute impromptu due speech, what are you qualified to talk about ? What are several points you would cover?
• What should we expect you to accomplish your first 90 days here?

 

Donald Jasensky

CEO / Automotive Personnel, LLC

216-226-8190

don@automotivepersonnel.co

www.automotivepersonnel.co

Twitter : @DonJasensky

 

“We Find The People Who Drive The Automotive Industry ”

 

 

If you watched MADMEN, you heard Don Draper talk about advertising fundamentals  Attention – Interest – Desire – Action.  When I studied advertising  we called it AIDA.  AIDA is the fundamental of most advertising.

1 – get  readers  Attention  – (often through a headline or picture)

2 – generate Interest  – (talking about what is important to your reader)

3 – build Desire  – (telling readers “what is in it for them”)

4 – tell them what Action you want ( call, send a resume,  stop in, go to a website, etc.)

When posting your position on your website or job boards keep these points in mind.

If you are a well know company  you have a great advantage in name recognition.  This is also true of a very desirable industry.   Example if DJ Auto  Leasing is looking to hire several sales personnel VS  FORD MOTORS is opening an office and looking for several outstanding sales representatives to join the FORD CORPORATION.    

Of course FORD would get way more calls due to name recognition and expectations of joining a known and  desirable company. This means you may need to take an extra step to get your readers to take an Action step.

Tell the readers of your posting :

– who you are

– why you are a terrific company to work for

– the benefits of your industry  ( Example: As a professional  Leasing Representative you can build a portfolio of loyal clients, grow it yearly,  and allow your income to truly meet your potential!)

Case Study:

Here is an actual headline we used on our website for a leasing client:

“If you are seeking an exciting career for 2016 with  a growing company
and booming industry then we may have your dream position!”

Here is the sub-headline:
“This is a unique career opportunity to build a portfolio of clients who will provide repeat business and the security that goes with it.”

Make sure your readers understand what’s in it for them regarding :

• Your company – (Why is it a great career choice for someone? A short narrative about your company,  philosophy  and  devotion to serving your customers ).
• Your industry –  (Remember the reader may not know much about your industry)
• Your position –  ( Day to day work content,  income  and career potential , etc.)

Don Draper  was correct, get their Attention, generate Interest, build Desire and lead them to the Action you want!

Continued success,

Donald Jasensky

CEO / Automotive Personnel, LLC

216-226-8190

don@automotivepersonnel.co

www.automotivepersonnel.co

Twitter : @DonJasensky

“We Find The People Who Drive The Automotive Industry Since 1989”