Savvy bosses hire people who, among other qualities, are likely to be reliable, long-term employees.
Keeping capable people reduces employee turnover at any business, including an automotive service facility. Losing workers hurts because bosses must spend time and money to recruit replacements.
At a glance, recruiting and hiring may appear to be a breeze. In reality, these tasks always cost the company a certain amount of time and money — particularly time.
The less time company personnel spend replacing lost workers — especially technicians — the more time they can invest in urgent obligations such as selling tires and service.
Experience has shown that a friendlier rather than harsher work atmosphere helps retain desirable employees. Typically, a warmer work environment fosters worker loyalty as well as teamwork.
Capable workers who do the job and do it well need not be callous competitors. Ultimately, considerate cooperation outlasts cutthroat competition inside a tire dealership or service shop.
Meanwhile, shrewd bosses often have an innate talent or learned skill enabling them to identify strong job candidates. This intuition helps them hire more successful new hires more often. In this context, successful denotes diligent, loyal techs.
Owners and managers have told me that their "sixth sense" has spurred them to weigh a job seeker's personal traits as much as technical skills and work experience.
I will return to these traits momentarily. For the moment, remember that clues indicating a preferable candidate may be more subtle than observers realize.
Please note that hiring good techs is a broad topic that reaches far beyond the normal scope of this column. Here, I only want to highlight a few observations culled from my travels throughout the auto repair industry.