Hire Employees Who Want Training

by Automotive Employment on April 18, 2011

Especially with low unemployment and fewer experienced automotive employees available, more of the automotive dealerships we recruit for are investing in high quality training for their staff.

When making significant investments in good training, it is understandable that dealerships want to get the right people to get the best return on their training investment.

Some of the criteria that we recommend to dealership employers looking to employ people who want training are:

1. Evidence of Previous Training

One of the first things that we advise client dealerships to look for in job applicants’ resumes is their previous training.  Even if they have come from outside the industry, do they have a background of attending training and implementing what they have learned.  Especially if the candidate is making a transition from another industry, this is vital to their ability to adapt quickly to our industry and specifically to their new role.

In her bestselling book ‘Mindset’, Carol Dweck identifies two types of people: those with a fixed mindset and those with a growth mindset.  We recommend that our client dealerships seek to employ people with a growth mindset.  Here is a brief video showing some of Carol Dweck’s research and results with children:

(Note that in the above video, to encourage learning growth mindsets, it is implied that managers would do well to praise and encourage the effort that leads to results instead of praising the ease of accomplishment or intelligence of the employee.)

2. Retained and Used Knowledge and Skills from Previous Training

Job applicants may have attended many trainings and may have accurately listed them on their resumes, but what did they actually learn?  Ask them!

For every training that they have listed on their resume, ask them what were the major things that they learned from their training and ask them to give you an example or two of how it specifically helped their results.

Their inability to answer this is not necessarily a reason for disqualification, but good answers to these questions usually indicate an excellent approach to, and implementation of learning from, training.

3. Answers to Questions About Training in Interviews

If need be, probe deeper in an interview.  For example, to ascertain more about the candidates enthusiasm for training you could ask:

Tell me about the best training you have attended.  What made it good?

Tell me about the worst training you have attended.  What made it bad?

How often do you like training?

Have you identified your own preferred learning style?

4. Investment in Themselves

“Put your money where your mouth is!” One of the best measures of how much someone believes in something is if they have invested their own money in it.  We have seen many employees who think training is great – as long as someone else is paying.  Have your job applicants ever invested in their own learning – courses, books, CDs, etc?  If so, what did they learn and how did they use it in their job to get better results?

To discuss better screening of potential employees and recommended training to enhance results, contact us.

Automotive Employment trained staff Hire Employees Who Want Training

Hire Employees Who Appreciate Training - And Use It!

Recommended Resource:

Leave a Comment

Previous post:

Next post: