http://www.youtube.com/watch?v=_SUF9mf2Wzw
AutoMax Recruiting and John Priest Committed to providing a Volume of Committed,Well Trained Salespeople,With No Bad Habits!
Showing posts with label car dealers. Show all posts
Showing posts with label car dealers. Show all posts
Monday, March 22, 2010
Tuesday, February 16, 2010
Baseball and Auto Pie
Very interesting views from a dear friend of AutoMax's Mr.Tom Wiegand.
Baseball & Auto Pie
The professional franchise retail auto industry and the professional franchise baseball industry are my two all-time favorite franchise systems. Why are they so obviously different in structure and customer retention?
The professional franchised baseball team industry is structured:
Ownership
Management
COACHING STAFF
Players
The professional franchised auto dealership team industry is structured:
Ownership
Management
VOID
Players
Wouldn’t the success of one structure convince the poorer performing industry to convert to the successful one, become part of the same excellent tasting pie? If the auto dealership structure is better, then auto leaders should convince the Steinbrenner family and management to eliminate the coaching level the auto industry avoids. In other words, convince the New York Yankees to eliminate their third base coach that has his hands and fingers moving everywhere in signal calling, that first base coach that typically has his hands in his back pockets, that bullpen coach that wears shin guards and watches pitchers prepare for entering the game; that bench coach that I think is primarily responsible for warming the bench for players coming off the field; and those other coaches that chew, spit and scratch. Convince Yankee management to take their suits and ties off and get into those player uniforms for every game and have them coach on the field instead of paying for that extra level of coaching the auto industry avoids. Or, is it that this level of professional coaching better improves baseball team performance, profits and customer retention compared to our auto industry?
Why does professional baseball exist with the absolute resolve that professional coaching will help players and teams become much better and win a strong customer base, while our auto industry exists with the absolute resolve that manager roles include coaching responsibilities that they have no expertise in, and customer base erodes? Why does baseball separate management and coaching while the auto industry combines these two responsibilities?
What about retention? The Yankees fill their stands for nearly every game. People wait in line to pay to watch a game live. Retention and loyalty in the auto industry is so weak that the aftermarket owns the majority of service and parts work. Go figure! Can the weak franchise system learn something here from the stronger one?
The auto industry has always operated within a “Push/Pull” business model; pushing product from the factory to dealers, from dealers to our driveways with the hope of pulling us back to dealerships for service, parts and accessories. Did you know that better than 70% of customers who get all their service performed at the dealership that sold them their vehicle buy their next vehicle from them? Likewise, customers who don’t get any service done at the dealership they purchased their vehicle from represents less than 20% of those who buy their next vehicle from that dealership. What a great divide! Or, what a great opportunity! Which do you see it as?
The baseball industry operates in a “Pull/Push” business model; constantly pulling more and more customers into their stadium and into their fan base with the intent of pushing them to accessories and more ticket sales – you get the idea!
Do you think our franchised auto dealers will better their business and industry converting their business model to a successful franchise structure like baseball? Would a synergy coach in franchised auto dealerships prove to similarly better the customer experience by coaching better attitudes, performance and results in dealership players that interface with customers? You don’t believe more training is needed, do you? A synergy coach is what fills that all important gap between training and where a dealership wants to be for very high customer retention and loyalty.
There are only three Gross Profit Generating Engines that power a dealership, any and all departments, any business. These are: Transactions, Dollars Per Transaction and Margins! A “training” focus typically centers only on the processes that drive Dollars Per Transactions and Margins. A synergy coach is responsible for creative teamwork that inspires action in revving up the Gross Profit Generating Engine of Transactions through bettering relationships that profoundly improve and power dealership business long term.
If the auto industry centered its rebound not on focusing on the estimated 9% possible new vehicle industry sales improvement for 2010, but on powering the Gross Profit Generating Engine of Transactions through a synergy coach effort, dealers may sell more than their fair share the better and far less costly way! A “Pull/Push” business model will prove far more effective and likely win fans and loyal customers! Is not insanity defined as doing the same things over and over again expecting different results? Isn’t it time to expect better results through a synergistically coached dealership powered by the Gross Profit Engine of more Transactions, yes or yes? Thank you baseball for showing us the better way to structure our industry!
Think about it! “Put me in, Coach; I’m ready to play today!”
Tom Wiegand; “A Synergy Coach”
tjwiegand@comcast.net; 443-910-7702
AutoMax 800-878-5090
Baseball & Auto Pie
The professional franchise retail auto industry and the professional franchise baseball industry are my two all-time favorite franchise systems. Why are they so obviously different in structure and customer retention?
The professional franchised baseball team industry is structured:
Ownership
Management
COACHING STAFF
Players
The professional franchised auto dealership team industry is structured:
Ownership
Management
VOID
Players
Wouldn’t the success of one structure convince the poorer performing industry to convert to the successful one, become part of the same excellent tasting pie? If the auto dealership structure is better, then auto leaders should convince the Steinbrenner family and management to eliminate the coaching level the auto industry avoids. In other words, convince the New York Yankees to eliminate their third base coach that has his hands and fingers moving everywhere in signal calling, that first base coach that typically has his hands in his back pockets, that bullpen coach that wears shin guards and watches pitchers prepare for entering the game; that bench coach that I think is primarily responsible for warming the bench for players coming off the field; and those other coaches that chew, spit and scratch. Convince Yankee management to take their suits and ties off and get into those player uniforms for every game and have them coach on the field instead of paying for that extra level of coaching the auto industry avoids. Or, is it that this level of professional coaching better improves baseball team performance, profits and customer retention compared to our auto industry?
Why does professional baseball exist with the absolute resolve that professional coaching will help players and teams become much better and win a strong customer base, while our auto industry exists with the absolute resolve that manager roles include coaching responsibilities that they have no expertise in, and customer base erodes? Why does baseball separate management and coaching while the auto industry combines these two responsibilities?
What about retention? The Yankees fill their stands for nearly every game. People wait in line to pay to watch a game live. Retention and loyalty in the auto industry is so weak that the aftermarket owns the majority of service and parts work. Go figure! Can the weak franchise system learn something here from the stronger one?
The auto industry has always operated within a “Push/Pull” business model; pushing product from the factory to dealers, from dealers to our driveways with the hope of pulling us back to dealerships for service, parts and accessories. Did you know that better than 70% of customers who get all their service performed at the dealership that sold them their vehicle buy their next vehicle from them? Likewise, customers who don’t get any service done at the dealership they purchased their vehicle from represents less than 20% of those who buy their next vehicle from that dealership. What a great divide! Or, what a great opportunity! Which do you see it as?
The baseball industry operates in a “Pull/Push” business model; constantly pulling more and more customers into their stadium and into their fan base with the intent of pushing them to accessories and more ticket sales – you get the idea!
Do you think our franchised auto dealers will better their business and industry converting their business model to a successful franchise structure like baseball? Would a synergy coach in franchised auto dealerships prove to similarly better the customer experience by coaching better attitudes, performance and results in dealership players that interface with customers? You don’t believe more training is needed, do you? A synergy coach is what fills that all important gap between training and where a dealership wants to be for very high customer retention and loyalty.
There are only three Gross Profit Generating Engines that power a dealership, any and all departments, any business. These are: Transactions, Dollars Per Transaction and Margins! A “training” focus typically centers only on the processes that drive Dollars Per Transactions and Margins. A synergy coach is responsible for creative teamwork that inspires action in revving up the Gross Profit Generating Engine of Transactions through bettering relationships that profoundly improve and power dealership business long term.
If the auto industry centered its rebound not on focusing on the estimated 9% possible new vehicle industry sales improvement for 2010, but on powering the Gross Profit Generating Engine of Transactions through a synergy coach effort, dealers may sell more than their fair share the better and far less costly way! A “Pull/Push” business model will prove far more effective and likely win fans and loyal customers! Is not insanity defined as doing the same things over and over again expecting different results? Isn’t it time to expect better results through a synergistically coached dealership powered by the Gross Profit Engine of more Transactions, yes or yes? Thank you baseball for showing us the better way to structure our industry!
Think about it! “Put me in, Coach; I’m ready to play today!”
Tom Wiegand; “A Synergy Coach”
tjwiegand@comcast.net; 443-910-7702
AutoMax 800-878-5090
Wednesday, January 27, 2010
To be Great at anything,dublicate anything you have already been Great at!
Isnt it true?.....What have you been GREAT at in your past?.....Ok,think about it,I know there have been a few or even just one......now apply it to what you are now doing and do it over and over and over again.....Greatness doesnt always come from huge great NEW ideas but more often from ones that have worked before and just duplicated time and time again!
Tuesday, January 26, 2010
Hard Cement
I think of the past as "hard cement"...no matter how much water you put on cement once its has hardened into a shape you will never be able to make it wet cement again and change that formation.
We can however learn from the formation of our hard cement,our pasts to form our wet cement our futures.
Cant drive down the parkway looking in your rear view mirror.
Our Pats dont have to be our futures unless we decide to live in them.
We can however learn from the formation of our hard cement,our pasts to form our wet cement our futures.
Cant drive down the parkway looking in your rear view mirror.
Our Pats dont have to be our futures unless we decide to live in them.
Tuesday, December 1, 2009
"All Inclusive" Salesperson Recruiting
One of the things we have noticed over the years is that, at times, some very good quality applicants were not graduating our class. By reducing the tuition to only $299 we have been able to retain a key component of our program – commitment on the part of the sales applicant, while at the same time increasing the perceived value of the training. Quality applicants with other options view their investment for the training as a value and not as “paying for a job”. Our graduating class size has increased with more of the best applicants being interviewed by you. Also, because of the internal structure of the “all inclusive” program, the trainer is no longer obligated to share with AutoMax the revenue generated from the students trained. Whether an applicant has all the tuition, some or none of it, they will be welcomed to finish the class; resulting in an increased number of quality applicants.
For the dealership we have been able to incorporate a reduced investment with better results. Under the all inclusive program the dealership is no longer obligated to reimburse tuition after any length of employment. That will not only save money but will also allow you to give a person more time to prove themselves and become a success.
Included in the dealership investment for the all inclusive option is the investment for online advertising as well as money paid to the trainer for travel. Other than what you decide to invest for newsprint advertising, all other costs are covered.
I recommend that you visit our website www.automaxrecruiting.com and view a listing of our trainers. We have a stringent hiring process that includes a thorough independent back ground check. Each trainer has an extensive history of success within an automobile dealership and has earned our trust to represent the best interests of your dealership.
One last item; with the all inclusive program we do include a performance guarantee. Our goal is your 100% satisfaction with your recruiting campaign. If that goal has not been met, here is what we will do. We will, within three weeks of the start day of class, come back and redo the entire effort at 50% off the original Dealer all inclusive investment.
PS. We are an approved vendor for Wonderlic Testing Services. They have developed assessments that will greatly help you in determining an applicant’s true suitability for the sales position you offer. Our authorized significantly discounted rates can help make this tool a valuable part of your hiring procedure.
Ernie Kasprowicz
General Manager
AutoMax Recruiting & Sales Training
800-878-5090 (office)
609-432-7309 (cell)
609-601-2288 (fax)
ernie@automaxrecruiting.com
www.automaxrecruiting.com
For the dealership we have been able to incorporate a reduced investment with better results. Under the all inclusive program the dealership is no longer obligated to reimburse tuition after any length of employment. That will not only save money but will also allow you to give a person more time to prove themselves and become a success.
Included in the dealership investment for the all inclusive option is the investment for online advertising as well as money paid to the trainer for travel. Other than what you decide to invest for newsprint advertising, all other costs are covered.
I recommend that you visit our website www.automaxrecruiting.com and view a listing of our trainers. We have a stringent hiring process that includes a thorough independent back ground check. Each trainer has an extensive history of success within an automobile dealership and has earned our trust to represent the best interests of your dealership.
One last item; with the all inclusive program we do include a performance guarantee. Our goal is your 100% satisfaction with your recruiting campaign. If that goal has not been met, here is what we will do. We will, within three weeks of the start day of class, come back and redo the entire effort at 50% off the original Dealer all inclusive investment.
PS. We are an approved vendor for Wonderlic Testing Services. They have developed assessments that will greatly help you in determining an applicant’s true suitability for the sales position you offer. Our authorized significantly discounted rates can help make this tool a valuable part of your hiring procedure.
Ernie Kasprowicz
General Manager
AutoMax Recruiting & Sales Training
800-878-5090 (office)
609-432-7309 (cell)
609-601-2288 (fax)
ernie@automaxrecruiting.com
www.automaxrecruiting.com
Tuesday, November 24, 2009
Inside Salesperson Recruiting Info
The information you are about to hear has been gathered from years of experience and data compiled from over 10,000 successful recruiting campaigns all across North America.
AutoMax is North America’s largest recruiter and trainer of inexperienced sales people having recruited and trained in excess of 85,000 salespeople.
We have found that it takes a singleness of purpose and a laser focus to successfully recruit, train and retain top performing salespeople.
Here’s how to do it right!
In today’s competitive job market you will need a bona fide offer to not only attract but to retain your salespeople.
Start them off with a competitive weekly salary for the first four weeks. The average job seeker will relate more to a weekly salary to start as opposed to a monthly draw or commissions.
AutoMax recommends a performance based sign on bonus paid out quarterly during the first year to ensure you retain the salespeople you have just recruited and trained.
One of the questions we ask a dealer client is “Why do you work there”? You need to translate that information into words and get it into your advertisement.
AutoMax suggests using a professional to write and design your ad.
Now, where are you going to advertise?
You have many different advertising resources. Your primary resources, “where people are actively seeking better employment”, are going to be local newspapers and internet job boards like monster, careerbuilder and local job boards. Your secondary resources, “where you attract passive job seekers”, would be radio and television.
If you use print advertising as one of your primary resources you must determine which day is best, typically Sunday, and place an ad that is compelling and jumps off the page.
Online job boards used properly with premium and priority job postings, bolding, highlighting, using upgraded templates and multiple listings such as retail, customer service, sales, automotive, career fair, hospitality, military, insurance, telemarketing, entry level, college grad, airlines, restaurant and food service will attract a higher caliber career minded applicant.
So now the applicants have applied, what are you going to do with them?
It is imperative to designate an employee and have them be responsible to respond to your applicants within 24 hours, initially screen the potential candidate, schedule a professional interview and follow up with reminder notices and phone calls.
Now they have shown up at your dealership. When, where, how and who is going to interview them?
To create urgency limit the number of days you will interview potential job seekers.
Interview potential candidates in a secure, private environment due to the proprietary nature of information shared in a job interview.
Each applicant should be interviewed in the exact same manner with the exact same interview so that you can better compare each candidate’s job compatibility and commitment level.
These applicants must be treated as if they were a customer. They cannot be kept waiting for deals to be worked, trades to be
appraised, etc. They need to be greeted professionally and promptly interviewed.
We believe in using some form of job compatibility testing. Wonderlic Incorporated has an automotive sales person specific test that we recommend as a tool to help in your hiring process. More importantly, it provides information to assist you in mentoring your employee on an ongoing basis.
Now they need some hands on, real world training not done by your average or below salespeople just because they have the time. Who in your dealership is most capable to teach the skill sets necessary to become a successful automobile salesperson?
Make sure whoever you select isn’t jeopardizing vehicle sales and gross profit while being absent from the sales floor during training or use a professional trainer.
AutoMax recommends using your dealerships’ version of the road to a sale in a written curriculum.
The more quality time spent with your new hires initially will establish the foundation for a successful and ongoing career.
Putting into practice all these tips will provide your dealership with the quantitysalespeople you desire.
If you need assistance implementing any or all of these proven techniques please call 800-878-5090. We have turn key solutions available immediately
AutoMax is North America’s largest recruiter and trainer of inexperienced sales people having recruited and trained in excess of 85,000 salespeople.
We have found that it takes a singleness of purpose and a laser focus to successfully recruit, train and retain top performing salespeople.
Here’s how to do it right!
In today’s competitive job market you will need a bona fide offer to not only attract but to retain your salespeople.
Start them off with a competitive weekly salary for the first four weeks. The average job seeker will relate more to a weekly salary to start as opposed to a monthly draw or commissions.
AutoMax recommends a performance based sign on bonus paid out quarterly during the first year to ensure you retain the salespeople you have just recruited and trained.
One of the questions we ask a dealer client is “Why do you work there”? You need to translate that information into words and get it into your advertisement.
AutoMax suggests using a professional to write and design your ad.
Now, where are you going to advertise?
You have many different advertising resources. Your primary resources, “where people are actively seeking better employment”, are going to be local newspapers and internet job boards like monster, careerbuilder and local job boards. Your secondary resources, “where you attract passive job seekers”, would be radio and television.
If you use print advertising as one of your primary resources you must determine which day is best, typically Sunday, and place an ad that is compelling and jumps off the page.
Online job boards used properly with premium and priority job postings, bolding, highlighting, using upgraded templates and multiple listings such as retail, customer service, sales, automotive, career fair, hospitality, military, insurance, telemarketing, entry level, college grad, airlines, restaurant and food service will attract a higher caliber career minded applicant.
So now the applicants have applied, what are you going to do with them?
It is imperative to designate an employee and have them be responsible to respond to your applicants within 24 hours, initially screen the potential candidate, schedule a professional interview and follow up with reminder notices and phone calls.
Now they have shown up at your dealership. When, where, how and who is going to interview them?
To create urgency limit the number of days you will interview potential job seekers.
Interview potential candidates in a secure, private environment due to the proprietary nature of information shared in a job interview.
Each applicant should be interviewed in the exact same manner with the exact same interview so that you can better compare each candidate’s job compatibility and commitment level.
These applicants must be treated as if they were a customer. They cannot be kept waiting for deals to be worked, trades to be
appraised, etc. They need to be greeted professionally and promptly interviewed.
We believe in using some form of job compatibility testing. Wonderlic Incorporated has an automotive sales person specific test that we recommend as a tool to help in your hiring process. More importantly, it provides information to assist you in mentoring your employee on an ongoing basis.
Now they need some hands on, real world training not done by your average or below salespeople just because they have the time. Who in your dealership is most capable to teach the skill sets necessary to become a successful automobile salesperson?
Make sure whoever you select isn’t jeopardizing vehicle sales and gross profit while being absent from the sales floor during training or use a professional trainer.
AutoMax recommends using your dealerships’ version of the road to a sale in a written curriculum.
The more quality time spent with your new hires initially will establish the foundation for a successful and ongoing career.
Putting into practice all these tips will provide your dealership with the quantitysalespeople you desire.
If you need assistance implementing any or all of these proven techniques please call 800-878-5090. We have turn key solutions available immediately
Thursday, November 19, 2009
Tuesday, November 17, 2009
Get this to a Decision Maker now!
Please get this info to decision maker at your store!Today at 4:46pmAutoMax is announcing the Most Advanced,Turn Key,Low Fee,Guaranteed....LEAD PROVIDER in the WORLD[AUTOMAX BLASTER tm]...yes I said lead provider,some companies waltz around that word and pretend to be everything but....perhaps one of the reasons that they CAN"T COMPARE to what we have!...Sorry about the CAPS....but we are PUMPED....we have a dealer 404 leads,27 deals,$2425 per car 2123% R.O.I......oh....ONE MONTH!!!!!!!!!...Thats real math friends...NOBODY CAN DO THIS BUT AutoMax Blaster .........800-878-5090 press 2
Monday, November 9, 2009
News
((( 9 ))) days remaining until the new AutoMax platform will be launched. ALL car dealers will want this in place at all of their stores. Anyone without it will be eaten alive by Dealers that are in! It cannot be copied,, duplicated or stolen. Once you got it, you will control your market area. ALL others will be locked out wishing they could even look in through the impenetrable bars that serve profit and protect the 1st ones on board. NO HYPE ALL FACT!
Friday, October 9, 2009
Dead At Midnight
Go to YouTube and Search Dead At Midnight...AutoMax's take on Og Mandinos book A Better Wa to Live Rule #10
Subscribe to:
Posts (Atom)