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Making Better Auto Dealership Hires With Skills Assessments

Posted by Erin Borgerson on July 8, 2016

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A candidate may look great on paper and say the right things in an interview, but how do you know what they’re really going to be like once you hire them? Unlike buying a car, you can’t really test drive them first. But you can put them to the test before you make your final decision. Instead of emissions, diagnostics and 100-point inspections, you can give them pre-employment assessments that can help you screen and select the best candidates for your dealership.

What Is Pre-Screening?

Pre-screening candidates involves any number or skills and personality assessments designed to scrutinize job applicants and test their cognitive abilities, work skills, personality, knowledge and emotional intelligence. Dealerships can use tools such as automated skills and personality assessments to find the candidates that would most likely succeed in the open positions, and verify the capabilities of technical positions.

Why Are They Used?

Pre-screening questions and skills assessments are great tools to have in your dealership’s belt as they can be very useful in the early stages of the hiring process. It is one thing to see what skills a candidate says they have on their resume; it is quite another thing to put them to the test. According to Time, 56 percent of people misrepresent themselves on their resume. Pre-screening assessments allow you to measure a candidate and actually quantify their skills in order to help you make a better, more thoughtful hiring decision. By helping your dealership identify the candidates most likely to perform well on the job, pre-employment testing can have a direct correlation to saving time and cost, decreasing turnover and improving overall morale.

Why You Should Be Using Them

No one can predict the future, but with pre-employment testing, you can at least have a good idea of what to expect. By testing hard skills, aptitude and personality, you can increase your chances of hiring a high-quality candidate that will be in it for the long haul for your dealership. Companies who use a third-party vendor for these assessments, such as Hireology, can also serve to reduce their legal risk by ensuring that the tests they administer to candidates are valid, consistently applying tests to all candidates and don’t possess any language that may be deemed discriminatory or unfair.

By utilizing pre-screening interview questions you are able to set the bar for what you want when searching for a candidate. Pre-screening questions will save you time and energy that you can redirect toward running your business.

Set the bar high for the type of employees you want working at your dealership. Download the complimentary eBook below to ensure you’re hiring better people.

10 ways to use candidate assessment tests hireology ebook

 

Personality Assessments, Automotive Industry, automotive hiring, Retail Automotive, Dealership Hiring, candidate assessment tests


Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.