A Strange Hiring Choice--Some Opinions Would be Nice

Brenton

Brenton

aka PEI Detail
I'm hiring someone full-time this week (I hope full-time). This is an economically depressed area, so I've gotten 20 resumes for a part-time leading to full-time ad that I made sound as unappealing as possible. I'm waiting on a grant possibility for a student; if I get that I'll start there, but otherwise I need to choose.

There is actually a customer who applied, a car guy who does backyard mechanical work, fluids and brakes and stuff. There are 3 or 4 with a few months experience, so normally that's where I'd start.

But I have an intriquing applicant. It is a competitor. He runs a detail shop out of a taxi garage (40 car operation) owned by his step-dad. He came to me and asked for the job.
I asked, "why?"
He said, "All I'm doing is brake jobs, shock work, and fluid changes. My step-dad thinks cleaning is all that is needed, and I want to detail cars, not just clean them."

Sounds obvious. I hire the guy who wants to work, shut down a competitor at the same time, and even get a handful of his clients in the process (which I would credit toward his salary).

But...

1. His shop isn't all that busy, not really a threat. Most of his work is in the taxi maintenance.
2. He doesn't have much buffing experience, or at least no confidence in it.
3. He smokes.
4. He is a little off.

#4 is the big one. It could be he has a bit of a speech impediment and isn't a rapier intelligence. Or, he could be a little retarded in the technical sense. In either case, I'm not sure he is someone who can deal with clients when I'm on sales calls, which I intended to do 10-15 hours/week once I had him trained.

What do you guys think? Do you think it would be better to take a young guy with a couple months of lot work and who loves cars, then train him? Or should I go with the guy who only needs guidance, not training, but who isn't the grittiest SSR on the shelf?

I can have my wife do customer service, an I'll possibly have a second p/t guy/gal this summer and fall to help with customers.

I'm really stuck on this, and I have until Wednesday to decide.
 
With the information that you have given I have a few questions for you. Do you want someone to do the detail your way? Or do you want someone to do the detail? If you get someone that you have to train then would not the job be done to your specifications? If you hire someone that has experience then they would have a way of doing things that may not be to your standards. Either way you will have to spend the same amount of time training/watching. Which time is better spent? Getting the job done thru your method of work or watching that your method of detailing is being done?

Depending on the extent of your detailing I would think that someone with a mechanical background would be of help. i.e. taking the seats out for a complete detail. Although it is just nuts and bolts, I know that it helps to have a mechanical aptitude to get those things done. It really does not matter the job....it always helps to be a mechanic when it comes to detailing. Things just always seem to come up that require mechanical common sense.
 
I agree with CW. Do you want someone to do things your way, or do you want someone that has been trained in what may not be up to your standards.

You will need to take some time to sit with a few and feel them out. If they will have to interact with a customer while you are busy, then that is another skill set that is required. You may want to weigh all your options.

It almost sounds like you have already made up your mind about the competitor.
If he has little buffing experience, then he is no better of a candidate that one who has been doing it for a few months.

Good luck,
"J"
 
Does he expect you to fully cover the salary he gets from his step-dad? Is he quitting there, or is he still going to work there as well?
You didn't mention how "bright-eyed and bushy tailed" the 3 or 4 others with a few months experience were. If they seem more customer oriented, with a penchant to learn/excel, that may be a better option to look at. Yes, you may be able to shut down a competitor by hiring him, but can you trust him to not steal your customers if he becomes "disgruntled?"
Have you seen his work? Have you seen anyones?
If he works out of his step-dad's garage, but wants to detail cars, not clean them, is there some reason he can't detail customers cars out of that garage? Maybe after the taxis are done? Seems to me that if he was a "go-getter" he would already be developing that aspect of it.
Is he willing to "freshen up" when working on the interiors of customers cars? I know I can tell when somebody has had a smoke (for quite a while afterwards), and I certainly wouldn't be thrilled having that aroma in my car after paying to have it cleaned.

In the end, many companies have the philosophy that it's better to hire someone with a good attitude than one with experience, because you can train a person and give them experience. It's MUCH harder to give them a good attitude.
 
Well, I appreciate the responses.

I got into this business with lots of ideas and little business knowledge, so I lack the experience to make this decision.

Jay, My instinct also was to go with someone who interviews well, but may only have cleaned a couple months for a rental company. But I was tempted to re-think my approach and hit the ground running with an experienced worker. Though no one said< "do this," that's been a consensus here.

CW, I want someone to produce a certain amount of results and do it quickly. I don't want to have to fire someone in a month because they can't remember to detail the ashtray.

Also good comments Leegr. He works about 12 hrs/day for his step-dad, and I told him he wouldn't get very much for me. I told him about potential to make more money by finding clients, and that if he became a long-term worker he would have confidentiality and non-competition contracts to sign (we have liability issues with one of our products).

I don't know. I made lots of mistakes and would prefer not to make another.

Does anyone think it wouldb e bad for me to hire him for an afternoon to detail something to test him?
 
I would go from the ones that have a few month experience. It sounds like (at least to me) that you afraid you might feel bad if you don't give the guy who is a little off a shot just because he doesn't seem right. If that's the case, you have to realize he already has a job. You also have to remember you have a business to run and you have to do what's best for the business. Good luck with your choice.
 
I'm not sure about what sort of labour laws/insurance/etc. would be involved (in case he got hurt/damaged something), but if he has his "own" business right now, maybe give him a car to do for you, but not from a customer of you own. See about a friend "lending" you a car? Maybe he has insurance etc. and could be hired as an "independant contractor?"
 
Big Leegr said:
I'm not sure about what sort of labour laws/insurance/etc. would be involved (in case he got hurt/damaged something), but if he has his "own" business right now, maybe give him a car to do for you, but not from a customer of you own. See about a friend "lending" you a car? Maybe he has insurance etc. and could be hired as an "independant contractor?"
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Lots of people don't ahve insurance, or proper insurance, in our area. That's what sets 3 or 4 of us apart from the rest--well that and quality, and there i'm in the top two. I'd subcontract him in my own garage if I tried him. And it would be my car, or a family members, or perhaps my pastor's 4-Runner.

Maxima Lover, I'm afrad that might be part of it, though I didn't realize it.

I'd hire a handicapped persona as the third man, but not the second. THere's a friend's brother that I have that has autism. I might get him to work down the road and get a gov subsidy, but he can't deal with customers at all.

I'm beginning to feel like I'm coming to an answer. Any more comments?
 
As Big Leegr said, get a few of your friends cars and get him to do a full interior clean, and your high end exterior wash on one, clay/wax and an interior vac/clean on another car. I would stay clear from getting him to do any polishing til you show him. Then you can see what type of work he does and how much product he uses. I had a helper last summer and he did a great job, but used to much product, which is a waste and costs you money. Let him do the work and see what he does, and compare it to a check list of what you would do for each of the services. Then you will know if he is best for your business.

The one thing I find where a business fails in hiring people is hiring the person whom interviews well over a person whom does don't interview well (I know for certain jobs/positions a person whom interviews poorly most likely won't be suitable for the job). My better half is a Manager for a huge retail store and she finds that a lot of the people whom interview well fail within the first 2 weeks. One thing to keep in mind Interviews for some people can be very hard, just as public speaking is hard for some people.

Hope this helps you out

Cheers
 
I'll test work new recruits by having them work a couple of hours washing one of my vehicles. Whithin the first hour, I'll have a pretty good idea of their process retention, attitude, ability to follow direction, and our compatibility. It also allows me for a wage assesment based upon their skill level which I offer them via a phone call later that evening. Worst case, I'm out a couple hours pay and am left with a clean vehicle.
 
It sounds like you should pick someone that you have the most confidence, dont pick someone just because it might shut down "comptetion" which it doesnt sound like he is anyway. Pick someone that will do your style of work, and has the most expierience in what your going to have him do.
 
AutoBuff said:
The one thing I find where a business fails in hiring people is hiring the person whom interviews well over a person whom does don't interview well (I know for certain jobs/positions a person whom interviews poorly most likely won't be suitable for the job).
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I see what you mean by this, but communication is the single most important factor in getting hired. It is even above education. There are very few positions, if any, that communication skills are not important. I think interviews are significant because the employer is able to feel out your personality, how well you'll fit in, and your communication skills.
 
dr_detail said:
I'll test work new recruits by having them work a couple of hours washing one of my vehicles. Whithin the first hour, I'll have a pretty good idea of their process retention, attitude, ability to follow direction, and our compatibility. It also allows me for a wage assesment based upon their skill level which I offer them via a phone call later that evening. Worst case, I'm out a couple hours pay and am left with a clean vehicle.
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I'm trying this tomorrow with a candidate that has 3-4 mos experience and is personable (and lives on my street, oddly enough).

I've decided not to hire the experienced-slow guy now. We'll see.

We've been stinkin' busy. I turned a customer away today who needed his van done tomorrow. I've had as many calls/walk-ins today as all last week. I've got to get staff in place!

Thanx all.:howdy
 
Have you considered having someone "on call?" Can be someone to do the basic stuff-wash/vacuum that would allow you to do the detailing. Maybe the "competitor" would be willing to take some shifts with the understanding that if he impressed you, he might get more experience on the detailing side?
 
Big Leegr said:
Have you considered having someone "on call?" Can be someone to do the basic stuff-wash/vacuum that would allow you to do the detailing. Maybe the "competitor" would be willing to take some shifts with the understanding that if he impressed you, he might get more experience on the detailing side?
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There is someone who is willing to do that, a car lover who works as a security guard. I need a f/t guy though. When I hear about the hiring grant, I'll decide on the second step.
 
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