Another beauty from Scotty:
"Harvard grads aren’t lining up to work at my detail shop, so I’ve been through my share of clock milkers, late-shows, no-shows, and those with an “eye for detail” like a cave bat. And though I still draft an occasional dud, I’ve greatly improved my hiring process over the years. Here’s 7 tips.
1. Ask the people you know and respect.
You might be surprised how many decent leads you can get simply by asking the people you already know if they have anyone they know that might be interested in a job that they would recommend. I have found lots of hard working, long-term staff members this way.
2. Hire people that are “trainable.”
I regret several hires that I found attractive because of their “experience.” Often, experience means “experience with the wrong way of doing things.” I’d rather invest in someone with a solid work ethic than one with an unknown work ethic with existing skills. It’s much easier to train a person that has a great attitude that is willing to learn than try and break someone with a bad attitude of his or her bad habits. I personally rarely ever hire “experienced detailers.” I could be missing out on a gem, but when I get an application from an experienced detailer who claims to be great with customers, work like a horse, and have impeccable attention to detail, I have to wonder: ”why doesn’t he own his own shop?”
3. Put some time and thought into your “help wanted” ads.
Include all the info the person applying will need and clearly state your expectations. You can weed out a lot of unwanted candidates simply by making specific requests in your ad such as “please reply via e-mail to XXXXXX@jobs.com” and to include work references. We also ask that applicants do not call us – we will contact them after we review their resume. You will be surprised how many people will not follow the simple instructions we give. If you can’t make sure you are doing this when applying, what kind of employee will you make?
4. Ask applicants to send a resume with references in word or pdf format.
If they won’t readily give you work references, they probably aren’t the person you want to work with. Take the time to check the references they give you. You may expect to hear good things from the reference but they will most likely be honest and forthright with you about their experiences with the recommendation.
5. Put rules and expectations on paper.
I usually have applicants come by for an informal chat or interview and go over what the job entails, our expectations and a basic overview of our organization. If I decide to give the person a shot I immediately e-mail them a copy of our employee manual and all relevant company policies and have them sign off that they have read and understand all the information and agree to abide by the policies contained within it. This serves 2 purposes – it lets the employee know right from the get go exactly what is expected of them and in the event something goes wrong gives you written confirmation that the employee knew on hiring what the policies are. Have a written manual and make a point of enforcing the policies it contains. Having a uniform policy of enforcement cuts down on employee problems.
6. Probation.
All employees are probationary for the first 90 days. This allows you to observe and train the employee to do the job. Some people just aren’t cut out for detailing and you will quickly find that despite their best efforts they just aren’t capable of doing the job. Conversely, some really excellent detailers are so cumbersome to deal with as employees that you just shouldn’t keep them around. Use this time to familiarize yourself with an employee’s work habits and if necessary, terminate employment for staff that are sub par within the probationary period.
7. Hire when it’s slow.
Don’t wait to hire staff until you need them. If you know when your busy seasons are then prepare for it and start looking at least a month before you will need someone so you don’t get caught and end up having to take the first person that applies. Once you get your staff in place keep a file of people that have applied and make sure you keep it up to date in case you need someone on short notice. The worst thing that can happen is the sudden loss of a staff member and not being able to replace them or even worse replacing them with someone that is unsuitable.
My help wanted ad:
Auto Detailer
You’re serious about your career, and rest assured you’ve come to the right place. At Scotty’s Shine Shop you’ll find the opportunities, resources, and support you need to grow and develop professionally. Our organization is concerned with more than just making money; we’re committed to your success and invested in your future. So read on, and consider a rewarding career with Scotty’s Shine Shop.
Automotive Detailer/Auto Detailer
The Automotive Detailer cleans and refurbishes new and used automobiles.
Duties and Responsibilities:
• Wash vehicle exterior, using cleaning solution, water, cloths, and brushes.
• Apply wax to auto body and wipe or buff surface to protect surface and preserve shine, using cloth or buffing machine.
• Vacuum interior of vehicles to remove loose dirt and debris, using vacuum cleaner.
• Clean upholstery, rugs, and other surfaces, using cleaning agents, applicators, and cleaning devices.
• Apply revitalizers and preservation agents to vinyl or leather surfaces and treat fabrics with spot and stain resistant chemicals to preserve and protect interior components.
• Clean engine and engine compartment with steam-cleaning equipment and various cleaning agents to remove grease and grime.
• Apply special-purpose cleaners to remove foreign materials which normal cleaning procedures do not remove, utilizing experience and judgment and following recommendations of the product’s manufacturer.
• Paint engine components and related parts, using spray gun or aerosol can and masking materials.
• Apply paint to chipped body surfaces of vehicles, using touch-up paint.
• Apply dyes and reconditioning chemicals to vinyl tops of vehicles to restore color and condition.
• Must follow all company safety policies and procedures and immediately report any and all accidents to a manager or supervisor.
Qualifications:
• High school diploma preferred.
• All applicants must be authorized to work in Canada
• All applicants must perform duties and responsibilities in a safe manner.
• All applicants must have a valid Ontario drivers license.
Positions available for Full & Part Time work. Starting pay is $10.25 p/hr to start.
Please send resume to xxx@shineshop.ca INCLUDING WORK REFERENCES for consideration. No phone calls please.
Conclusion: Like choosing a wife.
You spend more time with your employees than with your wife. Be thorough, be deliberate, and don’t commit long term until you’ve found a good fit.
Original article:
Hiring an auto detailer: 5 tips
"Harvard grads aren’t lining up to work at my detail shop, so I’ve been through my share of clock milkers, late-shows, no-shows, and those with an “eye for detail” like a cave bat. And though I still draft an occasional dud, I’ve greatly improved my hiring process over the years. Here’s 7 tips.
1. Ask the people you know and respect.
You might be surprised how many decent leads you can get simply by asking the people you already know if they have anyone they know that might be interested in a job that they would recommend. I have found lots of hard working, long-term staff members this way.
2. Hire people that are “trainable.”
I regret several hires that I found attractive because of their “experience.” Often, experience means “experience with the wrong way of doing things.” I’d rather invest in someone with a solid work ethic than one with an unknown work ethic with existing skills. It’s much easier to train a person that has a great attitude that is willing to learn than try and break someone with a bad attitude of his or her bad habits. I personally rarely ever hire “experienced detailers.” I could be missing out on a gem, but when I get an application from an experienced detailer who claims to be great with customers, work like a horse, and have impeccable attention to detail, I have to wonder: ”why doesn’t he own his own shop?”
3. Put some time and thought into your “help wanted” ads.
Include all the info the person applying will need and clearly state your expectations. You can weed out a lot of unwanted candidates simply by making specific requests in your ad such as “please reply via e-mail to XXXXXX@jobs.com” and to include work references. We also ask that applicants do not call us – we will contact them after we review their resume. You will be surprised how many people will not follow the simple instructions we give. If you can’t make sure you are doing this when applying, what kind of employee will you make?
4. Ask applicants to send a resume with references in word or pdf format.
If they won’t readily give you work references, they probably aren’t the person you want to work with. Take the time to check the references they give you. You may expect to hear good things from the reference but they will most likely be honest and forthright with you about their experiences with the recommendation.
5. Put rules and expectations on paper.
I usually have applicants come by for an informal chat or interview and go over what the job entails, our expectations and a basic overview of our organization. If I decide to give the person a shot I immediately e-mail them a copy of our employee manual and all relevant company policies and have them sign off that they have read and understand all the information and agree to abide by the policies contained within it. This serves 2 purposes – it lets the employee know right from the get go exactly what is expected of them and in the event something goes wrong gives you written confirmation that the employee knew on hiring what the policies are. Have a written manual and make a point of enforcing the policies it contains. Having a uniform policy of enforcement cuts down on employee problems.
6. Probation.
All employees are probationary for the first 90 days. This allows you to observe and train the employee to do the job. Some people just aren’t cut out for detailing and you will quickly find that despite their best efforts they just aren’t capable of doing the job. Conversely, some really excellent detailers are so cumbersome to deal with as employees that you just shouldn’t keep them around. Use this time to familiarize yourself with an employee’s work habits and if necessary, terminate employment for staff that are sub par within the probationary period.
7. Hire when it’s slow.
Don’t wait to hire staff until you need them. If you know when your busy seasons are then prepare for it and start looking at least a month before you will need someone so you don’t get caught and end up having to take the first person that applies. Once you get your staff in place keep a file of people that have applied and make sure you keep it up to date in case you need someone on short notice. The worst thing that can happen is the sudden loss of a staff member and not being able to replace them or even worse replacing them with someone that is unsuitable.
My help wanted ad:
Auto Detailer
You’re serious about your career, and rest assured you’ve come to the right place. At Scotty’s Shine Shop you’ll find the opportunities, resources, and support you need to grow and develop professionally. Our organization is concerned with more than just making money; we’re committed to your success and invested in your future. So read on, and consider a rewarding career with Scotty’s Shine Shop.
Automotive Detailer/Auto Detailer
The Automotive Detailer cleans and refurbishes new and used automobiles.
Duties and Responsibilities:
• Wash vehicle exterior, using cleaning solution, water, cloths, and brushes.
• Apply wax to auto body and wipe or buff surface to protect surface and preserve shine, using cloth or buffing machine.
• Vacuum interior of vehicles to remove loose dirt and debris, using vacuum cleaner.
• Clean upholstery, rugs, and other surfaces, using cleaning agents, applicators, and cleaning devices.
• Apply revitalizers and preservation agents to vinyl or leather surfaces and treat fabrics with spot and stain resistant chemicals to preserve and protect interior components.
• Clean engine and engine compartment with steam-cleaning equipment and various cleaning agents to remove grease and grime.
• Apply special-purpose cleaners to remove foreign materials which normal cleaning procedures do not remove, utilizing experience and judgment and following recommendations of the product’s manufacturer.
• Paint engine components and related parts, using spray gun or aerosol can and masking materials.
• Apply paint to chipped body surfaces of vehicles, using touch-up paint.
• Apply dyes and reconditioning chemicals to vinyl tops of vehicles to restore color and condition.
• Must follow all company safety policies and procedures and immediately report any and all accidents to a manager or supervisor.
Qualifications:
• High school diploma preferred.
• All applicants must be authorized to work in Canada
• All applicants must perform duties and responsibilities in a safe manner.
• All applicants must have a valid Ontario drivers license.
Positions available for Full & Part Time work. Starting pay is $10.25 p/hr to start.
Please send resume to xxx@shineshop.ca INCLUDING WORK REFERENCES for consideration. No phone calls please.
Conclusion: Like choosing a wife.
You spend more time with your employees than with your wife. Be thorough, be deliberate, and don’t commit long term until you’ve found a good fit.
Original article:
Hiring an auto detailer: 5 tips
