Making Better Auto Dealership Hires With Skills Assessments

By Adam Robinson,
July 8, 2016

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.

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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