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Our interview with Honda North’s Edward Naczi could have run much longer. One topic he discussed in depth was his approach to staffing. We were already planning an article on this same subject, and so we decided to present some of his insights, in the form of five tips:

1. Look Beyond the Interview

“As salespeople, we all like to be sold, and that’s what the interview is all about. But it’s precisely for that reason that it can be a mistake to hire someone solely because of how he or she performs in the interview. Their ability to make you like them is important, but don’t get carried away - cover all the bases.”

2. Make Your Philosophy Clear

“Naturally, you’re going to tell job candidates about how you like to do business - you want to see how they react. And job candidates are naturally going to be all smiles and nods, agreeing with everything you say. This is why you have to go beyond the usual platitudes in describing your business philosophy. Say things that will surprise your candidates, things that force them to demonstrate that they really hear you and are really thinking.”

3. Do Your Due Diligence

“A lot of dealers don’t bother with background checks, but they’re extremely important. Someone could have excellent sales skills but also some serious problems outside work that will ultimately affect his or her performance. At Honda North, we run civil and criminal checks on anyone we’re thinking of hiring. Of course, you still have to exercise good judgment with regard to what you learn. An arrest many years before might not automatically disqualify someone, for example - especially if they disclose it up front.”

4. Ask Other Managers to Interview Candidates

“The BDC plays an enormous role in our business, and so it’s only natural that we have managers from other parts of the dealership interview our candidates. In part, it’s their job to consider whether this is a person they want supporting their staff. But it’s also good simply to bring other perspectives to the table - someone may see something, good or bad, that you missed.”

5. Think Career, Not Job

“This is something with implications far beyond your hiring decisions, of course. I strongly recommend that you set up your BDC or Internet department as a place where people can establish a true career. Do that, and then staff it with people who are looking for a career, not a job. This doesn’t mean that your reps will work for you forever; obviously, there’s a lot of movement in the automotive business. But career-seekers will work harder, be more motivated, and take a proactive approach to their work. I guarantee that you’ll sell a lot more cars.”