The Dealer Playbook
The Dealer Playbook

Episode 2 · 7 years ago

Craig Lockerd: Recruiting Tips for Automotive Dealerships

ABOUT THIS EPISODE

The Dealer Playbook Episode 2

 

If you want to pack your dealership with elite professionals, there’s no way to cut corners on building a disciplined recruitment strategy. Hiring someone who doesn’t fit your dealership culture or who isn’t qualified hurts your team. You’re only as strong as your weakest player.

 

Craig Lockerd is a top expert when it comes to automotive recruiting. His professional recruiting company, Automax Recruiting, is the industry's number one source for finding and hiring quality people to add to your dealership team.

 

In this dose of the Dealer Playbook, recruiting expert Craig Lockerd reveals some key recruiting strategies. Craig discusses every step of the recruiting process, from the interview, right down to actionable tips on how to sift out the good applicants from the bad ones.

 

In Craig’s 15+ years of recruiting experience, he’s seen way too many auto dealers tailoring the interview process around their applicants, instead of creating a rigid interview process that’s right for their dealership and sticking to it.

 

But before the interview can happen, you need to know how to get qualified resumes in your hand. Craig discusses some universal “super strategies” that any dealership could start implementing to increase ROI on their recruiting efforts, including shaping your initial ‘help wanted’ ad to bring in more motivated individuals.

 

For more on how to turn up the volume on your hiring efforts, check out Craig’s Automax Recruiting website.

 

Check Out Automax Recruiting on Facebook

http://www.facebook.com/automaxtrainingandrecruiting

 

Craig's Personal Facebook

http://www.facebook.com/craiglockered

 

Craig's Cell Phone

609-571-1152

 

Automax Recruiting and Training Office

 

800-878-5090  

 

Youre dialed into the dealer, playbookpodcast, where it's all about winning auterdaler strategies that deliverproven results, and now your Houst Robert Weissman and Michael Serilla, all right everybody what's going on.This is Michael Sirilo and Robert Wisman, with the dealer playbook, HeyRobert. How are you e Michael? What's going on hello, everybody thanks forbeing here, I am so excited about today's episode. We have Craig Lockard,who is, you know, really goes without anintroduction, but he's the nation's leading expert for automotive,recruiting and sales training and and before we get to Hem. If you haven't had a chance to listento our previous episode, I would I'd encourage you to do that. We've talkeda lot about creating a culture inside thedealership and one of the keypoints that came out of that was how torecruit the right people. So this is a perfect followup to that episode. I'dencourage you to go back and check it out. Robert. You have had a lot ofassociation over the years with Craig. What can you tell us about him? That'sjust going to really set the stage for this episode. Well, when it comes tojust the whole, the industry and its whole that thatCraig is as passionate about it as you and I, as any of you out there, hereally really is really progressive for somebody. That's been in it as long ashe has, and he really understands that what we need to do, how we need toreally adapt to capture more elite people, more people that are Goingna,be in it for the Long Hall and just professionals, I mean he's aboutcreating professional and solutions, not temporary, plugs to your leakingship of people, and this nat he's about creating long term. You know employees so tospeak for any aspect of the dealership, but I've had hours and hours ofconversations with him at numerous conferences, and this guy's great Imean he knows it and out. I love talking to me, has some great visionsfor dealers on how to really capture true professionals and and, mostimportantly, keep them happy and keep them as embassadors of Your Businessand of your brand. This guy, this guy's got it, and you had mentioned he. He isthe whos who of automotive recruit of recruiting and sales training. Hespeaks literally at every single conference about this topic and thething I think I love most about how he presents is that he's really givingvaluable information? So I'm looking forward to you know asking him somequestions and hearing what you have to ask him and seeing how he responds butguaranteed. Those of you who are listening in today are going to bewalking away with some just supervaluable insights into how, likeyou said, Robert, not to just patch up a leaking ship, but to create long termsustainable recruit. Exactly so we're saying I don't care what department orwhat your position is in the auto...

...dealership. I know we have a lot ofsales people that are that are in the trenches on the front line that thatdownload the podcast, and then we have dealer principles GMS. Whateverposition you are, there is value to be to be gained here, for the simple factthat you can pass this information onto to your superiors or just for you toknow yourself for you to know how to be that model employee and to be that rockstar. Because that's what you know you go in there and you do you focus you.Do Your job? People are going to notice and exactly he's- and I mean not evenbeing on the dealership level myself, but I'm looking forward to hearing thisguy speak at Internet soles, twenty group in Atlantic City in April,because I'm confident every time I've listenedto him speak, there's been just so many valuable insights that apply to anybusiness in bringing in the right people and again, our last. Our lastepisode that we recorded was all about how to create that digital culture orthat that internal culture for the dealership and again one of the mainpoints was bringing in the right people bringing in people that are going to beable to be branddambassadors who are going to convey the right message tothe public so that the bottom line of of creating an atmosphere thatpeople want to purchase vehicles in is going to be there exactly. It allstarts from the back end forth to pass over and leak through to the front andto where your customers guess, etc. They're going NA they're going to feelthe wow, but yeah. If you didn't get that podcast go to the dealerplaybookcom you can download it there also itune stiturator, wherever youlike the role they got. You know they have it for you there so awesome. Let'stlet's! Let's go you ready to get started with him anything else, mylYeah! Let's! No! I think. That's it. Let's just jump right into theinterview right so like we said guys, Craig Lockard from Auto Max recruitingnumber one automotive, recruiting and training organization in the country.Here we go okay and we are here guys with my good friend and automotive,recruiting expert Craig Lockard Craig Man. Thank you so much for coming onand it's good to talk to you. Well, it's good to talk to you guys. Iappreciate it very much. It's not a promise, not a problem. So, like wesaid earlier guys, Craig is his team and outfit is you know the the best inthe business when it comes to recruiting in this industry and, likewe said in the past past episode Crag, I don't know if you have to catchactually at this time. Recording this I know you didn't get the catch. This thcatch that episode yet, but we talked a lot about the importance of the culturein the dealership on the back end, meaning internally, for not just the inthe recruitment stages, but just for the whole, basically, the the wholedealership, in a nutshell, meaning that it starts, and this is a conversationyou have iave had where it starts from...

...one and goes down that everybody needsto be on the same page and there needs to be a certain culture, and you know Mentra. I guess you could say thateverybody should be on in order for it to then carry over to the Front EndMeeting to the consumers. That being said, we touched the Lod onthe recruitment aspect of it and how the problem is a lot of dealers, and Ithink you could second, this have the notion that a body is better thannobody and that's. Fortunately, that's Tue yeah and that's unfortunate forthis industry and what makes people have such a negative perception on itfor either employment purposes or for CN from a consumer standpoint, becauseyou're working with nonprofessional nontrained people. So that's correct.This is, I think this is a good one that just to go to roll into what for adealership. You know that that doesn't have necessarily somebody like you oryour team there that that's one hundred percent focus and dedicated to therecruitment to the interviewing process. What' some of the some tips that youcould that a dealer could use for. You know A. I guess, e interview and you know forthe interview. Let's say they got some people coming and they got someapplicants. I mean what are some great ways that you can easily filter out.You know some of the things that already should be on the bottom of thepile and he's like easy suggestions, yeah that that's an excellent questionand in really that's almost not the end of the recruitment process, becausethen you want to get thim Toh hr and that's that maybe is a whole notherdiscussion, because sometimes I people have to wait. You know a week, ten daysbefore they actually start to work after they've been selected to work,but the interview process. What we found over the sixteen years, we'vedone this and N we've done twelve thousand six hundred and somerecruiting campaign. So we have a certain idea of what works and whatdoesn'td. In regard to the interview, what we find happens at dealershipsmost often is they kind of tailor. The interview to the applicant to theapplicants work history to the applicant sex to the applipants nationality, to the Applitansteographic location, what they previously did their education Wan.Have you that interview is different every single time, so there's no way to truly date. Judge if you would oneperson versus Tanother for the open position at the gealorship. So what'sof paramount importance is that interview has to be- and I, when I say,work for word, it literally has to be word forward. AES scripted interviewthat you will interview every single applicant for whether it be incertainONS in service. Obviously you would have a different interview than youwould in sales are different in me for the administrative office or whathaveyou sor for management, but Thi, but...

...whatever position you're interferingfor it's got to be the ejection one Rabert. It can't be, you know, Taderd, you know you work nine jobs in the lastthree years, Yow or you know serve. What did you like about your former joband what Didt you like? It's gon to be the exact same interview person afterperson, afte person, so at the end of that you can scor Hem Grat Tem, take alook at Hem and have a real good idea how they answerd the questions. To thatspecific scripted interview makes sense Tu it makes one hundred percent cense,Michael Anything. You want to add to that yeah. So I'm curious to know, because we're talking about this, this traditional sense of a body is betterthan anybody, your or better than nobody, how you know what would you sayto the Dealin Principale or the generalmanager who's kind of in charge of this hiring process? You know if they areasking the same questions and there's going to be a bit of time there before like Robert and I have said the creamrises to the top. What do you say to the person in charge of hiring to helpkind of buy them sometime so that it's not as overwhelming so that they can,you know, give themselves or alleviate the pressure of not having to findsomebody rate this moment if those interview es don't check out so, in other words w a when they needstaffin and how exactly it okayin. This is. I we probably don't have enoughtime for me to go in this this whole idea, because it's let me just share this with you- O canyou're so right. Michael did dealers typically make decisions we hear whenwe get to call into the office or what have you and someone somereases out toretain our services? Well, ask them how many? How many committed will trainedpeople? Do you need undersow emplore in your BDC Department or in your saltservice opever whatever and a lot of times, they'll and they'll say a numberw? Well, we need three and we'll ask hem how to arrive at that number, andthis is I'm not kidding. This is note not meant to be a joke, but isrelatively funny. We've heard this is what we hear most often well, that'show many deaks we have available yeah or that's what we typically run withNowtis you just real AA SI hat ou lot, that's what we typically run with orthat's how many does we have available? It was nothing there's, no way to growyour business based on available chairs or what we've typically run with thit just doesn't make any economicsense. So what we subscribe to and really try to push isa is just a firm basic economic law, the law, diminishing return, and it'sjust a matter of finding a point where your input input,the number of employees will increase...

...or will equal. Your output willincrease your outbut rather that's the first state. The second stage is whereyour impulluct, the number of employees, that you hire put in a certain spot inyour dealership, where it will equal the output. Now it will start todiminish your return. Your output will start to diminish at a certain point ofbringing people on it's at that point. Where you want to stop, you don't wantto. It will kill the culture which we alluded to earlyer Ital to story moraleit that gets into that sparting the floor mentality. That's not what I'mtalking about I'm talking about using Ti sure numbers. Looking at yourstatement, looking at the productivity of each employees, whether it beattacked somebody in the body shop. Somebody on he floor, somebody n yourBatysh BDR and your BBC Internet salls for ts doesn't matter, but where, at what point? Does thatreturn on putting pugging another trained professional into that positionwhen thes your rader return start to Diminishin? When you see that that'swhen you stop that's when you know you have a quote unquote enough talent inyour dealership, but I o think dealers for the most part are anywhere nearthat figure, because they'll do it by we have an additional imitory ortraffic seems to be upt, so well, pount somemore people in we have availabledesk sor. That's what we've always weated with and were Mindus a yew guysthat just doesn't make any sense, theres, just no economic sense to it, Od, so that that I mean yeah there has to be a formula upis. Behind anything Imean you're right. Your input is going to eatl the output. Well, Wer Diogo Eme go on Ste furter Thatan. You mentioned the wod for Tou this correcta lot of Goo dealers and there's always been a formula around a certain. Youknow a salesperson or Internet person or BBCTe Beedi R can handle so many people who survise peand to handle way up somany people during the course of the day, but who's keeping crack. You knowwho's, I mean Ho. You know who's entering the information of the CRM.What is the real traffic count? So if I'm a dealer principal the only trafficcountid, I'm going to rely on one hundred percent is, are my in me beingout on that floor to you know every single hour of the store's Oen?Otherwise, I don't believe the traffic count, so I can't really use that is aformula to know when I need to put on more people- okay, that's it our opiionyeah, so, okay, so going around for the dealers and being in the amount ofdealerships that you've seen atd just watching and watching the activity.Looking at the numbers talking to them are more dealerships. overor understaff. Forget quality, we're talking just bodies right now. We already knowthe answer to the quality issue there, but...

...it's a now brainer the vasce majority,Unyour staffd Owt, and I think part of the reason is because we're still lary of what happened in o Eito nine,and I think that really stops dealing from and maybe rightfully so in someareas of you know I don't want to. You know, raise my extenses. I you knowI want to. I want to keepstayinline. I don't want what happened in me beforeHappeng again, so I think that has a lot to do with it. Brock, on the otherhand, now there's less dealers. Now is the time for dealers to really put thetraddle down and dominate their marketplaces ind. The only way you canbe able to do you can have the best promotion. You can have the bestproduct. You can have ridiculously wonderful processes, but if you don'thave the callent for the people forget e care all that Youre screed you'renever going to dominate your market just not going to happen mostdefinitely all right. So here's one for you, because on the first one went intoabout the actually interviewing and your one hundred percent right. That isthe lower part of that funnel, so to speak, because so, as dealers, big part, is with our with our onlineprocess. What we're doing is our writing our ads on our vehicles and orV developing our vdps to be you know superb, but one in fact it should allstart with the process of how we're going out there to get our people. Imean that should be the time that you spend in that, and I never sat back andthought about. Oh Man, the writing of a ad or where it placed the ad, is it.Where would you suggest? Let's say Youre one deal you're going to do oneat or I mean you can choose one platform whil. Where do you place it?What kind of frequencies? I really don't know how those those platformsreally work and is there any kind of keywords or cause to actions oranythings that you see that that return just just give better results thanothers. I mean, obviously again just that's over the top great question:Let's start with the job title: Here's often what happens in a mistake taddealers make what are some of the you guys. I'masking you other question: What are some of the titles that are given to four salespeople at a dealership? Just give me one other thananes consult and leasingconsultant cline advisor sales, professional got yeahmanyeah yeah. Well, here's whathappens. Here's the way, sers works and more and more people are going togoogle to search jobs than they are th. The actual job boards por build amonster, and what have you so the way the Google reads? This thing out in theway their analytics work is this that the job title excuse me that you postfor the open position at your dealership can't be necessarily whatyou call those people in house, because that the way that all these analyticswork, the Jab boards and everything...

...which I can get into in Ar Meni toanswer the second part of your question. They quote: Unquote, read that resumeind. If, in the number one in terms of salespeople lets us use that one. Whensomeone makes their resume out, they don't say call themselves a salesconsult, Theydon't call themselves a product specialist, they callthemselves a sales representative or sales rap. So consequently, that's whatyou want to title. Your ad with you'll, have you'll be more relevant and you'llhave a better chance of as applicants finding your job strictly because ofthe job title. Is it make sense? You Mol me onehundred yeah, so basicallyyou're reaching out to google first to make sure Google understands what isactually being presented there so that the people searching for it can canfind it in lev in terms- and I think Robert and I were actually having aconversation about that- and I have a conversations about this with my team.You know and talking Seo most typically, we find that the thingsthat or the terminology that we use inside the dealership isn't what t egentral look is looking forh o right without a doubt right, yeah, soCRAIGXECO in the second part of that. So wewhere do these okay. So I'm goingto pos an AD. Where do I I want? I want to get Ron, I want to get some anawesome rock star. You know what I mean Teamar I want to play out of them. Iwant to get in their face. Where do you say you're saying theGoogle? So where are we posting? Where do you Weyou tell these people to postthis right now, of course, O lot's going to depend on the position. Youknow if I'm looking for executive LIL person probably want to go linked in orladders ors for something or a Tur, but whatever eer everything else. I'm goingto group a couple these together and then going to give you a O littledifferent idea for dealers that they can do right now, cost them a lot lessmoney. They can go to career, build ther, spend three or four hundredollars and have some success. They can do the same thing with monster forabout the same money, but here's something that every single dealer hasand with a an hour and a half from their wetmaster,they can have amazing results. Indeedcom is actually the number onejob board in the world number five or six is simply hired they're called jobaggragators they're, not actually a job board. You can't call indeed right nowsay I want to put a an up for Internet sales. People they pull thejob or aggregate. The job from another job board is an example monster andcareer builder pay, but indeed to post their jobs on indeedsit. So we have a couple of our own job boards and they we set up a budget.It's a payper click situation, so your in total control of your budget forthat particular higher. Now all dealers have a website right and a lot ofdealers on a website somewhere on the...

...top is going to say job opportunities,a career tab or what have you and they'll post the job there? Well,that's fine! But what are people coming to deal as website sore, for you knowour Ol, an availablity of a vehicle and whatelse they're not going there to look for a job so with some very simplecoding, the webmaster, whoever takes care of their website can tolearn theirjobs have. If you would orcoter opportunity portion of the website intoan actual job board, then they can contact indeedcom or simply hired andhave those open, positians pulled from their website Wian. Then they paperclick and then in theres. Some there's there's a lot of data that goes intothat. It ends up consting. If Tha sweet spot would be somewhere around, theycall them conversions, but they're actually, applicants if you can getabout get your conversion rate to about tendollars per application. That's kind of a sweet spot were conservably less Hanthat but we'll do such a large volume if it kind of scews the numbers, butbut a dealership by dealership basis, if they can get to the you know anapflicant for eight to ten dollas, an applicant that way. It's just awesomenow think of this, so they're going to be able to get they're going to be ableto get their some employees there, so they put together budget for salespeople they want three or four sales an and they want to pick those Sero forfrom fifteen or twenty people. If you're ten bucks a shot and you gettwenty applicants, you know I mean it talking about two hundred dollar: it'slike ridiculously cheap money. Now that can be adjusted higher. Lo, dependingon the budget you put for Click, you know seventy five cents or a dollarperclect, what whatever the case might be, but the people there'se going to be multiples of impressions, they're goingto be shown up on indeed or simply hired, so some of that traffic mightcome back to your sight because it'll all direct back to your website to thedealis website. So that's where they'll apply at so you're forcing theapplicant to come back to your website and see something maybe there thatthey've ever seen before. So it's really two folds, you get an applicantand you also have people looking at your website that maybe never lookd tobefore. So I 's it's a win win doors. Just can't lose that way. E and thething I love about this is we're talking technology and and anytime. Wecan talk technology, I mean we could go on on that, just for three or fourepisodes. I think that right there was that's a nugget right. There we got isANA ad up right now B I mean Ao thes dealers out there I mean Craig. Thatone is that's. I mean that's Allr your seeing your best and I love how theycall the applicants. Conversions, that's the love thats, the bomb it so,what a they? That's, where you're,...

...seeing the best activity right now?Well, yeah! For us, it's huge it's! The numbers are off the charts, but yeahPRI wise between them and I'm sorry to cut you off between them and them doingthe monsters and the C, the Coreal, buillders etc. Like that, I mean, arewe talking a hug, a big dollar difference between the time? Thirty tothirty five percent, less that area? Wowl can't beat that. So so we'rereally talking about how you know if dealers want to really get the most outof this, at least in this phase of the hiring funnel, they really do need toembrace technology. They need to get online and they need to make you know full use of the resources available,which kind of leds me into another question here for you, Craig we've talked about the interviewprocess, which is during the end of the funnel or the hiring process. We'vetalked about how to get people in the door. What would you say in yourobservation for the dealership getting started?What's the single biggest mistake that dealerships are making in therecruiting process, Randev Wa Orha, Stop Tha Crag, real,quick whut before you answer that one? How about the one that I love? When yousay it? Is They don't hire that female, because she's too hot right, becausethey're worried about the other guys? You know what I mean enc. She wouldprobably till it on the floor. Yeah there that's exactly WRI somebalen if I wouldhave to tinpoint one major issue that is happens in the majority of dealships,not all of them, but in the majority of dealerships, is a lack of diversity. Onthe shoron floor, in our opinion- and it's just I mean tothis- is a no brainer again. This is a sayit out loud thing to have. It makes sense when you walkinyour showne floor and you count your traffic. Don't justcount your traffic take a look at the human being, that's walking in yourdoor. The diversity of your client base. Why in a world, would you not want thatsame or similar diversity? In Your salestaff in your BC in your InternetDepartment that the service desk at your parts CONEC, I can't see anything.I just fail to understand why why a dealer wouldn't want that cendererskind of a kind of a nowbrainer, it's kind of now the crm companies in theseold, your your upcharts and stuff. They should maybe have a little bit moreinformation to check off in there when you're doing that, because because Ithink, that's- and I think that I don't see anything ethically wrong with thateither I mean that's just strategizing, based off of the the customer base thatyou're appealing to so to create that environment. That's going to appealback to them. It only makes sense.

That's right lit the like ie from, likeyou know, I'm sixty two years old. If I walk into a CANDALAC dealership and youPrut a twenty two year old kid in front of me, that's going to be troublesomeit' just and you know, and I you know I have children a little older than that,but you know I you know I want you O, give me a mature person manner. Warrendoesn't matter, but put somebody in front of me that Ifeel more comfortable with. If I'm a woman, you know, maybe that's the wayto go, you know and whaverd you brought up women and it's you know. That is areal problem. We hear it way too often. You know we, no, we, you know, don't put any women in your class wel.What do you mean bout? We can't have any women here. Why yeah we got suedonce L, you Yo problem man that a thats that's the type of thing that Eragthat's the type of thing right. The comment right there from a story. Youtold me one time I won't go into that's type of thing that you get, will fihtthat you'll fire a client for that kind of stuff before right there when theygive Er that well- and I feel like of everything we've discussed today-There's been some incredible. You know powerful insights from you Kraig, and Ithink this one you know about having diversity at the dealership. This oneis probably, in my opinion, the one that will give dealerships the mostimmediate results on their on their bottom line. Something that I talkabout is how we, you know, dealerships need to segment their market so that weknow who we're speaking to, and we know what to speak to them about, and I feel,like you know, having having the right individual in place, like you mentioned,not having a twenty two year old kid trying to pitch to you a at sixty twoin a cadillac dealership, but having somebody who can relate to you. Afterall, people purchase vehicles, products and services from people that they bothlike and trust, and so that is really a no brainer. Yep. Definitely Awesome!Well, listen! I don't want to Crag. I know you're super busy man we justwanted to. You know, get in and give a quon. I think that there's plenty rightthere we will definitely- hopefully you will allow. You know, give us some timeagain in the future. Come back on. We can go a little bit deeper into a lotof these lot of these things, as there are so much more on there, but we liketo keep these things short and sweet and Il tell you what they have instant actions that can be taken right now. Tat that, you drop that. That I mean I think that would see instant results.Just like Michael said, right there I mean that's kind of a no brainer to youknow, approach to it and D you, if I'm, if I'm a dealer, I'm going to get righton that, because it only makes sense. It's it's getting it's chasing like Iwas saying earlyr with Michael the low hanging fruit. You know what Yi mean itcan only it can't hurt, it can only help and it could be something thateasy that can get the liver, so much more results. So you know that so I gotMichael on board. Man Michael's on board, he's sponsoring the flex dealerwill be a sponsor at the Internet sales. Twenty group at the revel, an Atlanticcity April eigth. I know you're on...

...board correct. Yes, with both a sponsora speaker, there ill be speaking there again, which is always good to see.Creig speak and it sounds like from our preshow conversation. It sounds likeyou got something. You know some new content that you're going to beunleashing there, that that definitely sounds like it's going to get keep somepeople. Some people tuned in yeah tit should be fun. It's the title of theworksaps going to be online dating recruiting top talent into your dealers,it the CTASE study and it's it's pretty cuse and sit to open some eyes andthere's some very distinct similarities tit between hostbang but te voth online,so t's great. So who you coming out with you goin to be out there with withGreg or you just it just you or now myself, one of my business partnersin another company, weon called the Outo HQ and my general manager will bethere and my assistant will be there doing some filming and so forth.Something awesome w like Bothepeo. Well, we will all be out there to so greatbefore we shut this thing down tell at tell thego ahead. Let anybody know where, if they I mean, if anybody has anyquestions or anything I mean R, you open to speak with anybody, or whateverI mean just fill free mal leave any ef o you want on yeah, most definitelyyeah. If you, you know anything that we discussed or any other help thatassistance I cul, I can bring to the table to anybody. Listening I'd be morethan happy to do so couple easy places. Our website is www, automac, recruiting and andthetrainingcom. We have a couple sand pages on facebook,Automax, recruiting and training and Autom Max recruiting of a personal pagepig Blockard, lock erd were all of our Google linkan twitter yname. It wereout there. The number at the Office is eight hundred eight seven, eight o fivezero, nine zero, eight hundred eight seven, eight to five zerold nine Zearo.My extension is five, but you might want to hear the extension list. It'skind of funny we kind of put a different twist on our recorded messitsous kind of cute. So if you don't think it's going to answer yourquestions, guys Woll, give you some information or at least help you out.Look. You just gave you his extension, how about your home phone number CRIG?What's Your Lou e Myhad, my Shell is Sixeo Nin, Fivehunredad, Sevenhuneun,five. Two! So look! THAT'S CRAIG! Thank you! So much man I mean we were, I toldMichael and we talked when we first knocked out. Our first episode we'retalking about the the importance of recruitment this and that there was forI'll, be I'll, be straightforward there for every other, except for one for thewild experience. That's what that's definitely t money, Tracy Myers thingtoo, but when we talked about a...

...cruvement there was no other name thatwe juggled around. To do that because I know you're, you know I look up to youryour speaking ability and just your knowledge is just so deep on thesetopics. Man, and I mean this- is for you and me to talk twenty eight minutesor whatever this is, is nothing together. We've done, you know coupletimes a year. We do it together outside atd. All these different events so and Mikhael you got anything to add man,I'm ready to know. I'm just super excited o hear you at at Internet sils,twenty group and- and you know always look forward to hearing what you haveto say. I was telling Robert an the pre show that the information that you haveis not only applicable to auto dealers, but anybody in the in businessairshipyeah. So absolutely he always gotto be excited. Redealers, boter sports, youNamet, yeah and so you've got me excited you're telling me the title ofthis of this workshop, and I want to hear all about it right now, but I canwait till April. I can wait till April lented ae a little peas there, butit'll be Funyo guy, it's Ben Real honor. I appreciate you askin a really blessedto to spend this time with you so appreciate your both in likewise andappreciate the time rather likewise, thanks Craig I'm Ol. I want to get youback. I want to get you back one of these days, man I'll get you linked upto this. When we get on there, I'm going to put all of your contactinformation that you gave us into the show notes here for people to access itand I'll make sure that you get a you know: advanced screening and whatnot,all right, alrighty, all right, cray, the man, Dude II'll, see you soon. Manthanks a million thanks gentleman, Hava Goda brother have a great one. You too, and guys wow. I hope everybody enjoyedthat as much as I did. Man Craig is definitely a true expert, there's nofluff in him and all he delivers the goods, and he knows what he's talkingabout. Take down that information he's got inthere. Everything will be back in the show notes. Listen to this thing overand over again, Michael Whut d. You think man, you likeit as much as me. You know what and I was tickled pink that he went totechnology. I didn't think he was GOINGNO. Go there, so anytime anybodybrings in technology into the mix. I think that's powerful. You know itreally shows forward thinking and embracing the way business as donethese days. So you know, I told you he was progressive guy in the beginning,man, I echo what you're saying I'm going to be listening to this over andover again that was. There was just some, you know incredible, powerfulinsights, but listen if you guys want to get more information on Craig andhis company and just get some more valuable insights again. The contactinformation for him is going to be in the shownotes. You can check out hiswebsite, triplewdot AUTOMACS, recruiting and Training Com and listen he's going to be aspeakrat Internet sales. Twenty group in Atlantic City on April, eighth,through the tenth which is going to be a powerful event, look forward tohearing him there again we appreciate gave out his cellphone Bu gave out aCelfon. That was incredible, but listen...

...if you want to hear more dealerplaybook. We appreciate you be in here with us, hit us up on our website. We'dlove to hear from you topic, ideas and hey. If you want to be a guest on theshow, we'd love for you to reach out to us we're always looking for the biggestand the best in the industry, triplew dot. The dealer playbookcom hit us upon Itune subscribe leave us your feedback and again your success startshere. Talk to you next time take care of everybody.

In-Stream Audio Search

NEW

Search across all episodes within this podcast

Episodes (472)