The Dealer Playbook
The Dealer Playbook

Episode 2 · 7 years ago

Craig Lockerd: Recruiting Tips for Automotive Dealerships


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


Craig's Personal Facebook


Craig's Cell Phone



Automax Recruiting and Training Office




You're dialed into the dealer playbook podcast, where it's all about winning auto dealer strategies that deliver proven results. Andnow your hosts, Robert Weissman and Michael Cirillo. All right, everybody,what's going on? This is Michael Cirillo and Robert Wiseman with the dealer playbook. A Robert, how are you? A Michael? What's going on?Hello, everybody, thanks for being here. I am so excited about today's episode. We have Craig Lockhard, who is, you know, really goeswithout an introduction, but he's the nation's leading expert for automotive recruiting and salestraining and and before we get to him, if you haven't had a chance tolisten to our previous episode, I would I'd encourage you to do that. We've talked a lot about creating a culture inside the dealership and one ofthe key points that came out of that was how to recruit the right people. So this is a perfect follow up to that episode. I'd encourage youto go back and check it out. Robert, you have had a lotof association over the years with Craig. What can you tell us about him? That's just going to really set the stage for this episode. Well,when it comes to just the whole the industry and its hole, that thatCraig is as passionate about it as you and I as any of you outthere. He really, really is really progressive for somebody that's that's been init as long as he as and he really understands that what we need todo, how we need to really adapt to capture more elite people, morepeople that are gonna be in it for the long haul, and just professionals. I mean he's about creating professional and solutions, not temporary plugs to yourleaking ship of people, and this that he's about creating long term, youknow, employees, so to speak, for any aspect of the dealership.But I've had hours and hours of conversations with him at numerous conferences and thisguy's great. I mean he knows it in and out of love talking tome as some great visions for dealers on how to really capture true professionals and, most importantly, keep them happy and keep them as ambassadors of Your Businessand of your brand. This guy, this guy's got it and you hadmentioned he. He is the WHO's who of automotive recruit of it, recruitingand sales training. He speaks literally at every single conference about this topic andthe thing I think I love most about how he presents is that he's reallygiving valuable information. So I'm looking forward to to, you know, askinghim some questions and hearing what you have to ask him and seeing how heresponds. But guaranteed those of you who are listening in today are going tobe walking away with some just super valuable insights into how, like you said, Robert, not to just patch up a leaking ship but to create longterm sustainable recruit exactly solution. I don't care what department or what your positionis in the auto dealership. I know...

...we have a lot of sales peoplethat are that are in the trenches, on the front line, that thatdownload the podcast, and then we have dealer principles GM's. Whatever position youare, there was 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 tobe that rock star, because that's what you know. You go in thereand you do you focus, you do your job, people are going tonotice and exactly he's and I mean not even being on the dealership level myself, but I'm looking forward to hearing this guy speak at Internet sales twenty groupin Atlantic City in April because I'm confident every time I've listened to him speakthere's been just so many valuable insights that apply to any business in bringing inthe right people. And again, our last our last episode that we recordedwas all about how to create that digital culture or that that internal culture forthe dealership. And again one of the main points was bringing in the rightpeople, bringing in people that are going to be able to be brand ambassadorswho are going to convey the right message to the public so that the bottomline of creating an atmosphere that people want to purchase vehicles in is going tobe there. Exactly. It all starts from the back end for it topass over and leak through to the front end where your customers, guess,etc. They're gonna they're going to feel the wow. But yeah, ifyou didn't get that podcast, go to the dealer playbookcom. You can downloadit. They're also itunes situated wherever you like. The roll they got.You know, they have it for you. They're so awesome. Let's let's,let's go. You ready to get started with him? Anything else?My yeah, let's know. I think that's it. Let's just jump rightinto the interview, right. So, like we said, guys, CraigLockhard from automax recruiting, number one automotive recruiting and training organization in the country. Here we go. Okay, and we are here, guys, withmy good friend and automotive recruiting expert, Craig lockward. Craig Man, thankyou so much for coming on and it's good to talk to you. Well, it's good to talk to you, guys. I appreciate it very much. It's not a promise, not a problem. So, like we saidearlier, guys, Craig is his his team and outfit is, you know, the the best in the business when it comes to recruiting in this industryand, like we said in the past, past episode, Craig, I don'tknow if you have to catch actually at this time recording this. Iknow you didn't get the catch this yet, that catch that episode yet. Butwe talked a lot about the importance of the culture in the dealership onthe back end, meaning internally, for not just the in the recruitment stages, but just for the whole basic clee. The the whole dealership in a nutshell, meaning that it starts, and this is a conversation you have,I've 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 andyou know, mantra, I guess you could say that everybody should be onin order for it to then carry over to the Front End Meeting to theconsumers. That being said, we touched a lot on the recruitment aspect ofit and how the problem is a lot of dealers, and I think youcould second this, have the notion that a body is better than nobody,and that's fortunately, that's true of you and that's unfortunate for this industry andwhat makes people have such a negative perception on it, for either employment purposesor for confirm a consumer standpoint, because you're working with nonprofessional, non trainedpeople. So that's correct. This is I think this is a good one. That just to go to roll into what for a dealership. You knowthat that doesn't have necessarily somebody like you or your team there that that's onehundred percent focus and dedicated to the recruitment, to the interviewing process. What someof the some tips that you could that a dealer could use for,you know, I guess, to interview? You know, for the interview.Let's say they got some people coming and they got some applicants. Imean, what are some great ways that you can easily filter out, youknow, 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 question. And and really that's almost not the end of the recruitment process, becausewe then you want to get them through hr and that's that maybe as awhole other discussion, because sometimes it's people have to wait, you know,a week, ten days before they actually start to work after they've been selectedto work. But the interview process, we've found over the sixteen years we'vedone this and we've done twelve thousand six hundred and some recruiting campaign so wehave a certain idea what works and what doesn't in regard to the interview.What we find happens at dealerships most often is they kind of tailor the interviewto the applicant, to the applicants work history to the applicants, sex tothe applicants, nationality to the applicants, geographic location, what they previously didtheir education with have you that interviews is different every single time. So there'sno way to truly gage, judge, if you would, one person versusthe another for the open position at the dealership. So what's of paramount importanceis that interview has to be, and I when I say work, forword. It literally has to be word forward. A Yes, scripted interviewthat you will interview every single applicant for, whether it being certain us in service, obviously you would have a different interview than you would in sales ordifferent in me for the administrative office or what have you, or for management, but thee but whatever position you're interviewing...

...for, it's got to be theeject same one, robbert. It can't be you know, hey, dude, you know. Why do you work nine jobs in the last three years? You know and or you know serve. What did you like about your formerjob and what didn't you like? It's got to be the exact sameinterview person after person after person. So at the end of that you canscore them, great them, take a look at them and have a realgood idea how they answer the questions to that specific scripted interview makes sense done. That makes one hundred percent sense. Michael. Anything you want to addto that? Yeah, so I'm curious to know, because we're talking aboutthis this traditional sense of a body is better than anybody you're or better thannobody. How you know? What would you say to the dealer principle,or the general manager who's kind of in charge of this hiring process met,you know, if they are asking the same questions and there's going to bea bit of time there before, like Robert and I have said, thecream rises to the top. What do you say to the person in chargeof hiring to help kind of buy them sometimes so that it's not as overwhelming, so that they can, you know, give themselves or alleviate the pressure ofnot having to find somebody rate this moment if those interview e's don't checkout. So, in other words, when they need staffing and how exactlythat okay in this is it. We probably don't have enough time for meto go into this whole idea, because it's let me just share this withyou. You're so right, Michael. Did dealers typically make decisions on whatwe hear when we get to call into the office or what happening someone,someone reaches out to retain our services. will ask them how many, howmany committed, well trained people do you need on your clump floor or inyour BTC Department or in your service depart what happen? And a lot oftimes they'll in they'll say a number. Well, we need free and we'llask them, how do you arrive at that number? And this is I'mnot kidding, this is not meant, not meant to be a joke,but it is relatively funny. We've heard this is what we hear most often. Well, that's how many deaths we have available. Yeah, or that'swhat we typically run with. Now this should just really I mean to saythat out loud. That's what we typically run with, or that's how manydoesth we have available. There's nothing, there's no way to grow your businessbased on available chairs or what we've typically run with. That's just doesn't makeany economic sense. So what we subscribe to and really try to push isa is just a firm basic economic clock, the law diminishing return and it's justa matter of finding a point where...

...your input, input the number ofemployees, will increase or will equal your output. Will increase your output rather. That's the first stage. The second stage is where your input, thenumber of employees that you hire, put in a certain spot in your dealershipwhere it will equal the output. Now it will start to diminish. Yourreturn, your output will start to diminish at a certain point of bringing peopleon. It's at that point where you want to stop. You don't wantto it will kill the culture which we alluded to earlier. It'll just storemorale that gets into that flooding the floor mentality. That's not what I'm talkingabout. I'm talking about using a sheer numbers, looking at your statement,looking at the productivity of each employee, whether it be a tech somebody inthe body shop, somebody on a floor, somebody in your beadship, Bebr andyour BBC Internet sales forces, doesn't matter. But we're at what pointdoes that return on putting plugging another trained professional into that position and when there'syour way to return to start to diminish and when you see that, that'swhen you stop. That's when you know you have a quote unquote, enoughtalent in your dealership. But I don't think dealers for the most part areanywhere near that figure because they'll do it by we have an additional inmentory ortraffic seems to be up, so we'll plug some more people and we haveavailable desk. So that's what we've always run with and we a few guys. That just doesn't make any sense. There's just no economic sense to it. I do so that that I mean, yeah, there has to be aformula, but is it behind anything? I mean, you're right, yourinput is going to equal the output. Well, what is to go?Let me go one step further with that, and you've mentioned the wordformulae. I'll go through this quick. A lot of good dealers and there'salways been a formula around a certain if you know, a salesperson or Internetperson or a BBC Degd are can handle so many people. survisor contains tohandle way up so many people during the course of the day. But WHO'skeeping track? You know who's I mean how you know who's entering the informationof the CREM who? What is the real traffic count. So if I'ma dealer principle, the only traffic count that I'm going to rely on onehundred percent is our my in me being out on that floor to you know, every single hour of the stores. Oh, but otherwise I don't believethe traffic count, so I can't really use that as a formula to knowwhen I need to put on more people. Okay, yeah, it's of ouropinion. Yeah, so, okay. So going around for the dealers andbeing in the amount of dealerships that you've seen it, just watching andwatching the activity, looking at the numbers, talking to them. Are More dealershipsover or under staffed? Forget quality, we're talking just bodies right now.We already know the answer to the quality issue there, but it's ano brainer. The vast majority understaff now,...

...and I think part of the reasonis because we're still leary of what happened in light no nine, andI think that really stops dealer from and maybe rightfully show in some areas ofyou know, I don't want to, you know, raise my expenses.You know I want to, I want to stand line. I don't wantI don't want what happened in before happen again. So I think that hasa lot to do with it. But on the other hand, now there'sless dealers, now is the time for dealers to really put to travel downand dominate their market places in the only way. You couldn't be able todo you could have the best promotion, you can have the best product,you can have ridiculously wonderful processes, but if you don't have the talent forthe people, forget who take care of all that, you're screwed. You'renever going to dominate your market. Just not going to happen, most definitely. All right, so here's one for you, because on the first onewent into about the actually interviewing and your one hundred percent right. That isthe lower part of that funnel, so to speak. Because so, asdealers, big part is with our with our online process, what we're doingis our writing, our ads on our vehicles and R V, developing ourvdps to be, you know, superb, but when in fact it should allstart with the process of how we're going out there to get our people. I mean that should be there. The time that you spend in thatand I never sat back and thought about, Oh man, the writing of aad or where to place the AD. Is it? What? Where wouldyou suggest? Let's say you're one deal you're going to do one ator I mean you can choose one platform, while 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 caused to actions orany things that you see that that return just just give better results than others? I mean, obviously, again, just that's an over the top greatquestion. Let's start with the job title. Here's often what happens in a mistakethat dealers make. What are some of the you guys are asking youthe question. What are some of the titles that are given to for salespeople at a dealership? Just give me one other sales consult and leasing consultant, client advise or sales professional, Scott. Yeah, I mean and on andon. Right. Yeah, well, here's what happens. Here's the waysearch works and or more people are going to google to search jobs thanthey are the the actual job boards. cur build a monster and what haveyou. So the way that Google reads this thing out, in the waytheir analytics work, is this that the job title. Excuse me, thatyou post for the open position at your dealership can't be necessarily what you callthose people in house, because that the way that all these analytics work,the job boards and everything, which I...

...can get into an amended answer thesecond part of your question. They quote unquote. Read that resume and ifa in the number one in terms of salespeople, let's just use that one. When someone makes their resume out, they don't say call themselves a salesconsultant, they don't call themselves a product specialists, they call themselves a salesrepresentative or sales rep so, consequently, that's what you want to title yourad with. You'll have you'll be more relevant and you'll have a better chanceof that applicant finding your job strictly because of the job title. Is itmakes sense you probing one on? Yeah, so basically you're reaching out to googlefirst to make sure Google understands what is actually being presented there so thatthe people searching for it can confine it in leave in terms of and Ithink Robert and I were actually having a conversation about that and I have aconversations about this with my team. You know, and talking Seo. Mosttypically we find that the things that or the terminology that we use inside thedealership isn't what the General I look is looking for. Without it right,without a doubt. Right. Yeah, so, Craig, second in thissecond part of that. So where do these okay, so I'm going topost an AD. Where do I want? I want to get wrong, Iwant to get some an awesome rock star, you know what I mean. Team are I want to pay to them. I want to get intheir face. We're where do you say? You're saying to Google. So wherewe posting? Where do you write to tell these people to post thisright now? Of course, a lot's going to depend on the position.You know, if I'm looking for executive, well, person I probably want togo linked in or ladders or something very sure. But whatever everything else. I'm going to group a couple of these together and then going to giveyou a little different idea. For dealers that they can douce right now costthem a lot less money. They can go to career builder, spend threeor four hundred dollars and have some success. They can do the same thing withmonster for about the same money. But here's something that every single dealerhas and with an hour and a half from their webmaster they can have amazingresults. Indeedcom is actually the number one job board in the world. Numberfive or six is simply hired. They're called job aggregators. They're not actuallya job board. You can't call indeed right now and say hey, Iwant to put a add up for Internet sales people. They pull the jobor aggregate the job from another job board. Is an example. Monster and careerbuilder paid indeed to post their jobs on indeed site. So we havea couple of our own job boards and they we set up a budget.It's paid per click situation. So your total control of your budget for thatparticular higher. Now all dealers have a website, right, and a lotof dealers on a website somewhere on the... 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 dealers websites stotfor our certain specials and and and an availability of a vehicle and what else? They're not going there to look for a job. So with some verysimple coding, the webmaster whoever takes care of their their website can turn theirjob tab, if you would, or career opportunity portion of their website,into an actual job board. Then they can contact indeedcom or simply hired andhad those open positions pulled from their website. And then they pay per click.And then in there some there's a there's a lot of data that goesinto that. It ends up costing you of the sweet spot would be somewherearound they call them conversions but they're actually applicants. If you can get about, get your conversion rate to about ten dollars per application, that's kind ofa sweet spot. We're considered with less in that, but we'll do sucha large volume if it kind of skews the numbers. But but a dealershipby dealership basis, if they can get to the you know, an applicantfor eight to ten an applicant that way, it's just awesome. Now think ofthis. So they're going to be able to get there, going tobe able to get there. Some employees there. So if they put togethera budget for sales people, they want three or four sales and then theywant to pick those three or four from fifteen or twenty people. If you'reten bucks are shot and you get twenty applicants. You know, I meanyou're talking about two hundred dollars. It's like ridiculously cheap money. Now thatcan be adjusted higher lobe depending on the budget you put per click, youknow, seventy five cents or a dollar per click, whatever, whatever thecase might be. But the people, they're going to be multiples of impressionsthat are going to be shown up on indeed or simply hired. So someof that traffic might come back to your site because it'll all direct back toyour website, to the deals website, so that's where they'll apply it.So you're forcing the applicant to come back to your website and see something maybethere that they've ever seen before. So it's really twofold. You get anapplicant and you also have people looking at your website that maybe never looked therebefore. So it's it's a win win. Doors just yellows that way. Yes, anything I love about this as we're talking technology and and any timewe can talk technology. I mean we could go on on that just forthree or four episodes. I think that right. There was that's a nuggetright there. We got isn't add up right now. Guys, I meanay the dealers out there, I mean, Craig, that one is that's Imean, that's all where you're seeing your best and I love how theycall the applicants conversions. That's the I love. That's the bomb. Right. So what do 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 in price wise, between them and I'm sorry to cut youoff, between them and them doing the monsters and the career builders, etc. Like that. I mean, are we talking a hut? A bigdollar difference between the two? Three thousand two, thirty five percent less thatare well, can't beat that. So so we're really talking about how,you know, if dealers want to really get the most out of 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, youknow, full use of the resources available, which kind of leads me into anotherquestion here for you, Craig. We've talked about the interview process us, 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 inyour observation, for the dealership getting started, what's the single biggest mistake that dealershipsare making in the recruiting process? A grand we have what's over.It has stop a greg real quick. But before you answer that one,how about the one that I love when you say it is they don't hirethat female because she's too hot. Right, because they're worried about the other guys. You know, I didn't mean once she would probably kill it onthe floor. Yeah, they're that's exactly right, from both your and ifI would have to pinpoint one major issue that is happens in the majority ofdealships, not all of them, but in the majority of the dealerships,is a lack of diversity on the shore own floor, in our opinion,and it's just I mean this is a no brainer. Again, this isa say it out loud thing to have. It makes sense. When you walkin your showroom floor and you count your traffic, don't just count yourtraffic, take a look at the human being that's walking in your door.The diversity of your client face, why in the world would you not wantthat's same or similar diversity in your sale staff, in your beauty we seein your Internet Department, at the service desk, at your parts connect.I can't see anything. I just I fail to understand why, why adealer wouldn't want that same diversion. kind of a kind of a no brainer. It's kind of now the crm companies in these old your your up chartsand stuff. They should maybe have a little bit more information to check offin there when you're doing that, because because I think that's and I thinkthat's I don't see anything ethically wrong with that either. I mean that's juststrategizing based off of the customer base that you're appealing to. So try tocreate that environment that's going to appeal back to them. It only makes sense. That's right. The like right from... You know, I'm sixtytwo years old. If I walk into a cattle a dealership and you puta twenty two year old kids in front of me, that's going to betroublesome. It's just you know, and I you know I have children alittle older than that, but you know I you know I want you giveme a mature person, man or woman, doesn't matter, but put somebody infront of me that I feel more comfortable with if I'm a woman.You know, maybe that's the way to go, you know. And Robert, you brought up women, and it's you know, that is a realproblem. We hear it way too often. You know, we know, weyou know. Don't put any women in your class. What do youmean? We done? We can't have any woman here? Why? Yeah, we got shut ones. That's you do problem and that, yeah,pactly. That's the type of thing that will get Craig. That's the typeof thing right that comment right there from a story you told me one time. I won't go into. That's type of thing that you can will fightthat. You'll fire a client for that guy stuff before right there. Theygive that well and and I feel like of everything we've discussed today, there'sbeen some incredible, you know, powerful insights from you, Craig, andI think this one, you know, about having diversity at the dealership,this one is probably, in my opinion, the one that will give dealerships themost immediate results on their on their bottom line. Something that I talkedabout is how we, you know, dealerships need to segment their market sothat we know who we're speaking to and we know what to speak to themabout. And I feel, like you know, having having the right individualand place, like you mentioned, not having a twenty two year old kidtrying to pitch to you at sixty two in a cadillac dealership, but havingsomebody who can relate to you. After all, people purchase vehicles, productsand services from people that they both like and trust, and so that isreally a no brainer. Yep, definitely awesome. Well, listen, Idon't want to Craig, I know you're super busy man. We just wantedto, you know, get in and give a cool and I think thatthere's plenty right there. We will definitely, hopefully you will allow, you know, give us some time again in the future. Come back long wecan go a little bit deeper into a lot of these a lot of thesethings is there are so much more on their there, but I we liketo keep these things short and sweet, and I'll tell you what. Theyhave instant actions that can be taken right now that you drop that that Imean, I think that would see instant results. Just like Michael said,right there I mean that's kind of a no brainer to you know, approachto it and do. If I'm in, if I'm a dealer, I'm goingto get right on that because it only makes sense. It's it's gettingthat, it's chasing, like I was saying earlier with Michael, the lowhanging fruit. You know what I mean. It can only it can't hurt,it can only help and it could be something that easy that can getthe liver so much more results. So you know that. So I gotMichael on board, man Michaels on board. He's sponsor and the flex dealer willbe a sponsor at the Internet sales twenty group at the revel in AtlanticCity April. Teeth, I know you're...

...on board correct. Yes, withthat, both the sponsor and a speaker there. You'll be speaking there again, which is always good to see Creig speak, and it sounds like fromour pre show conversation it sounds like you got something, you know, somenew content that you're going to be unleashing there. That that definitely sounds likeit's going to get to keep some people, some people tuned in where it's right. It should be fun. It's the title of the workshops going tobe online dating, recruiting top tellent into your dealership location study and it's it'sa pretty cute and should open some eyes. And there's some very distinct similar areasbetween post things, but they're both online. So Great. So whoyou coming out with? You you kind to be out there with with Greg? Are you just just you, or know myself, one of my businesspartners in another company we own called Auto H Q, and my general managerwill be there and my assistant will be there doing some filming and so forth. So awesome. I want a google all of that. People there?Well, we will all be out there too. So, Greig, beforewe shut this thing down, tell it, tell the go ahead. Let anybodyknow where if they I mean, if anybody has any questions, rightthere. I mean, are you open to speak with anybody or whatever?I mean, just feel free mail leave any off you want. Yeah,most definitely. Yeah, if you know anything that we discussed or any otherhelp that or assistance I could I can bring to the table to anybody listening, I'd be more than happy to do so. Couple easy places. Ourwebsite is www automax recruiting and and the Trainingcom we have a couple fan pageson facebook, automax recruiting and training and automaxs recruiting. A personal page CraigLockard. Look Ard, we're all over Google, Linkedin, twitter, yourname at we're out there. They number at the Office is eight hundred,eight to seven, eight five zero nine. Gero. Eight hundred, eight hundredand seventy eight to five zero nine Gero. My extension is five,but you might want to hear the extension list. It's kind of funny.We kind of put a different twist on our recorded message. So kind ofcute. So if you don't think he's got to answer your questions, guys, or give you some information or at least help you out. Look,you just gave you as extension. How about your home phone number, Craig? Let's hear that one. But Hey, my shell is just the five oneseven, one one five two. Awesome. Look, that's Craig.Thank you so much, man. I mean we were, I told Michaeland we talked when we first knocked out our first episode. We're talking aboutthe importance of recruitment, this and that. There was for I'll be I'll bestraightforward there for every other except for one for the wow experience. That'swhat that's definitely tea money. Tracy Myers...

...thing too. But when we talkedabout a crewman, there was no other name that we juggled around to dothat, because I know you're you know, I look up to your your speakingability and just your knowledge is just so deep on these topics. 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, every coupletimes a year. We do it together outside at all these different events.So and Michael, you got anything to add? Man, I'm ready toknow. I'm just super excited. I hear you at at Internet sales twentygroup and and you know, always look forward to hearing what you have tosay. I was telling and Robert in the pre show that the information thatyou have is not only applicable to auto dealers but anybody in the in businessairship. Yeah, and so absolutely we've got the excited redealers motorsports, youname. Yeah, and so you've got me excited. You're telling me thetitle of this of this workshop, and I want to hear all about itright now. But I can wait. Till April. I can wait tillApril at it as a little teas there, but it'll be fun. Guys,it's been a real honor. I appreciate your asking. A really blessedto spend a time with this. So I appreciate you both and likewise appreciatethe time for rather know. Likewise, thanks, Craig. I'm gonna holdyou. I want to get you back. I want to get you back oneof these days. Man, I'll get you linked up to this.When we get on there, I'm going to put all of your contact informationthat you gave us into the show notes here for people to access it,and I'll make sure that you get a you know, advanced screening and whatnot. All right, already, all right, right, the man, Dude.I'll see you asume. Man. Thanks a milion. Thanks, gentleman, have a guy to brother. Have a great one you too, andguys, wow, I hope everybody enjoyed that as much as I did.Man, Craig is a definitely a true expert. There's no fluff in himat all. He delivers the goods and he knows what he's talking about.Take down that information he's got in there. Everything will be back in the shownotes. Listen to this thing over and over again. Michael, whatyou think? Man's you like it as much as me. You know whatI do and I was tickled pink that he went to technology. I didn'tthink he was going to go there. So anytime anybody brings in technology intothe mix, I think that's powerful. You know, it really shows forwardthinking and embracing the way business has done these days. So you know,I told you he was progressive guy. I'm the beginning. Man, Ilike what you're saying. I'm going to be listening to this over and overagain. That was there was just some, you know, incredible, powerful insights. But listen, if you guys want to get more information on Craigand his company and just get some more valuable insights again, the contact informationfor him is going to be in the show notes. You can check outas website triple w dot automax recruiting and TRAININGCOM and listen. He's going tobe a speaker at Internet sales twenty group in Atlantic city on April eighth throughthe ten, which is going to be a powerful event. Look forward tohearing him there again. We appreciate gave out a cell phone. Bumper,give out a cell phone. That was incredible. But listen if you wantto hear more dealer playbook, we appreciate... be in here with us.Hit US up on our website. We'd love to hear from you topic ideasand, Hey, if you want to be a guest on the show,we'd love for you to reach out to us. We're always looking for thebiggest in the best in the industry. Triplew dot the deal playbookcom hit usup on Itunes, subscribe, leave us your feedback and again, your successstarts here. Talk to you next time. Take care of body.

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