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Interviewing 101

Post author By efgmarketing
Post date November 28, 2018

Contributing Author:
Amber Hash
Recruiting Manager
EFG Companies

Have you found yourself wondering what happened to that stellar candidate who came in for the job interview? They were impressive in the interview, so why are they not measuring up on the job?

This scenario happens because some people are just better at interviews than others. It could be that you find yourself passing on potentially top-performing employees and hiring less apt candidates, all due to the interview.

So, as an employer, what are you to do? Approach an interview the same way you would approach a needs analysis with a potential customer.

First, put the candidate at ease with some small talk and set expectations on the interview itself, including timing. This step helps those people who are nervous interviewers. Putting them at ease will help them open up about their experience and what they can bring to the table.

Then, ask behavioral questions. Again, let’s go back to the needs analysis with a customer. Those questions typically revolve around driving habits and lifestyle, i.e., behavior. The same thing applies in a job interview. Ask candidates for examples of goals they reached and how they achieved those goals. Have them describe a stressful situation, or a situation where they made a mistake at work and how they handled it. Ask them if they’ve ever been in a situation where they needed to change a person’s mind, and how they achieved that change.

Business Growth Powersports Market

Prepping for Success in 2019

Post author By efgmarketing
Post date October 10, 2018

Contributing Author:
Glenice Wilder
Vice President
EFG Companies

From where I sit, it’s hard to believe that fall is here. Luckily, financial forecasting is not weather dependent. Regardless of the temperatures in your area, the fact remains that new bikes will be arriving at your dealership and you need to manage your current inventory. A few other fourth quarter tasks include calculating your break-even and profitability numbers and preparing for 2019. As powersports dealers cast an eye toward 2019, a sharp pencil and ready calculator can mean the difference between a year in the black or a disappointing year in the red.

2018 is shaping up to be another flat year for on-road powersports products with off-road vehicle sales such as 4x4s up slightly. This is reflective of a demographic transition from Baby Boomers to Millennials. While Millennials still like motorcycles, they are flocking to those off-road vehicles that can hold a family or group of friends. Now that Millennials represent the largest working demographic in the U.S., this generation has the power to “make the market.”

Regardless of the numbers, there are some factors outside of a dealer’s control. Rising tariffs and higher OEM prices for certain bikes can put these products out of reach for some consumers. When planning your inventory for 2019, take a close look at what sold this year. Are you still trying to move those high-end luxury models? Have your Baby Boomer customers decided not to upgrade this year? Are off-road products moving faster than traditional motorcycles? This may be reflective of a growing Millennial buyer base. Rising interest rates and rising costs this year give you a glimpse into next year. Plan accordingly and consider resetting your inventory mix.

Powersports Market

Managing Millennials

Post author By efgmarketing
Post date September 12, 2018

Contributing Author:
Glenice Wilder
Vice President
EFG Companies

“Millennials are just plain lazy.”

“How do you manage a group that doesn’t want to do any work, and expects rewards for just showing up?”

“I just won’t hire them.”

Do these statements sound familiar? Millennials have gotten a bad reputation from popular media. But, you’d be surprised at just how much of your current workforce is made up of Millennials.

The Center for Generational Kinetics defines Millennials as those born between 1977 and 1995. Those employees of yours that are in their 30s and early 40s are, in fact, Millennials. Would you apply the statements above to them? Probably not.

At 80 million strong, Millennials now represent the most influential generation in the marketplace. They are quickly making up the majority of consumers and employees. So, for those of you saying that you don’t know how to manage this new generation, I have good news for you. You already are managing them.

Contrary to popular belief, managing Millennials isn’t that different from managing other generations. It just takes understanding their key motivators.

Millennials are motivated by having a work-life balance, a clear path for advancement and growth, and recognition for achievement. They are also more motivated if they believe in the value of the work. Does that really sound that different from Gen X, or even Boomers?