Auto Dealer Strategies and Solutions

How We Serve Auto Dealers

Three persistent personnel problems found in most auto dealerships include:

Turnover – Hiring on a whim and losing people quickly are severe problems for many dealerships
Promotion – Elevating the wrong people into key positions is exceptionally risky
Development – No applicant arrives at your front door in perfect condition. They need coaching and training

Our team provides practical, businesslike solutions to all three of these important personnel challenges.

Eric Samuelson

President

The founder of Winslow Solutions, Eric Samuelson, is the son of a former Ford dealer in Baltimore, MD.

He’s especially attentive to, and aware of, the needs, opportunities, and personnel challenges facing Auto Dealers and General Managers.

Over the last thirty years, he has used this assessment and unique hiring practices to assist several hundred Dealers throughout North America, both single-point and those with 50 rooftops.

The Winslow Profile is at the Heart of Our Entire Process

Dealers appreciate that we accelerate and deepen their insight into the personalities of their candidates and current team members. The Winslow Reports provide precise detail on 24 unique traits, collapsing the time needed to properly understand an individual’s likely behavior.

We also provide an effective framework for growth which empowers both the Dealer and the employee. Our accurate, reliable Reports are designed to maximize performance and minimize unproductive behavior.

Unlike other assessments, The Winslow Profiles & Reports were created by business executives for business use.

The Winslow Profiles and Reports development team also included participation by professors of psychology at Stanford, Cal State at Berkeley, San Jose State and San Francisco State.

Winslow Traits Analysis

We measure 24 personality traits on a scale of 1-10 to predict an individual’s likely behavior. We then provide a comprehensive report of that individual’s unique personality.

Winslow Position Overlay

We identify the (un)desirable behaviors associated with a variety of jobs. Our unique position overlay compares the individual’s personality to the requirements of each job.

Winslow Position Analysis

When used for career-related purposes, we provide a single “bottom-line” number, called the “Participants Net Score”, which indicates an individual’s suitability for a particular position. We also identify the specific concerns that will require an employer’s attention.

The Winslow Assessment is scored instantly and offers guaranteed validity on each and every report, unlike any other psychometric instrument on the market.

Accuracy ensures that the participant paid attention to the wording of the assessment questions, and was undistracted during the process.

Objectivity ensures that the participant provided objective and unbiased answers. Put simply, we detect if participants are presenting a favorable image of themselves.

If participants provide inaccurate or positively biased responses, we recycle the Winslow password and invite them to retake the assessment at no additional charge. Far from being seen as a nuisance, we invite you to look at this process as an example of our integrity.

Click here to view our new Interactive Winslow Report

Winslow University

The Winslow University offers a variety of self-paced, online, guided learning courses. Our Foundations Series includes the three courses shown below. Mastering the principles taught in them will assist automotive managers to save time, reduce frustration, and significantly improve productivity.

Winslow Assessment
Basics

This workshop describes the 24 personality traits measured by the Winslow Profile, also describing the likely behaviors associated with each of them. We also describe the unique Winslow Position Analysis and the way to extract maximum value from the various Reports we produce.

The Confident Coaching Process

This workshop introduces Performance Coaches and Human Resource Specialists to a unique style of coaching. We demonstrate how to integrate the results of a participant’s Winslow Assessment into a redemptive, practical, solution-oriented conversation.

The Confident Hiring Solution

This workshop describes the five-step process which filters out unsuitable job candidates helping to choose the person with the highest probability of success. This process saves time for managers and greatly increases the likelihood of hiring the best available candidate.

The Leadership Snapshot™

The Leadership Snapshot™ is a powerful examination of the culture and personality structure of the management/executive team within your organization.

During our comprehensive and exacting process, we:

Identify the leaders to be included in the Snapshot
Administer the Corporate Culture Survey
Invite each participant to take the Winslow Assessment
Provide a 45-page Report to each participant
Offer a Debriefing worksheet to better understand each individual’s personal goals
Assign a Winslow Coach to conduct a one-hour Profile Debrief for each person
Provide a 15-page Manager’s Report for each participant in the program

The Winslow Solutions team then conducts an analysis of the culture survey and individual profile findings, drawing valuable conclusions after sorting and aggregating the data.

Finally, we conduct a two-hour Executive Briefing to review our findings, identify systemic problems in the organization, and offer practical, businesslike solutions.

The Confident Hiring Solution™ + App

The Confident Hiring Solution™ is a revolutionary approach to hiring which quickly filters out all of the unsuitable candidates. This means you will only spend time interviewing highly qualified individuals.

Our CHS app is a robust tool which significantly streamlines the hiring process. Initially our system conducts an online interview with your hiring manager to discern the unique aspects of each position in your organization. You’ll also be invited to add Evaluators from your organization, which broadens the inclusivity of the selection process. These methods, and others, ensure greater precision when selecting candidates.

Our process bolsters our client’s confidence when hiring new staff members.

We merge our unique process with state of the art technology to provide you a simple, user-friendly experience, ensuring that you place the right people in the right jobs in your organization.

Federal Guidelines on Employment Testing

Some misinformed managers believe that testing of applicants is illegal, or that the use of assessments in the selection process invites litigation. Nothing could be further from the truth. The EEOC, FEPC, Department of Labor, Department of Defense, U. S. Supreme Court, and other state and federal agencies have all declared that valid and reliable assessment programs contribute substantially to an equitable and non-discriminatory selection, placement, and development policy. Further, their position is that assessments can be an organization’s strongest defense against discrimination and wrongful termination law suits. The probability of employee litigation is significantly higher for organizations that do not use tests, than it is for organizations that do. This is because the courts are ruling that it is the responsibility of the organization, not the applicant, to determine the applicant’s suitability for the position. The best method to determine suitability is behavior assessments.

Department of Labor

“The order is founded on the belief that properly validated and standardized tests, by virtue of their relative objectivity and freedom from the biases that are apt to characterize more subjective evaluation techniques, can contribute substantially to the implementation of equitable and non-discriminatory personnel policies. Moreover, professionally developed tests, carefully used in conjunction with other tools of personnel assessment and complemented by sound programs of training and job design, can significantly aid in the development and maintenance of an efficient work force.”

Equal Employment Opportunity Commission

“The guidelines in this part are based on the belief that properly validated and standardized employee selection procedures can significantly contribute to the implementation of non-discriminatory personnel policies, as required by Title VII. It is also recognized that professionally developed tests, when used in conjunction with other tools of personnel assessment and complimented by sound programs of job design, may significantly aid in the development and maintenance of an efficient work force and, indeed, aid in the utilization and conservation of human resource generally.”

Supreme Court at the United States

(Willie S. Griggs vs. Duke Power Company)

“Nothing in the Act precludes the use of testing or measuring procedures; obviously, they are useful. What Congress has forbidden is giving these devices and mechanisms controlling force, unless they are demonstrably a reasonable measure of job performance. Congress has not commanded that the less qualified be preferred over the better qualified simply because of minority origins. Far from disparaging job qualifications as such, Congress has made such qualifications the controlling factor, so that race, religion, nationality, and sex become irrelevant. What Congress has commanded is that any test used must measure the person for the job, not the person in the abstract.” View Case

Call us at 804-798-3355 or email us at info@winslowsolutions.com to see a demo or speak with a Winslow Consultant. Or fill out the form below.