Realigning Hiring Practices: A Call for Authenticity in the Automotive Dealerships and Beyond

I'm no degreed HR guru; I'm creative at heart and in practice. But my journey has been a rollercoaster through the employment landscape, dotted with triumphs and missteps across various companies.?

There were times I landed roles I wasn't quite cut out for or jobs I loathed, all in the name of a paycheck. Not my brightest moments, but "Rich Dad, Poor Dad" wasn't on my reading list back then.

There have been instances where I've had to hire someone just to fill a gap – a 'good enough for now' approach that, let's be honest, aligns more with desperation than strategy.?

I've learned the hard way that being on either side of a misfit – whether as an employee in the wrong job or an employer with the wrong person – can be a wrecking ball to morale and finances. While companies might weather the storm of a hiring misstep, the individual on the receiving end might bear scars that last years.

So here are my two cents – not from the lofty heights of HR academia, but from the trenches of real-world experience. These insights aren't just about avoiding pitfalls; they're about sparking a dialogue that could, just maybe, steer us away from career calamities and towards a more fulfilling professional life.

The Charade of Current Hiring Practices

Picture the current hiring scene: a SoundCloud of buzzwords, resume inflation, and a parade of experience that often misses the mark. It's a dance where employers and prospective employees warily circle each other, both playing roles they think are expected. This song and dance, especially prevalent in the automotive dealership hiring process, is a glaring misalignment of intentions and realities. It's time for a radical overhaul.

Flipping the Script: Seeking Passion, Not Just Positions

What if, instead of this antiquated dance, we focused on igniting and aligning passions with the raw truth of a company's culture? This isn't about filling a vacancy; it's about creating a synergy between an individual's zeal and a company's ethos. And, if done right, it could inspire a candidate to find what they're genuinely looking for.

We must dive deep, understanding the multifaceted human motivations, as Jordan Peterson urges, and align them with what companies genuinely offer – beyond the shiny interviews.

The Unvarnished Truth About Company Culture: A Deeper Dive into Authenticity

Let's take a hard, unflinching look at the current state of company culture in any industry—I happen to write for the automotive industry, but this is for everyone.?

It's high time we ditched the glossy fa?ade and embraced the raw, unfiltered truth of who we are as organizations. This honesty isn't just refreshing; it's fundamentally necessary. It's about allowing potential employees to gauge their true fit within the company's culture and real challenges, not just the manicured image in shiny and highly scripted interviews.

First, Identify Your True Culture

But here's the kicker: do you, as a company, really know who you are? Beyond the polished sales pitches and the romantic vision statements lies your true identity. Have your leadership teams honestly, sat down and peeled back the layers of corporate speak to reveal the genuine core of your company? This introspection goes beyond a routine boardroom exercise. It's about conducting a candid, introspective audit of what your company stands for, minus the sugar coating.

Beyond Conventional Testing: Embracing Reality

We're discussing an examination that transcends the standard Meyers Briggs and other personality assessments. It's about looking hard in the proverbial mirror and asking: "What do we represent as a company?" If the answer is a relentless drive for profitability regardless of how we treat our employees, then so be it. The key is to own your reality.

But remember, the culture you foster internally will invariably reflect in the type of employees you attract and retain. If your company thrives on a high-octane, profit-driven environment, finding individuals who share that ethos is crucial.?

And the only way to truly determine this is through thorough, honest testing - both for the company and potential employees. It's about matching the objective truth of your company culture with candidates who genuinely resonate with those values.

Embracing Transparency in Hiring

This approach calls for a new level of transparency in the hiring process. It's about being upfront about what your company culture entails – the good, the bad, and the ugly. This clarity enables candidates to make informed decisions, aligning their personal goals and values with the reality of the workplace they're entering.

A Call for Authentic Alignment

In essence, this isn't just about hiring; it's about creating a sustainable, mutually beneficial relationship between a company and its employees. When both parties are transparent and honest about their expectations and values, the likelihood of disillusionment and turnover diminishes.?

It's a strategy that fosters long-term satisfaction and success, both for individuals and the organization as a whole. In an industry as dynamic as ours, where innovation and authenticity are key, embracing this level of honesty and alignment isn't just advisable; it could be life-changing for others.

Getting Deep with Jordan Peterson: Understanding Human Motivation

Jordan Peterson's insights into human behavior aren't just academic; they're the blueprint for redefining how we approach hiring. It's about seeing beyond the resume and understanding the person - their story, ambitions, and journey. This approach requires a transformational shift from viewing employees as resources to recognizing them as individuals with unique stories and potential.

The Ziglar Approach: Helping Others to Achieve

Zig Ziglar's philosophy of helping others get what they want aligns perfectly with this new hiring paradigm. It's about creating roles that genuinely enrich lives while driving the business forward. This approach transcends traditional notions of job satisfaction, moving towards a model where work is a meaningful part of personal growth and fulfillment.

Empathy and Support: The New Cultural Norms

In this reimagined hiring landscape, empathy and support become the cornerstones of company culture. It's about understanding and aligning personal aspirations with the company's vision, leading to roles that are more than just jobs - they're part of an individual's journey of growth and self-realization.

From Transactional to Transformational Leadership

The shift to transformational leadership is vital in this new paradigm. Transformational leaders don't just manage; they inspire and empower. They see their role as enabling their team to reach their full potential, resonating with Peterson's and Ziglar's teachings.

Building Teams Around Individual Strengths

In this new framework, team formation is about harnessing individual strengths and passions. Encourage projects that allow exploration of interests and skills, leading to teams that are not just effective but also innovative and passionate about their work.

A Win-Win for All

Adopting these principles can revolutionize the workforce. It creates a dynamic where the individual's success contributes to the whole's success and vice versa. This approach is not just beneficial for profits; it's crucial for fostering a sustainable, human-centered business ethos. In this model, both the company and its employees find fulfillment, purpose, and growth, creating a positive cycle that drives the industry forward. This isn't just a dream; it's a necessary evolution for the future of business.