Sandy Zannino – DealershipNews.com

Your Response Matters

Sandy Zannino — Wed, 05 Feb 2020 18:12:11 +0000

Your response to a claim of harassment or discrimination MATTERS. Here are a few tips!

I am not an attorney and my videos are not meant as legal advice

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Are Your OSHA 300s Ready?

Sandy Zannino — Mon, 03 Feb 2020 18:18:57 +0000

It’s time to post the OSHA 300 summary log of workplace injuries and illnesses! February 1-April 30!

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5 Tips for Company Holiday Parties

Sandy Zannino — Fri, 06 Dec 2019 23:26:23 +0000

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Narrator:
Industry insights from Innovative Auto HR. Here’s Sandy Zannino.

Sandy Zannino:
Hi, everyone. And happy December. Welcome to another mini episode of “Auto Dealer HR, Ain’t Nobody Got Time For That.” It is one of my favorite times of the year. Christmas is coming. And with it comes one of my other favorite things… parties. Anyone that knows me knows how much I love parties. I’m always the first one and the last one on the dance floor.

Sandy Zannino:
And I really do love holiday work parties. It’s a time to dress up, relax, have some fun, and celebrate the year’s accomplishments with the people that we spend the majority of our time with. As much fun as company parties can be, they can also come with some risk for the company. I recently read an article where there were companies surveyed and only 65% were planning on having a holiday party this year. This is kind of in response to #metoo. So if your organization is having a party this year, I thought I’d bring you my top five tips for safe, fun and sane company Christmas party. You can also do a Google search and find plenty of articles on this topic, but these are my top five.

Sandy Zannino:
1. Limit the alcohol. Don’t have an open bar. One idea is to give one drink ticket and then have a cash bar.

Sandy Zannino:
2. Designate someone or a few someones depending on how many people you have attending to be the key taker. For those partiers who may not be able to drive safely.

Sandy Zannino:
3. Think about setting up in advance some alternate modes of transportation, Uber, Lyft, good old fashioned taxis. These are a couple ideas.

Sandy Zannino:
4.Think twice before making your party a mandatory event. I’ve had this question recently. Remember that mandatory usually means compensable.

Sandy Zannino:
5. Make sure your managers understand that although they may be off the clock and at a social event, they and their actions still represent your company.

Sandy Zannino:
So I hope you found something valuable in this mini episode of “Auto Dealer HR, Ain’t Nobody Got Time For That.” And feel free to share if you did. As always, wishing you a happy day. And see you next time.

Narrator:
Join us again for more industry insights from Innovative Auto HR.

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Don’t be so Old School!

Sandy Zannino — Thu, 31 Oct 2019 18:34:15 +0000

One of the biggest challenges in our industry is attracting and retaining top talent. We have struggled with chronically high turnover for as long as I’ve been around—and that’s been a while…this December will mark the beginning of my 22nd year in our wild and wonderful business! Our astronomic turnover doesn’t seem to change no matter how much we yammer on about culture. I have some opinions about that but that is another article isn’t it?

What I felt compelled to write about after helping someone fill out an online application is this: Dear Lord……please stop making it SO hard for people to send their initial application!!!!! The entire process should take literally a few minutes not almost an hour for God’s sake!

I get it…..I really do. I used to be a stickler for having the entire application filled out right off the bat. And I do still advocate for a full application collected in the hiring process. I want that application that requests information that I want to know versus the resume which is information the candidate wants me to know. I still believe that this is very important and can lead to discovering critical information about your candidate. I’ve simply changed my mind about WHEN I want that information. And if you just can’t see your way to changing it, PLEASE don’t put fields like date of birth on your application. Are you asking for a ADEA (Age Discrimination) suit? Again, another article.

But seriously, times have changed people. We are not living in the same world we did even 5 years ago. My perspective has changed in the last few years and I believe that we need to keep it simple and make the process faster. Get the long tiresome application later in the hiring process. Please.

Why you ask?

Well, I’ll tell you. It’s pretty simple really.

Because you are going to lose candidates.

We are operating in a very interesting employment environment. In the beginning of October the Department of Labor posted that for the 18th month in a row there were more job openings that people to fill them. Think about that for a minute. For a year and a half employers have been in competition for candidates that have a LOT of options.

Additionally, we have historically low unemployment rates AND the workforce is filling with new generations. Did you know that in just 4 very short years that 75% of our entire workforce will be made up of Generation Z & Millennials? To top this off our Boomer generation is finally retiring—not only leaving a physical talent gap but also a skills gap. In our industry, many of these Boomers hold our top management position. Do you have a succession plan for this?

So………..

So, we have candidates with options, very different wants and needs, who are doing EVERYTHING with their phone—and won’t be spending an HOUR to fill out an application for a position they MIGHT want to take. Chances are they are already working and if they are dissatisfied and looking for a new employer they are going to apply with the company that gets them. And if you don’t make the process quick and easy—that’s not you.

So, rethink your application process—who knows what amazing new talent you are missing and gifting to the competition with an archaic process. The talent pool is smaller than the ocean of open positions plus they are vastly different in their expectations.

So, don’t be so old school in your recruiting strategies. Update your thinking, update your process, update your application, update your ATS (my favorite is www.automotohr.com). Make it simple, easy, and mobile friendly. Talk to candidates—sell them on your dealership and your employee value proposition (yes, another article)—THEN once YOU know you want them, and THEY are convinced they want YOU—get them to fill out the application.

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Sandy Zannino: EEO 1 Survey

Sandy Zannino — Fri, 19 Jul 2019 19:20:33 +0000

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Holiday Work Parties IAHR ADHR

Sandy Zannino — Wed, 05 Dec 2018 21:33:50 +0000

It’s that time of the year! Lights, Presents, Good Cheer & Christmas Parties! Have a fun, safe & sane Holiday Work Party!

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Keeping PROFITS Safe

Sandy Zannino — Tue, 27 Nov 2018 20:24:56 +0000

Do your managers know the basics to keep you, your dealership, and your PROFITS safe?

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Are you familiar with the upcoming FLSA rules?

Sandy Zannino — Mon, 12 Nov 2018 17:10:39 +0000

The Department Of Labor has announced a new time table for revisiting the rules for FLSA. Now is a great time to make sure your dealership is safe! Become familiar with overtime exemptions and more.

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Arbitration is coming up in SCOTUS this term.

Sandy Zannino — Wed, 10 Oct 2018 21:11:00 +0000

Arbitration is coming up in SCOTUS this term. KENTUCKY just became the first state to prohibit mandatory Arbitration as a condition of employment. NOW is a good time to review your agreement and delivery process.

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NEW FCRA SUMMARY OF RIGHTS!! USE IT NOW!

Sandy Zannino — Wed, 03 Oct 2018 15:58:30 +0000

FCRA–I know, it’s a shock to realize that FCRA must be followed when conducting pre-employment background checks. Dealers should check that their process is compliant. I advise NOT relying on your background check company. They won’t be paying your fines for your internal processes.

There is a recently published and updated Summary of Rights–See the video and get the new form. Don’t have a needless and frankly silly lawsuit because of not following process.

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