Chick-fil-A is an extraordinary brand that customers love. It takes special people within the stores to deliver the Chick-fil-A brand experience. This program has been designed to help identify and recruit exactly the talented individuals that can do just that in a Chick-fil-A store.
Rob Bowman has been a highly successful CFA operator for 16 years in LaGrange, Georgia. BestWork DATA worked closely with Rob during a one year pilot program to create a hiring and talent management program specifically designed to meet the needs of Chick-fil-A store operators.
This program is easy to use and easy to understand, and with it, you can virtually eliminate bad hires. It also helps you see how to use the talent in your store in the most effective positions. Your managers will use it on a daily basis to help each employee build on their unique strengths and abilities to reach their full potential in the Chick-fil-A world.
An Amazing DATA Story
A federally and state-funded agency in Florida uses BestWork DATA as the foundation of its many programs that serve over 100,000 job seekers each year. Working with Celebrate Strengths, this agency has developed an extraordinary method of using DATA to match job candidates with specific jobs posted by local employers. This has resulted in what was in previous years seen as primarily a social services program now being praised as a favored source of job talent. Their success in putting tens of thousand of people back to work has been widely praised, but the most amazing statistic was yet to happen.
Through the efforts of the economic development team, a growing company was persuaded to open its new facility in that county, bringing many new jobs. The agency used its DATA-based methodology to match these new jobs to the candidates in their programs. As a result, they sent sixty individuals to apply for jobs in the new company. Each candidate carried DATA-based information showing how their strengths matched specific jobs posted by the company. 52 of the 60 candidates were hired for those jobs. This was an incredible percentage. Historically, if 5 - 10 were hired, it would have been applauded. 52 out of 60 was fantastic!
But wait. It turns out that those numbers were not exactly right. When this story was told at a recent conference, one of the directors of the agency felt compelled to point out the error. It seems that the 8 candidates not hired for those jobs, were instead hired for management positions, being deemed too qualified for the initial jobs. DATA-matching had actually gone 60 for 60!
DATA & The Car Dealership
Automobile dealerships have been eager users of assessments for many years. Unfortunately, the assessments that have been sold to them have often been of little use. Too often, they have been old adjective checklists, such as Predictive Index or Omnia, or even DISC-based products that should never have been used for hiring. It is not that these did not provide some value. It is just that their results were so far from what was really possible with newer tools using newer methodologies based on newer science. It was like needing transportation and getting a bicycle instead of a car. It beat walking, but really…?
This is a short story about how DATA was used in a car dealership…to great success with real profitable results. It begins in Florida at a large new car dealership. The sales manager typically interviewed all applicants for sales jobs. This obviously took time that was not spent driving sales, but was necessary because of the turnover in the sales team. They began testing 100% of the sales applicants, even asking them to complete the online questionnaire before coming in to the dealership. The DATA clearly showed if the candidate lacked the hard-wired strengths and abilities to persuade prospects to make buying decisions. It also showed how much energy and enthusiasm the candidate could put into their sales presentations of the cars. By just looking at these two factors, the sales manager was able to screen out 80% of the applicants without taking the time to interview them. This freed up time that could now be used to develop the salespeople, push sales and assist in closing deals.
The most profitable difference came after the salespeople were hired. Traditionally, a new salesperson had taken, on average, about six weeks before they made their first sale. The salespeople selected and hired with DATA made their first sale in the first two weeks. There were more benefits of course, but is this not enough to inspire you to learn more about DATA and car dealerships.
