Quick Quiz: What Grade Would You Give Your Hiring Process?

Give yourself one point for every “Yes” answer.

• We contact qualified candidates within two business days of identifying them.
• We keep candidates informed throughout the hiring process even if there isn’t a major update.
• Every interviewer has a clear role and doesn’t simply repeat the same questions as everyone else.
• We can usually move from the first interview to a hiring decision within a reasonable timeframe.
• Candidates leave interviews with a positive impression of our dealership, whether we hire them or not.
• We can clearly explain our compensation plan, benefits, career path, and company culture.
• Our onboarding process is planned before a new employee’s first day, not after they arrive.
• We ask recruiters or candidates for feedback after searches so we can improve our hiring process.
• We regularly review our hiring process instead of waiting until a position becomes difficult to fill.
• We treat recruiting as an ongoing business function, not something we do only when there’s an opening.

Your Score

9–10 points: Honor Roll – Your hiring process is likely giving you a competitive advantage. Keep refining it as candidate expectations evolve.
7–8 points: Passing, but Room for Improvement – You’re doing many things well, but addressing a few weak spots could make the difference between landing a good candidate and a great one.
5–6 points: Needs Improvement – Some elements of your hiring process may be creating unnecessary obstacles. Identify the gaps and implement incremental changes before your next search.
0–4 points: See the Teacher – Your dealership may be losing qualified candidates before you even realize it. It may be time to take a fresh look at your hiring strategy or to enlist the help of an experienced recruiting partner to identify opportunities for improvement.