Parts Counter and Telephone Sales

With the rapid changes we have experienced in our industry, we have reached the point where the skills and the knowledge of our employees is a critical difference in developing and maintaining our relationships with our customers. The changes we face include machine design, computerization of componentry, telematics, and the use of exotic materials. Additionally, the technology within dealer management systems continues to progress at a rapid pace with VoIP, AI, and “smart” systems to name just a few. And each of the OEM’s has or is in the process of developing electronic catalogues allowing customers to place orders directly to the dealership.

The comprehensive skills assessment covers all of the topics and subject matter required in the course of performing the telephone and counter sales job function. In assessing this job function we have taken all of the classes involved in selling and created a skills assessment questionnaire. We have taken the 900 questions, from the pretest and final assessment, from all of the classes offered for Counter and Telephone Selling. We have taken all of these questions and boiled them down to ninety essential questions. Each question has an answer within a multiple-choice selection.

The results from the CSA, Comprehensive Skills Assessment, categorize the skills and knowledge of the individual being assessed, into one of our three levels of accomplishment: Core, Advanced, and Expert.

These assessments can be used, in conjunction with background checks and interviews, to screen applicants before they are hired. They should also be used in the annual performance review with each employee. They can even be used as a foundation piece of information related to the wages and salaries paid to the employees. Finally, and this is the genesis of the creation of the comprehensive assessment skills, the assessment has been developed to be used to create a specific employee development program for each employee in the parts and service business teams.