September 23 - 25, 2018, The Scottsdale Resort, Scottsdale

Doug Bryant

Vice President, Human Capital Management
Sonic Automotive

1:20 PM The Employee Experience of a High Performance Culture

Don’t believe the tech bubble hype. There’s a lot more to creating a high-performance culture than catered lunches and ping-pong tables. Ultimately, a high-performance culture is a high-profit, low-turnover environment that inspires people to collaborate freely and perform at the top of their game. In the words of one performance management guru, it’s about “stoking a fire within people, not under them.” In other words, it’s about aligning talents with passions to boost productivity and eliminate time-wasting processes. All this comes together in an organizational culture that reflects itself in office values, reward systems and day-to-day behavior. In this panel discussion, learn more about:

  • The importance of defining business critical roles and filling them with A-level players
  • Identifying leadership capabilities
  • Why an engaged employee is 44% more productive than a satisfied worker, but an employee who feels inspired at work is nearly 125% more productive than a satisfied one
  • How to identify organizational drag — time-wasting processes that keep people from getting things done

4:10 PM Using Pre-Hire Assessments for Business Recruiting Success at Sonic Automotive

Sonic Automotive scaled rapidly into a Fortune 500 company by reinventing the auto sales experience with one-price selling and training sales associates who work alongside customers from beginning to end. To hire the right type of staff in high volume, the company leaned heavily on pre-hire assessments. Deployed effectively, hiring assessments can boost employee performance, lower turnover and speed up your time-to-fill metrics. To be actually useful though, employers need to have a detailed and robust description of what skills and traits they are hiring for. This competency model should identify what makes your existing employees so successful in their roles. The assessments need not be confined to just the pre-hire cycle but can be used internally to identify leadership potential and future promotions. In this session, learn more about:

  • How Sonic Automotive surveyed its existing employees to create a competency model for high performers
  • What assessments can and can’t do, as far as supplementing an interview conversation with the candidate
  • How to create assessments that reduce the risk of the test being “gamed” by applicants

Check out the incredible speaker line-up to see who will be joining Doug.

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