I’m going to share a concept that will change how you think about hiring forever.
Ninety-seven percent of people are “Drifters.” Only 3% are “Pure Non-Drifters.”
This isn’t a judgment, it’s a framework from Napoleon Hill’s research on success. And understanding it is the key to building a team that performs consistently instead of constantly churning.
What Is a Drifter?
Drifters float through life without a clear Purpose. They react to circumstances instead of creating them. They blame external factors for their results. They give inconsistent effort depending on how they feel that day.
Drifters aren’t bad people. Most people are Drifters. But Drifters in sales roles will drift from your dealership to the next one offering slightly better pay or slightly shorter hours. That’s just what they do.
Signs of a Drifter: - No clear career goals beyond “make more money” - History of job-hopping without clear reasons - Blames previous employers for past failures - Uses language like “they didn’t give me…” or “I had no choice…” - Inconsistent effort, great when motivated, absent when not - Waits to be told what to do
What Is a Pure Non-Drifter?
Pure Non-Drifters have a clear sense of Purpose. They take ownership of their results, both successes and failures. They deliver consistent effort regardless of external circumstances. They act with Personal Initiative, without waiting for permission.
Pure Non-Drifters are rare. That’s why they’re valuable. And that’s why you need to learn to identify them.
Signs of a Pure Non-Drifter: - Clear goals and a plan to achieve them - Takes ownership of past results, including failures - Uses language like “I chose to…” or “I decided to…” - Demonstrates self-motivation and discipline - Has invested in their own development - Asks questions about growth opportunities, not just compensation
The Partial Non-Drifter
There’s a middle category worth mentioning: Partial Non-Drifters. These are people who understand they have a problem but don’t have the “how” to fix it. They have potential but need guidance.
With the right environment and mentorship, Partial Non-Drifters can develop into Pure Non-Drifters. This is actually where some of your best long-term employees will come from, they’re coachable, they want to improve, and they’ll be loyal to whoever helps them grow.
Interview Questions That Reveal the Truth
Stop asking generic questions. Start asking questions that reveal mindset:
“Tell me about a time you failed at something important. What happened?” - Drifter answer: Blames circumstances, other people, or bad luck - Non-Drifter answer: Takes ownership, explains what they learned
“What are you working on improving right now?” - Drifter answer: Vague or nothing (“I’m pretty good at what I do”) - Non-Drifter answer: Specific skill or knowledge they’re actively developing
“Where do you want to be in three years, and what’s your plan to get there?” - Drifter answer: Vague (“Making more money” or “In management somewhere”) - Non-Drifter answer: Specific goal with concrete steps they’re taking
“Tell me about a time you took initiative on something without being asked.” - Drifter answer: Struggles to find an example - Non-Drifter answer: Multiple examples, tells the story with energy
Warning Signs in the First 30 Days
Even with good interviewing, some Drifters slip through. Watch for these early warning signs:
- Frequently asks “Is this required?” or “Do I have to?”
- Waits to be assigned tasks instead of finding productive work
- Blames the leads, the inventory, the desk, or the market for slow start
- Checks out mentally when not actively with a customer
- Shows little curiosity about products, processes, or self-improvement
The Murdock Auto Group Approach
Murdock Auto Group grew from 1 store to 9 rooftops while maintaining dramatically lower turnover than the industry average. Their secret? They explicitly screen for Pure Non-Drifters using the Live Ready® framework.
They don’t just hire experience, they hire mindset. And when they find Partial Non-Drifters with potential, they invest heavily in developing them into Pure Non-Drifters through structured mentoring and the Readiness Mindset training.
The result: a team that scaled across 10 brands and grew one of their stores from 40 units to over 400 units per month.
The Math Is Simple
Every Drifter you hire costs you approximately $100,000+ when they inevitably leave, between recruiting, training, lost productivity, and missed opportunities. Every Pure Non-Drifter you hire becomes a long-term asset who develops, stays, and eventually helps you identify and train the next generation.
Hire five Drifters this year and you’ll spend $500,000+ replacing them. Hire five Pure Non-Drifters and you’ll build the foundation of a championship team.
The choice is yours.
Learn to identify and develop Pure Non-Drifters at your dealership. Our “Catch and Don’t Release” Master Class series gives you the complete hiring framework, interview guides, and development system. Register for the next session.