The Challenge Of Compensation BY TERESA HUNDT, OBERG ASSOCIATES Compensation is often a huge factor in deciding what jobs we take. I’m a good example of this. After years in edu-
Board Converting NEWS INTERNET DIRECTORY
ARC INTERNATIONAL www.ARCInternational .com
cation, I became a recruiter to provide my daughter a better life than I could as an educator. We all have bills to pay. Mort- gages or rent, car payments, electricity, and pesky things like food all cost money. So, most of us work jobs to afford the things we want and need. In addition,
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many people connect the money they make to their iden- tity and self-worth. It shows they have worked their way up the ladder or demonstrated some serious expertise in an area. For the most part, people just want to be paid fairly for their skills, knowledge, and the hard work they put in. Compensation As A Hiring Challenge Compensation is another stumbling block to finding the right person on a tough opening. The goal of the compensation conversation should be to find a number that is fair and reasonable for both sides. You want everyone to feel validated when it’s time to start a new professional relationship. But this isn’t always the way people look at it. A common problem we see when taking searches from clients is that they can’t, or won’t, pay fair market value for the opening they’re trying to fill. They’re looking for an A+ candidate with 20 years of industry-specific experience, a BSEE, an MBA, the person has to be left-handed, with great leadership skills, and experience with unions. But when they tell me their compensation range, it’s what a mid-C range candidate makes. You’re just not going to find success this way. Whether the problem is that you can’t pay fair market value, or maybe that you just don’t want to, there are three possible solutions: • Find the money to pay fair market value anyway. • Filling the gap with other job perks. • Lower your expectations. Finding The Money To Pay Fair Market Value The argument for finding this money comes down to this - how much is it going to cost your company to have the role empty, or to have the wrong person in the role? Will a bad hire make good employees leave? How much machine downtime might occur because the person you hired just didn’t have the juice to do the job? What is the opportunity cost if things stay the same, when the right person could have taken you to the next level? If the role remains unfilled, will you burn people on your team out as they do multiple jobs, but only get paid for one? How will the bad morale that stems from this affect
hhs is a global leader in advanced gluing, camera verifica- tion and quality assurance systems for the packaging indus- try. Zero-defect quality and elevated production speeds are key parameters in the manufacturing of corrugated boxes; hhs systems ensure efficiency and precision across the board. With hhs Xcam Box Monitoring and non-contact flap gluing of corrugated board, hhs offers every option for au- tomated quality assurance in the production of corrugated boxes with flexo folder gluers. BLOWER APPLICATION COMPANY (BLOAPCO) www.BloApCo.com BloApCo has served the corrugated industry since 1933 with a variety of scrap handling solutions, including Hori- zontal Floor Shredders, Trim Cutters, and Material Handling Fans and Conveying Systems. BloApCo Shredders allow for continuous shredding and pneumatic removal of sheet waste stacks of all sizes, roll slab, cores, carton scrap and much more.
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CORRUGATED MACHINERY SPECIALISTS www.cmsretrofits.com
Leading manufacturer and installer of quality retrofits, up- grades and replacement parts for S&S and Prime Flexo Folder Gluers. Specialists in reconditioning of S&S Flexo Folder Gluers, including ink, air and electrical systems.
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Corrugated Replacements, Inc. is a production powerhouse that manufactures high quality machine parts and replace- ment parts for the corrugated and paperboard converting industries. CRI can redesign, engineer, and manufacture any part while providing a rapid turn-around rate, keeping machines running at their peak performance and limiting down time.
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September 7, 2020
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