FBA Panelists (CONT’D FROM PAGE 24)
work off-shifts that are giving us problems. Like most of us in the room, demand is high for our products and that capacity is in our second and third shifts. We’ve come up with what we think are creative solutions for this problem. Kenyon : We’ve identified the issues and the challenges in trying to attract people to our industry and keep them. What are the solutions? McIlvane: We’ve had a tremendous amount of success with hiring fairs. The hiring processes are still there but at a hiring fair, they can all be done at the same time. You can interview the person, have them fill out an applica- tion, make an appointment at the medical center and even choose a hire date. The applicant doesn’t have to do all the back and forth. We used social media, web sites and flyers and had them distributed throughout the community in churches and restaurants and bulletin boards to get the word out about our hiring fair. About 60 people showed up. We could then process the applicants in a more efficient way and cut down on some of the time involved in interviewing and hiring. Kenyon : And where are you holding these job fairs? Are they at the plant or somewhere else? McIlvane : Our most recent one was at our plant. We brought in food trucks and entertainment, put banners up and really made a big deal out of it. It was successful. Bergwall : We have longer term plans to work on some CONTINUED ON PAGE 28
Kenyon : Tim, have you found any commonalities in your company? Bergwall : I feel that if we can get people in the door, we can win them over with our culture and we can keep them there. When we dug in to see why we weren’t hiring more people, we realized that our application process was just too difficult. We were asking hourly folks to go to our web site and sign on with a password and stay in touch with their computer, as opposed to their Smartphones. So we’ve revamped the application process for speed and ease. They can now do most everything over their Smart- phones. McIlvane : Similar situation. It’s been very difficult to find
hourly employees who are willing to go through the hiring process to the very end, partly because we make the process too difficult, even some of the simple things, like re- turning phone calls, showing up for appointments, and going to medical appointments. We have about five or
Bob McIlvane
six steps a potential employee has to go through and the chances of them completing all of them is very low right now. We see that across all of our plants. Our issue is more with hourly personnel. We can find people to work our first shifts, but it’s finding people to
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