FBA Panelists (CONT’D FROM PAGE 26)
well in the interview, we offer them a position right then on site, pending some testing. The applicant comes away from the hiring fair knowing they have a job. Kenyon : Yes, you want to continue to have a conversation with them about your company as they are onboarded. Bob, can you explain what happened at The Royal Group that was unexpected? McIlvane : We were making the assumption that when peo- ple come to work for us that they are prepared to work in a box plant. They may have a good resume, interview well, be well-spoken and professional but when they are put on the job, we discovered they were totally unprepared to work in a box plant environment. I was astounded to learn that very few people who come to work for us even know how to read a ruler. We’ve developed a new position, Manager of Re- cruitment and Retainment, which is not so much a hiring process as it is a retaining process. If we could retain 25 percent of the people who interviewed with us, we would have enough people to work at our plant. We need people to spend time with new employees. You cannot expect a production manager, as busy as he is, to take the time to onboard them, too. We need to continue to do more to help our new employees stay and to bridge the gap. McIlvane : I agree. A lot of times people come in not tru- ly understanding what their day is going to look like. So we’re spending more time sharing with them what the job
more flexible schedules in our plants. We’re also working on having part-timers for customer service roles. What we keep coming back to is that the most important salesper- son that we have right now is the recruiter, the person or employee who can bring in new talent. We have an inter- nal “bounty program.” If someone brings in a new employ- ee and that employee stays for 90 days, the recruiting employee gets paid. Our employees have to be our new sales force for bringing in new employees. Kenyon : And it’s not necessarily about selling the industry, it’s selling your company. Malo : Yes. Like Tim has done, we need to get our employ- ees more involved in the process by providing them with
an incentive to bring new people in. But once we have a new employee, we need an “ambassador,” an exist- ing employee, to help the new peo- ple with the onboarding process. In the past year, we’ve seen new employees coming in, leaving on a break and simply not coming back to
Charles Malo
the job, which I’ve never seen before. We’ve also invested a lot in job fairs so potential hirees know exactly what they are getting into. If they don’t want to do the job we’re offering, it opens the discussion for an- other position they may be interested in. If the hiree does
CONTINUED ON PAGE 30
Let’s Tell Our Recycling Story
Investment, Jobs Created, Tons Produced
Rick Van Horne, Director of Creative Marketing srvan614@me.com Corrugated Supplies Corp. LLC
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April 25, 2022
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