Build-Pride, a construction career advocacy organization, continues to gain momentum with the addition of Cornejo & Sons as an Associated Partner Company. Cornejo & Sons and all their subsidiaries are dedicated to providing quality services and materials to the construction industry in Kansas and throughout the Midwest. Exceeding their customers’ expectations and providing resolutions for their construction projects is a top priority for Cornejo & Sons. “Attracting and training quality employees for a career in the construction trades is vital for the continued growth of Cornejo & Sons,” says Jacob Wayman, Business Development Manager at Cornejo & Sons. “We’re excited to join our colleagues in supporting the work that Build-Pride is doing to engage students all across Kansas and showcase the opportunities to build rewarding careers in construction right here in Kansas.” Build-Pride was born in 2016 when a group of construction industry leaders recognized the looming threat they faced in recruiting enough talent to meet forecasted growth in their industry. Together, leaders at Zernco Inc., Hi-Tech Interiors, and Mahaney Roofing provided the seed funding that created Build-Pride and began a program of reaching out to students, parents, and educators across Kansas to create a better understanding of the lucrative opportunities provided by careers in the construction trades. “It’s exciting to see a leader in the construction industry like Cornejo & Sons join us in the Build-Pride movement,” said Ashley Thill, CEO of Zernco Inc. and board member at Build-Pride. “When leading construction companies band together, our resources are more effective in solving a common challenge to our industry.” Construction Career Advocacy Organization Continues to Gain Momentum to Fill Critically Needed Roles in Kansas Construction Industry CORNEJO & SONS JOINS BUILD-PRIDE MOVEMENT AS AN ASSOCIATED PARTNER COMPANY
Scaling a business is one of the most complicated challenges for entrepreneurs. Developing a model that allows for consistent growth while maintaining profit margins and effective systems is a substantial task for business owners. But once the proper blueprint is in place, a new test presents itself, and how well you perform will undoubtedly define the future success of your company. Hiring plays a significant role along a company’s path to success. It’s not a landmark or a checkpoint on the map; it’s the vehicle that takes you to your destination. Your business is only as good as the people who propel it forward. You need individuals who fit into your culture, possess the necessary skills to be effective, and have a desire to continue learning best practices if you’re ever going to achieve your goals. Some qualities are universally known to be linked to good hiring practices, but there’s still one important question that divides the masses: Do I hire for experience or potential? EXPERIENCE A degree- or trade-specific education can certainly lay a foundation for an employee to be successful, but experience provides specialized training that cannot be found anywhere else. An employee who has a working knowledge of their craft can provide a sense of security when hiring. With new employees playing such a pivotal role in growth, many employers want to limit uncertainty and ensure they aren’t gambling with their company’s future. But experience doesn’t equate to competency, which is why some employers elect to hire for potential. POTENTIAL The argument for hiring based on potential centers around two concepts. One is that by hiring someone with a bright future and helping them achieve their goals, you could gain the loyalty of that person and thus retain that employee for a longer time. This comes with the caveat that those who have potential also look for potential, so as an employer, it’s important to provide opportunities for advancement. The other argument is that potential combined with training can equate to a more effective employee in the long run. In truth, the disagreement that transpires is a moot point. You can hire someone with experience or an individual with potential and strike out just the same. All successful employees will have one important trait: passion. You can’t teach passion, but you can hire for it. What Matters More in New Hires? EXPERIENCE VS. POTENTIAL
Members of the Board of Directors include the following:
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Ashley Thill, Zernco, Inc. CEO
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Damon Young, Mahaney Roofing Vice President
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Scott Ludwick, Harbinger Concrete CEO
• Jason McCracken, Hi-Tech Interiors Chief Operations Officer • Michael Greenlee, Retired Sergeant, First Class, Build-Pride Chief Ambassador Build-Pride founding partners are Zernco Inc., Mahaney Roofing, Hi-Tech Interiors, and Harbinger Concrete. Associated partner companies include Cornejo & Sons and Diversified Construction.
More information about Build-Pride can be found at Build-Pride.com.
2 www.cornejocorp.com
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