18 minute read
VIEW FROM 30
RAISING THE BAR ON RECRUITMENT AND RETENTION
by Lindsey Munson, editor, The American Mold Builder
Business gurus often talk about the view from 30,000 feet – the big picture that provides a look at overall operations. Perhaps, however, the focus should be on the view from 30 feet – a close-up of specific processes and procedures that make an impact now.
A leading manufacturer is raising the bar when it comes to recruitment and retention, and its strategy is not complicated – focus on the employee journey straight out of the gate!
RESPONDING WITH ACTION
Pyramid Molding Group (PMG) a nimble and adaptive company in Rockford, Illinois, is independently owned and operates on the concept of “growing its own talent.” PMG is the parent company of Industrial Molds and Pyramid Plastics, combining the talent and expertise of toolmaker and molder with over 50 years in the plastics industry.
In 2020, when the job market tightened due to the pandemic, PMG responded by evaluating employee compensation, restructuring benefits to deliver top-of-the-line options and making adjustments in its entry-level plastic machine operator roles. These smart, necessary and simple tactics were focused on investing and responding to employees’ hard work and skill development – building a strategy centered on attracting, recruiting and retaining in-demand, highly skilled talent in the industry.
PMG employees saw their pay increase on average by 18.1% in 2021; this created a competitive pay opportunity against industry competitors. Additionally, “We introduced an employee referral program of $1,500 per hired referral, paid out in three installments over six months,” said Becca Peterson, PMG director of sales. “According to Chris Paulson, our human resource specialist, we have hired 12 referrals so far, from skilled to entry-level positions.” Brook Pond, PMG corporate recruiter said, “We believe in investing in our people!”
THE BUILDING BLOCKS TO RECRUITMENT SUCCESS
With what once was a one-person human resources department, PMG leadership knew the company needed to adapt to the challenging times and hired a full-time recruiter. “We had a vision for the position,” Peterson said. “This talented individual would manage the full-cycle recruiting process, including posting job descriptions, initiating screening calls, scheduling interviews and facilitating offers and employment negotiations.”
Peterson elaborated, “The recruiter also builds a candidate pipeline of ‘active’ and ‘passive’ talent by finding and screening candidates and tracking them in PMG’s applicant tracking software. This person is public-facing, partnering with local high schools, colleges and technical schools to gain access to emerging students. This individual also needed to be able to sell the benefits of joining our team.”
Pond joined the team in 2022. With her on board and Paulson in place for HR support, PMG now has its human resources department set up for success and the skills in place to manage the full-cycle recruiting process to deliver efficiently and effectively, from filtering applications to interviewing candidates and then onboarding top talent for the company. Sounds easy, right? Not so fast! A recruiter is challenged with locating the future of a company and is the pillar, Pond said, of PMG’s recruitment efforts. “When searching for new employees, it’s not a search for ‘talent,’ but rather for a candidate who will fit with the company culture and shows potential,” she said. “From there, the employee can be trained.”
When mapping out a recruitment plan, it is key to know what to do and what not to do – or what a company should stop doing. This requires evaluating the internal and external workings of the company and then taking actionable steps to adjust the plan. Peterson said, “We made decisions about what we’re not doing anymore: No more print ads, and no more job fairs. They have been non-existent over the last two years due to COVID-19 and still have not bounced back.”
High school students tour PMG’s Industrial Molds facility.
PMG also restructured to better meet current and potential employees in the middle, offering them value-added positions and growth opportunities. Peterson elaborated: “Paulson helped us move from a temp-to-hire model at Pyramid Plastics to direct hire only about one year ago. We previously had staffed about eight to 12 temporary employees at any given time. Hiring direct allowed us to increase our entrylevel, starting wages and gain control over the messaging and value proposition being communicated to potential new hires. New hires also receive benefits upon hire in, instead of having to wait to complete the 90-day temp-to-hire period.”
By being intentional with its recruitment strategy, PMG and its parent companies now have the building blocks for success in hiring skilled talent and industry professionals who contribute to its positive company culture and deliver results.
CONNECTING AND COLLABORATING
Peterson credits social media efforts for some of PMG’s recruitment advancements. “We have tried to grow our social media following organically, including Facebook and LinkedIn,” she said. “We doubled our LinkedIn following from 551 followers in November of 2021 to 1,041 followers today. We encourage our employees to follow us and reshare our posts with their network.”
Beyond the internet, PMG knows the importance of connecting with a handshake and face-to-face conversations. Pond said, “We have focused a lot of energy on connecting with youth in our community. As manufacturing is not always the first career path for young adults, and students seem to be more encouraged to pursue other fields, we are trying to engage with local high school and community college students to show them the value of working in manufacturing.” To aid in deepening that connection, PMG has thrown its doors wide open to expand its recruitment pool with the next generation of the industry. “If they are interested, we are happy to offer them tours and connect them with any open positions,” Pond explained.
The cornerstones of PMG’s evolution in its recruitment success are the collaborative efforts with its community partners and schools and its outreach to the next generation of potential manufacturers. Connecting these efforts for PMG starts in-house, with employees and leadership giving facetime to Rockford’s local high schools, technical schools and the college, creating partnerships and providing incentive offers, such as $5,000 per year tuition reimbursement. Company leadership works with Rockford Public Schools’ College and Career Academy to assist with student mock interviews; offer halfday job shadows for juniors and seniors with an interest in engineering; and open its doors for plant tours.
ACTIONS SPEAK LOUDER THAN WORDS
PMG deploys key retention actions, building its philosophy on a company culture that is evident and inclusive the moment a new employee walks through its doors. “We welcome our new hires with a gift bag of goodies and a handwritten note,” said Peterson.
The effort to make new employees feel an immediate connection with their new employer doesn’t stop there. “Our recruiter conducts a seven-day new employee check-in, and our recruiter and human resource specialist conduct a 30-day check with all new hires (hourly and salaried employees),” Peterson said. “This is a scheduled meeting with our new hires to find out how they’re liking the position so far, where they see themselves going with the company in terms of career goals and if there are any concerns that need to be addressed.”
Continuing, Peterson noted, “We want to not just say that we care, we want to show it and establish open lines of communication.”
When a company creates job roles that have specified advancement opportunities, coupled with leadership communication, employees have the potential to grow and prosper, which increases retention rates. Peterson shared, “We have an advancement program for entry-level machine operators at Pyramid Plastics. Once they reach certain levels
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of training, they receive an increase – it’s not just a yearly increase based on tenure; instead, the pay is for performance and there are three levels they can attain.”
She continued, “Beyond this, we always try to promote from within, whether it’s into our quality or logistics department. We look to train and promote dedicated employees who fit into our work culture, rather than hiring from outside.”
PMG sponsors employees at Industrial Molds who would like to get their Journeyman Tool and Die Certification through Rock Valley College, which entails night classes over a number of years. Peterson said, “The company pays for tuition and books, and the employee receives not only the certification but also its associate’s degree. We just had four employees start the program!” In addition, Pyramid Plastics offers employees an opportunity to increase their skills through online training offered through Paulson Training Programs, Inc.
Passionate not only about retaining its employees but also about growing and developing them, PMG has emphasized connection – both on the job and in the community. Peterson said, “We have quarterly meetings for communication and hold holiday meals to get everyone together. Last year, we had our first companywide Christmas party in over 10 years. We also encourage employees to network and facilitate their involvement in outside organizations for their own personal and professional growth.”
THE WORK NEVER ENDS
PMG is far from done “growing its own” – a concept that is the driving force behind the company’s recruitment and retention success. “Our customers keep us motivated to consistently keep employee recruitment and retention front of mind,” Pond said. “We don’t ever want to be forced to turn away a new customer due to staffing shortages.”
With customers in the queue and job opportunities abundant, it’s important now more than ever to have a recruitment and retention strategy. PMG and its parent companies – Pyramid Plastics and Industrial Molds – have made the investment by creating internal positions focused on hiring; recognizing the importance of connecting with new and future employees; and rewarding the efforts of current employees.
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2023
Powering Growth
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[1] NOW AVAILABLE – ANNUAL INDUSTRY-WIDE SHOP RATE AND WAGE BENCHMARKING REPORTS
AMBA has published two key industry-wide publications, including its second annual Shop Rate Report and the 2022 Wage and Salary Report. The 2022 Shop Rate Report features charge rates specific to services supplied by US mold manufacturers in engineering, moldmaking and specialty services; the average overhead cost; gross margin ranges by annual sales revenue and current vs. anticipated capacity utilization.
In contrast, the 2022 Wage and Salary Report gathered data related to high, low and average rates of pay across more than 50 job functions commonly found in mold building, and also included pay incentives and vacation policy data.
To purchase the reports, visit www.amba.org/publications.
OPEN FOR SUBMISSIONS – 2023 BUSINESS FORECAST SURVEY
The 2023 Business Forecast Survey now is available to US mold manufacturers. This annual survey gathers data on sales trends, profit levels, capital expenditures, shop and design employment levels and challenges faced in the industry. Data from this year’s report will be pulled from surveyed responses on 33 economic indicator questions that cover 2022 performance, fourthquarter performance and forecasts, and expectations for 2023. To participate, visit www.amba.org/events.
AMBA SOURCEBOOK COVER CONTEST UNDERWAY
AMBA is accepting submissions for its 2023 Sourcebook cover contest. Mold building members who advertise in the 2023 Sourcebook are eligible to apply by submitting an image(s) of a mold and a write-up on what makes the mold particularly unique or challenging. The winning company will have its mold featured on the front cover of the 2023 Sourcebook with a write-up inside the book, a notation on the directory listing page and a credit toward its 2024 Sourcebook ad. To do a submission, contact Susan Denzio at sdenzio@amba.org for an application form.
END-OF-YEAR LEARNING OPPORTUNITIES
To close the year, AMBA has worked with its partners and members to supply end-of-year learning opportunities so industry executives can better prepare for 2023. 3
On November 26, Benesch Law will present employer “dos and don’ts” regarding employee unionization efforts, as well as tactics to address unionization efforts.
This event will be followed by the final session in the “Perspectives from the Top” Emerging Leaders series, a set of virtual meetings where AMBA’s Emerging Leaders are able to meet with other young professionals from two other manufacturing associations (Manufacturers Association for Plastics Processors and Association for Rubber Products Manufacturers) to hear best practices and leadership stories from industry mentors and executives.
To wrap up the year, on December 6, AMBA’s advocacy partner, The Franklin Partnership, will provide a review of AMBA’s 2022 advocacy activity. This webinar also will include highlights from the 2022 midterms and anticipated topics of interest affecting the mold manufacturing industry moving into 2023.
To register for any of these events, visit www.amba.org/ events.
REGISTRATION OPEN FOR 2023 C-SUITE DIALOGUE (INTERNATIONAL QUOTING STRATEGY)
AMBA will host its final C-Suite Dialogue alongside Wipfli, AMBA partner and provider of industry-focused accounting, tax and consulting services. This meeting is an opportunity for executives to meet with one another and discuss a particular challenge faced by the mold manufacturing industry in an exclusive setting. To learn more and join the meeting, RSVP to Rachael Pfenninger at rpfenninger@amba.org.
[2] SAVE THE DATE FOR AMBA CONFERENCE 2023: POWERING GROWTH
May 10-12, 2023 | Grand Rapids, Michigan
Mark the calendar for AMBA Conference 2023, May 1012, Grand Rapids, Michigan, where the stage will be set with the conference theme, “Powering Growth.” During this two-and-a-half-day event, attendees will experience a shift in mindset as they explore never-before-considered strategies, technologies and best practices that will impact how they lead teams, drive team productivity and support company profitability. Set to take place at the Amway Grand Plaza Hotel, AMBA Conference 2023 will push the envelope as it forces attendees to think outside of the box
with thought-provoking breakout sessions, inspiring keynote presentations and numerous opportunities to connect with mold building peers. For more information, visit www.ambaconference.com.
[3] ALLIANCE RAISES OVER $33,000 AT ANNUAL GOLF OUTING
On September 23, 2022, Alliance Specialties and Laser Sales hosted its annual Charity Golf Outing at Countryside Golf Course in Mundelein, Illinois. The event drew more than 150 registered golfers, 75 businesses and over 30 sponsors, all of whom came together for networking, fun and laughs on the greens. Together, this generous community raised a total of $33,681 to support the iWarriors organization. With these funds, iWarriors is able to assist severely injured members of all branches of the Armed Forces by providing them with personalized tablets to aid in their return, recovery and reintegration. Learn more at www.alliancelasersales.com.
TAP 2022 AWARD WINNERS ANNOUNCED
On Monday, November 7, 2022, the West Michigan Chapter AMBA held its quarterly business meeting and Tooling for Apprentices Program (TAP) Awards dinner at Boulder Creek Golf Club, Belmont, Michigan. This program recognizes chapter companies’ best apprentices and awards them a $500 gift card for purchasing tools and equipment for their apprenticeship training. Congratulations to the following winners: Austin Grabill – Deppe Mold & Tooling, David Hoekstra – Cedar Springs Tool Engineering, Inc., Donavan Hornak – Commercial Tool & Die, Inc., Josh Weinberg – Franchino Mold & Engineering and Trevor Mathews – Franchino Mold & Engineering
NEW MEMBERS
S&K Tool & Die Co., Inc.
4401 Environmental Dr. Portage, MI 49002 Philip Best, engineering Phone: 269.345.2174 Email: phil@sktool.com
Since 1972, S&K Tool & Die Co., Inc., has been a manufacturer of plastic injection molds. The company offers design and engineering services, along with on-time delivery. With its team of mold building specialists, S&K Tool & Die has established a foundation to produce quality molds for its customers.
DECATUR MOLD TOOL & ENGINEERING
3300 North State Hwy. 7 North Vernon, IN 47265 Teresa Kessler, sales manager Phone: 812.346.5188 Email: teresa.kessler@decaturmold.com Decatur Mold Tool & Engineering is a family-owned business that specializes in injection mold manufacturing, offers contract machining services and conducts short-run plastic part production. The company is implementing highspeed optical 3D scanning via robotic automation to expand and streamline its metrology capabilities. Decatur Mold has built its reputation on delivering quality results for its customers.
NEW PARTNERS
Regal Components
10 Almeida Ave. East Providence, RI 02914 Derek Coelho, vice president Phone: 727.299.0800 Email: dcoelho@regalcomps.com
Regal Components welcomes the opportunity to be a source for standard and custom die and mold components, with a commitment to providing high-precision products at the lowest possible prices. The Regal team has over 30 years of experience helping guide its customers to the right component selection for each application.
Sandler Training
100 W. Big Beaver Rd., Suite 100 Troy, MI 48084 Ken Seawell, managing partner Phone: 248.688.9805 Email: ken.seawell@sandler.com
Sandler Training is a performance development company partnering with businesses and high-performing individuals to deliver training for sales, management and organizational excellence to grow top and bottom lines with locations in the Southeast, West and Central Michigan.
Slide Products
430 Wheeling Rd. Wheeling, IL 60090 Michael Muth, sales manager Phone: 847.541.7220 Email: mmuth@slideproducts.com
Slide Products has been offering support and products for the moldmaking and plastic processing markets for nearly 70 years. The Slide line includes mold cleaners, mold release agents, rust preventives, ejector pin greases and purging compounds. Slide’s factory experts schedule in-person site assessments to share field experience and solutions.
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[1] SYBRIDGE TECHNOLOGIES ACQUIRES GALWAY TOOL & MOULD
SyBridge Technologies (SyBridge), a global industrial technology company located in Southfield, Michigan, acquired Galway Tool & Mould Ltd, Galway, Ireland, a company that designs and manufactures precision molds for partners in the medical device and pharmaceutical markets. This acquisition expands SyBridge’s presence in the highprecision life sciences end-market and places it at the epicenter of Ireland’s medical technology manufacturers. For more information, visit www.sybridgetech.com.
[2] SECO TOOLS OPENS PRODUCTION UNIT IN MEXICO
Seco Tools, Troy, Michigan, opened a new 2,500 sq. m. manufacturing facility known as Seco Tools Production Unit (PU) in Ramos Arizpe, Mexico, housing special tool manufacturing. Seco Tools is a provider of metal cutting solutions for milling, stationary tools, holemaking and tooling systems. The facility features Seco Tools’ unique architecture, design and production cell layout standards with education spaces and multifunctional rooms. The new PU is positioned strategically to serve the growing demand for carbide and diamond tools in Mexico, throughout North America and some countries in South America and Europe. For more information, visit www.secotools.com.
[3] HEIDENHAIN UNVEILS NEW WEBSITE
HEIDENHAIN CORPORATION, Schaumburg, Illinois, a developer and manufacturer of linear and angle encoders, rotary encoders, digital readouts and CNC controls, has unveiled a redesigned North American website. The new website showcases up-to-date layouts, design elements and expanded content to assist customers in finding what they need faster and more efficiently. The portal brings a unified voice to the HEIDENHAIN brand worldwide with key website menu highlights, including products outlined by detailed information, industries and applications, and service and support. For more information, visit www.heidenhain.us. NEWCO PLASTICS ACQUIRES PM MOLD
PM Mold, Schaumburg, Illinois, a vertically integrated manufacturer of custom plastic injection molded parts and custom molds, has been acquired by NewCo Plastics, a portfolio company of White Wolf Capital. Terms were not disclosed. PM Mold provides a comprehensive suite of manufacturing services from product design to final shipment to its customers, operating in industries such as automotive, appliances, military, aerospace, electrical, consumer goods and agriculture. NewCo Plastics is a plastics manufacturing platform formed by White Wolf Capital to acquire North American plastic injection molding and manufacturing companies. For more information, visit www.pmmold.com.
IN MEMORIAM: LEROY “ROY” D. LUTHER
LeRoy “Roy” D. Luther, the owner of Triangle Tool Corporation and AMBA member, passed away on September 5, 2022, at the age of 84. Throughout his lifetime, Luther was an avid fisherman, hunter, bowler, golfer and card player; and he loved the Green Bay Packers. Luther started his apprenticeship in 1955, as a tool and die maker at Flambeau Plastics. He and his wife, Lois, moved their family to Brookfield, Wisconsin, in 1968. At that time, Luther became president of Triangle Tool Corporation and, in 1981, owner. Throughout his career, Luther realized his dream of farming when, in 1975, he began Luther Farms. In 1985, Luther purchased 18 acres and built a new facility where Triangle Tool currently resides, serving a wide range of customers in a variety of industries, providing plastic injection molds and large machining services. Luther truly was a one-of-a-kind icon and leader. To read Luther’s full obituary, visit www.jsonline.com.
