CASE STUDY ─ Good Help
CASE OF FINDING
GOOD HELP But you have to act fast.
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ou just can’t find good help these days. But of course we can. I know it’s not easy. It never has been. But today we have more tools than ever, and communication is easier. However, one thing is truly different. We must act quickly and put on a happy face. We used to put an ad in the paper, collect resumes for a couple weeks, sort them, call for interviews and then, in a few weeks, make a job offer. That’s changed, especially when we’re fishing in the $10 to $15 an hour pool. These candidates are also being recruited by businesses who will call them for an interview this morning, see them this afternoon, and start them tomorrow. Those willing to work in graphics usually are willing to take more time for their job search, but they won’t wait forever. Speed is of the essence. What we really want is to post an ad for someone experienced with our equipment or with our software and have three perfect candidates tomorrow. Rarely does this happen, and rarely did it ever before. So, instead of hiring the first “close enough” candidate and hoping for the best, we need to break down the recruiting process, streamline it and speed it up. Then we must dedicate our time to it instead of waiting until all the jobs are done. We need to organize our people around functions so you may recruit for a recognized job. Customer service representative, prepress operator, digital press and more. Search for recruiting pools before you
need them and use contacts Read More… other employees may have. A Find article at recruiting pool could be a local PrintingNews. com/21115658 arts store with a help wanted bulletin board. Your employees may have leads on people they previously worked with. Equipment service people and other friendly printers may also supply you with leads. Pick up the phone and reach out to these folks. Most often we run an ad. Today, we have good success with Indeed.com. But here’s a trick. Act fast. Post the ad on Indeed.com the same day you’re told they’re leaving. Paint a happy place to work. “Come join this engaged owner in Smith county’s fastest growing digital printing company. Use our latest equipment and updated software.” If it’s positive, sell it. Also, put a specific pay rate in the ad as well as your benefits. No, not $15 to $20 an hour. List $17. If you put in a range, then you assume they’ll start at the low end and work up. They assume, they can get the top pay and maybe more, so you’re inviting negotiation. List a rate and it’s almost yes or no. If you don’t get what you want, increase the rate. As for benefits, feature your paid holidays during the year as well as vacations. I recommend two weeks after one year of employment or its equivalent if the state requires you to accrue vacations monthly. Of course, feature other benefits that you have, such as health insurance and disability. Pretty soon you will see that it sounds like a real job. And do this as your most important job. That means getting in touch with the candidates on nights, weekends and holidays. And hire the first one who meets all your qualifications. Don’t hesitate. Holding out for the “perfect” candidate will lose you a lot of perfectly good candidates. Oh yes, we’ve placed a new employee as quickly as 10 days. ●
Tom Crouser can be reached at tom@cprint.com for more information on how CPrint International can be of help to you in your business or call his cell 304.541.3714.
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