Spring 2016 issue of Horizons

MANUFACTURING & DISTRIBUTION

At a recent industry conference, I learned that we spend more on talent marketing than some companies ten times our size. Admittedly, some bigger companies simply haven’t focused on marketing the way they should, whereas we’ve taken the time to hire a dedicated marketing manager to develop a focused plan. Marketing doesn’t have to be expensive with pricey print or TV ads. Digital platforms can be especially cost-effective. At St. Louis Staffing, we regularly blog, send out a bi- monthly newsletter, and use video blogs and Facebook to make sure we are reaching candidates with a consistent message. Training Perhaps the most overlooked aspect of hiring and retention is training. As machinery becomes more complex, current workers need to be given the opportunity to develop as well. Training during onboarding is critical, of course, but in order to have skilled labor, it’s sometimes necessary to cultivate it. Though it requires an investment, a forward- looking strategy must include such long-term commitments. I know of a staffing company that regularly rents space and equipment to train employees on forklifts in order to fill the growing number of positions clients have. environment are what help companies to maintain a culture that promotes loyalty. Ongoing training demonstrates a commitment for current employees long- term that cannot be underestimated. Gone are the days when companies can simply hire cheap and replace workers as needed. Even organizations dependent on volunteers see the benefit of training. The St. Louis Area Food Bank educates volunteers every shift, explaining the process of filling the boxes with donated food. By taking time to invest in every volunteer, they not only reduce the number of mistakes, they demonstrate that each person’s contribution is valuable. Investing in people with training, showing concern and providing a safe work

Assess what you’re doing now. How do you bring people through the door? What else can you do? Use a recruiter, comb LinkedIn and go to trade schools and scout. Know what your needs are before you look. Address what you expect new hires to accomplish in the first 3, 6, 9 and 12 months. Defining these parameters in advance will help you to write a targeted job description that is likely to attract appropriate candidates. It will also help communicate why a candidate should work for you. Even entry-level positions need to attract talent. You need to have enough market intelligence to know how to appeal to candidates, stand out from competitors and convey that message throughout the hiring process. Once a system is defined, it’s vital that you stick to it and build a team aligned with your needs. Once your system is defined, you can exercise creativity within parameters you’ve set. You may want to consider hiring from out of town and paying relocation fees. When thinking long term, you may find that the immediate investment is worth it. Creative approaches to compensation can have a double benefit: they can prevent wages from becoming unsustainable and they can make jobs appealing on a level deeper than economics. By offering paid time off, allowing flexible work arrangements, adding recreational facilities or providing tuition assistance, you not only attract talent but can also improve retention rates by providing benefits that go beyond the paycheck. Marketing At St. Louis Staffing, we see the search for talent as part of our marketing strategy. With the power of choice on the side of the candidates, it’s necessary to invest in marketing that improves the odds they will choose us.

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