How to Find - and Keep - Skilled Workers
With skilled manufacturing workers in short supply, companies must be creative in attracting them and also need to start retention efforts from day one.
Debra Williams (Feb/Mar 07)
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Look At It From the Applicant's View
remember that the first round of hiring done by your company will, good
or bad, establish its reputation in the community for years to come.
Even applicants that are rejected should leave with a respectable
opinion of your firm.
"Look closely at your process from the
applicant's view. If people apply, do they get a letter or a postcard
or are they just left wondering if they're going to get the job? Look
at how applicants are treated as they come in. Make it feel like this
is a great place to work even in the reception area and throughout the
entire process," Kelly says. Even the greatest marketing campaign will
fall flat if applicants don't feel welcome - even if they're just
picking up an application.
Finally, here are Kelly's sure-fire ways to make employees leave on the first day:
• Don't have a work area ready.
Let new employees figure out lunch arrangements on their own. Make sure
new employees aren't included in the lunch plans of veteran employees.
• Start new employees on a day that the supervisor is on vacation.
• Let new employees stand around feeling foolish for hours at a time.
• Sit the employee in a room to read manuals and complete paperwork for hours on the first day of the job.
Remember - this is what NOT to do if you want to keep the workers who are already in short supply!