Peter Livas (LinkedIn), member at large, NTEA Generation Next Steering Committee
One of the most common discussions in our industry has been the challenge of finding and keeping great people. It shouldn’t come as a surprise to anyone involved in hiring and retaining employees that there seem to be more people leaving the workforce than entering it, especially in the trades.
Over the past year, I’ve been fortunate enough to sit in on educational sessions and discussions regarding various modern and traditional approaches to this challenge.
Here are some of the lessons learned and best practices Brake & Clutch has used to hire and keep great people:
- Take your time. Although it may seem that you are in a position of desperation when trying to fill a job, don’t rush this process. Take the time to interview several people and get to know them beyond their most recent experience. Make sure their values line up with the culture you have or are trying to cultivate.
- Know your market. Look in areas that may not be normally associated with the work truck industry. Some of our company’s best hires include people that took a BIG jump out of an entirely different market (think former EMT or chef turned truck body installer, or bar manager turned sales and operations).
- Learn generational traits. In our company, we have a mix of traditional workers who prefer an 8-5 schedule with a set routine, and others who desire a flexible schedule so they can balance family and work life. Every company has limitations to “flexible schedules.” Think outside the box. For example, can any tasks/jobs be done outside normal business hours?
- Invest in your employees. Nothing revolutionary about this one. However, don’t take it for granted. Know your staff’s ambitions. Give them the tools and training they need to be successful and help pave that path towards their goals.
- Partner with local schools. We have relationships with our local vocational trade schools and offer co-op and internship programs. Visit your local schools. Talk to the teachers and students. Get them excited about what you can offer as a career. Discuss what makes our industry unique while also stressing that the skills students gain will hold relevance over the course of their careers.
- “Free” training? Nothing is free. However, most jobs that I’ve experienced in our industry require on-site training. Capture the attention of a potential new hire by acknowledging what makes your company special and how part of the on-boarding process includes training. NTEA offers excellent online resources such as Truck Equipment 101. Invite staff with less than 10 years’ industry experience to join Generation Next for support in developing skills and building peer relationships in the work truck industry.
- Share information. Great companies don’t keep their employees in the dark. Have regular meetings to share what’s happening in the industry and your company. The partnership you have with your staff is as important as your partnership with your customers.
If your company is grappling with hiring and retention, you're not alone: this issue is one of our industry's biggest challenges. I encourage you to use one or more of the above tactics, which have been part of our company's recruitment strategy.
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