Equipment World Digital Magazine
Issue link: http://read.dmtmag.com/i/389791
October 2014 | EquipmentWorld.com 32 maintenance | continued peak of their ability in the compa- ny's systems. Here's how it works: Starts with the kids Recruiting starts early with managers reaching out to local schools, offer- ing field trips and construction days. "The early phase is getting kids to understand there are opportunities in a field outside of wearing a suit and tie every day," says Uhinck. "We take them to the shop and let them run a backhoe. Get them a hard hat and open their eyes to it. We bring in the Boy Scout troops. You touch a lot of people that way as they're making decisions in junior high and high school." As the kids and potential recruits get older, the conversation continues and Kokosing begins and help the kids focus in more detail on what specific paths they may want to pursue. The company also maintains clear channels of communication with the local trade schools. "We get to know those people. We talk to them a few times a year, talk about what we're looking for and what they need." Uhinck says. The groundwork pays off, not only in more potential recruits, but perhaps even more im- portant, a better quality recruit. "The more effort you put into recruiting the more it's reflected in your retention," says Uhinck. "If you recruit with only one shoe on, that's the kind of results you're going to get. When you recruit hard, com- municate with the schools, you're actually seeking conversations with young men and women about the industry and helping them decide if this is right for them or not. So you're not wasting time." The process only gets more personal and more involved when recruits become employees. This phase of the process they call en- gagement. "I get tired of people always saying, 'we're looking for techni- cians.'" says Uhinck. "We're not just looking for technicians. We're looking for fine young men and women who want to do this job. To engage people like that you talk to people. They're not just numbers. Help them understand what you're dealing with. Get them involved in the process from the get go. Have them help you decide what the route is, and what's the best opportunity for them." That's engagement and it also is a continuous process. "It's more than a giving them a checklist and a gas card," Uhinck says. Rather, you show them the career path. You talk about what interests them. You share what the company needs and you come up with a mutually beneficial path. "It has to be a frequent dialog, because it could change on a dime," Uhinck says. "Sometimes your best recruit as a field mechanic turns into your best grade control specialist or If you recruit with only one shoe on, that's the kind of results you're going to get. " " Recruiting the right people when they are young leads to better retention down the road.