EXECUTIVE DIRECTOR’S MESSAGE


football or basketball recruitment, each team knows who their competition is for the best high school players in the country. The recruiters know what the other universities are going to offer, so why do some top recruits pick one school over five others? Up until this year student athletes weren’t financially compensated, so what is the mindset of a top high school recruit? What is the athlete contemplating when they make a decision to join a college sports program? They are thinking, “How does this impact my future and give me the best chance for success?” The payday may be four years away, but personal growth, the program, coaching, management’s attitude, and the culture all affect the decision a new recruit makes. Most people looking for a career are probably thinking about the same thing, their future. As with college sports programs, your competition for hiring new recruits is just as savvy as the most successful college sports programs.


What Can You Offer?


The competition for new talent may consider offering the following:


• Continuing education • Clean working environment • Tool allowance


• 401K retirement program with a match from the company


• Access to new technology and modern equipment


• Positive team culture conducive to building long term personal relationships


• Incentive programs in addition to competitive guaranteed pay


• Clear path to advancement with written goals for increases in pay


Most of all, job seekers are looking for an encouraging attitude from management.


The culture in small companies can be your biggest advantage since it is easier to control the culture of the company. Millennials and Gen Zs may not just be looking for those perks mentioned above. They may also be interested in flexible working hours, four 10-hour shifts with an additional day off for three-day weekends or shifts with different times to allow for personal interests. Smaller companies have the ability to be flexible with their workforce.


Forming a Well-trained Team


So often we think hiring less expensive labor is the key to company profits and the financial health of an organization, when in reality this is the farthest thing from the truth. Cheap ain’t good and good ain’t cheap. Customer satisfaction is directly related to employee satisfaction. Well trained, happy team members create customers for life. If your organization doesn’t put the labor force first, then you will not have satisfied customers.


Once your company is positioned to offer the same perks and incentives as larger companies, now you need to actively recruit people. Just like with any type of sales, going to where the business is will get you in front of the correct audience.


Get Involved with the Future Workforce


Most people know Frank Finger from when he owned Wholesale Auto Radiator in New Jersey and from his many years of attendance at NARSA’s events. Mr. Frank has told me several times how he created a relationship with the local vocational school in his area. He reached out to the welding department and has successfully recruited welders out of high school. He understood the necessity of getting in front of future welders when


32 | THE COOLING JOURNAL | September/October 2021


they were being trained and offered them the chance to intern at his radiator service business. Anytime you can get in front of the future work force and offer them a path to a career through mentoring and internships, you have a better chance of finding good help before they hit the streets upon graduation. Business owners need to be in the high schools speaking on career days about the different opportunities for students who may not want to attend college and want a fulfilling career. Supporting your local vocational schools can also prove to be beneficial as you may have the opportunity to discover talented young adults who are studying and working hard for their futures. Many times the VoTechs want local business owners and leaders to support them in recommending information that can be added to the curriculum to better prepare the students for their future. Creating a relationship with the vocational/technical school teachers and administrators will help prove mutually beneficial since they want to see their students acquire good jobs when they graduate.


Consider promoting afterschool programs to high school students who want an opportunity to work two to three hours after school each day. Bring them into the business and have them shadow your technicians, run for parts, sweep up the shop, and assist with simple tasks. This type of program will allow students to decide if they might want to pursue this type of work. For business owners and managers, this is an opportunity to identify skills that some of these students may possess. The students who have an innate ability and willingness to perform the type of work they are exposed to are probably not ready for prime time, but they may be able to be trained.


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