In the midst of a dismal economy characterized by high unemployment, it seems counterintuitive to hear companies say they are having trouble finding qualified employees. Such is the case for many companies. It’s not that there aren’t workers—it’s simply that there aren’t qualified or skilled workers for these positions.
One area that troubles many distributors in any economy is that of the truck driver. Back in 2010, Welding & Gases Today had an entire issue devoted to drivers in the industry. In “Behind The Wheel,” Barton’s Welding Supply Owner Randa Cannon said, “In a small area, it’s hard to find drivers. People with the qualifications want to drive 18-wheelers.” Along with a clean driving record, distributors say drivers need to be able to pass a drug test, have decent math, written and recordkeeping skills, and be able to pass government background checks.
An interesting story this week touched on a movement that may widen the field of potential drivers. The DOT is considering the approval of deaf and hard-of-hearing drivers for full CDL licenses. Without a full CDL, such drivers cannot partake in interstate commerce. Communication is, without a doubt, important for drivers. Distributors have described their drivers as “the eyes and ears” of their company, since they are in close contact with the customer. Although it might present some challenges, this would be a new field of drivers available for jobs.
In other job-related news, Air Products CEO John McGlade was featured on CBS News discussing the challenge of finding skilled workers. Cuts to vocational programs, he says, are exacerbating the situation. But industry members are not without means to change this situation. Distributors and suppliers play an important role in attracting young people to these skilled jobs.
Question of the Day: What are your staffing challenges? How are you responding to these challenges?
As the CEO of a consulting company that works with industrial employers, including the welding and gases industry, we consistently hear of this exact challenge. Hiring industrial workers, especially drivers, poses unique challenges that modern employers must first recognize and understand before they look to recruit new employees. Consider these questions:
1. Why should someone work for your company? Drivers, who possess a positive work ethic, know that they can get a job practically anywhere. Apply concepts similar to those utilized when seeking and keeping great customers. You strive to exceed their needs, make them feel valued and provide a positive, buying experience. Do the same for employees- make them feel valued, strive to exceed their expectations and provide a positive, workplace culture.
2. Get a plan. A recruiting plan. Most employers have sales plans, marketing plans and inventory plans. But most do not have a proactively and strategically planned recruiting approach. Labor is most likely your greatest expense. It deserves an assertive, preemptive plan for finding, training and keeping top talent.
3. They don’t quit their jobs. They don’t quit your company. They quit YOU. The overwhelming, undeniable top cause of turnover? Immediate managers who are not role models of professionalism, consistency and respect. Lack of trust in immediate managers and senior leaders is the REAL reason they quit. Modern managers must be exemplary .
Once your organizational culture is worthy of top talent drivers and all other employees, then and only then, execute a recruiting plan designed to meet your company’s unique hiring brand. Then, once you have the good ones on your payroll, treat them better than your best customer. Because without them, you have no customers.
I’ve been on numerous advisory boards both high school and post secondary. The issues are the same. The TECH Prep program will not go forward because if students are not in a classroom then the educational institutions do not receive budget moneys therefore they would rather the kids flip hamburgers when they get out of school (that is those who do not make it to college) than help them while they are the responsibility of the educational program. Another issue is Metal trades is treated with less respect than spit on the street. If you can’t pass study hall send them to metal trades and let those instructors fight the issues. Am I negative, yes, but I’ve been in 5 states and can support my attitude. I’ve had lists of advisory board memebers developing welding and machining curriculums none of which have ever set foot in a manufacturing facility (and we complain we can’t find skilled workers?). Basically, if manufacturers don’t put their foot down and demand satisfaction form the “system” then they will be required to do their own inhouse training. This has yielded the best return for the dollar in the company’s that invested in such a programs.
people! this younger generation is not at fault. we instill, forbearing children and give them views of what a skilled laborers,do not want them to do for a living.hence, they go for the easiest job they can do. because men of my skill and determination , is not what they want to do, or can do. yet i train several a year. i am the primary fabricator and welder for a processsing plant in sitka. if i had a job description it would be clear. but have to maintain, teach, clean, organize. engineneer, and draft, and build.
i cannot teach these effectively.only a few.
so what companies want, is experienced people 20 years or more in the field. all said and done, i can teach and they learn or move on. i know my job and one day people will know the great things that people like me do and the ones i instruct.
the jesse
The push is for high school students to go to college and earn degrees. I do not disagree that furthering education is good but there are mutliple pathes to this goal which do not need to include the tremendous student loan debt that seems to be the current trend. Graduating seniors can enter into apprenticeship programs (most of which have agreements with local community colleges now), attend a local community college for technical training, or join the military for the training and GI Bill benefits.
I teach high school engineering technology and have the issue of students who perform poorly academically being pushed into my classes because the assumption is that these students must be the “vocational” type. But a lazy student is a lazy student in my class. Some students do excel in my classes while they struggle in academic classes. This is the exception not the norm. I think the lack of respect for the trades, crafts or blue collar jobs is a systemic and deeply rooted prejudice that starts in the early years of education and is simply accepted by my peers who teach the standard academic classes because the cast system they would like to see is plutocratic in nature.