N. B. Handy

Recruitment & Hiring Processes

Overview of N. B. Handy

• HVAC, Roofing, Sheet Metal, Machinery

• Established 1891

• Privately Owned

• ~$310-320 Million Sales (includes latest acquisition)

• ~460 Employees

• 19 Physical Locations

Needs Assesment & Search for Candidate

• Establish Need for Position – replacement vs. new; full-time vs. part-time

• Internal Posting– Intranet: 4-5 Days

• Current Employee References

• Monster (8K/year) – Unlimited national search– 10 Job postings per year

Search for Candidate

• Professional Associations – Job Posting Area– NRCA– AWL– VARC

• Newspapers – dependent on job (clerical, warehouse)

Interview Process

• Resumes Screened by HR – Move non-qualified candidates to deny status

• Manager screens remaining– Interviews

• Phone

• Manager to Candidate face-to-face

• Panel (dependent upon position)

Hiring Process

• Manager controls process – All correspondence with interviewees

• HR responds to all candidates– Basic letter of notification

• VP of HR oversees ALL offer letters

• HR & IT work together– Setup of new employee

Testing

• McQuaig Survey – Corporate, Management & Sales– Personality & behavioral assessment

• Employee Selection Questionnaire – Drivers & Material Handlers– Simple test to determine behavioral tendencies– Ability to perform mathematical functions

New Employee

• Mandatory Testing– Background Check– Credit Checks– Drug Testing

• Mail/email new candidate forms – Completed & returned prior to start date

New Employee

• NEO Program– 1 month in duration (generally)– Online courses (E-Learning environment) – 17

Courses– Warehouse visit– 9 Interviews

• 1 HR

• 2 OP/WHSE

• 3 Organizational

• 3 Historical

Follow-up

• HR contacts new employee 1 month after employment initiated– General impressions

• 90 Day Review Process with Manager/Supervisor

Sales Trainee Program

• 2-3 College Fairs– $200-400 per fair– Collect resumes– Remain engaged with potential candidate– Promote NB Handy

• Company brochure

• Video

• Table-top Display

– Choose colleges that have programs that could be potential fit – ex: Logistics Program

Retention

• Training/Education– E-learning - everyone, Conferences – job specific– AOP (Achieving our Potential) – recognition of

Excellence– TAP (Tuition Assitance Program)– Sales

• DPS (Dimensions of Professional Selling)

• PTN (Pathways to Negotiation)

– IT

• Flexible Schedules, Telecommuting