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N. B. Handy

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.

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N. B. Handy

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  1. N. B. Handy Recruitment & Hiring Processes

  2. 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

  3. 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

  4. Search for Candidate • Professional Associations – Job Posting Area • NRCA • AWL • VARC • Newspapers – dependent on job (clerical, warehouse)

  5. 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)

  6. 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

  7. 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

  8. New Employee • Mandatory Testing • Background Check • Credit Checks • Drug Testing • Mail/email new candidate forms • Completed & returned prior to start date

  9. 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

  10. Follow-up • HR contacts new employee 1 month after employment initiated • General impressions • 90 Day Review Process with Manager/Supervisor

  11. 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

  12. 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

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