Metal Center News

JAN 2018

Metal Center services the metal center and toll processor industry.

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And when a position opens that needs to be filled quickly, Worthington first looks to promote internally before going to temp agencies or recruiters. The key here is the company's training program, which Rohrbacher says prepares employees for advancement and gives everyone the opportunity to add another tool to their belt, so to speak. "If they want to move from operations or get off the production floor, if they want to move into management or finance or wherever their passion is; if we have the role for them, they can do it," she adds. For smaller service centers, such as Hammond, Ind.-based Berlin Metals, wide-ranging recruitment programs are an un- realistic option. When a position opens, oftentimes they'll look to tried-and-true methods such as job boards, recruiters and word of mouth to attract new talent. "If you're a friend of someone who works in the company already or you're a relative, chances are you're going to be a decent employee because they want to be proud of bringing you in," President Roy Berlin says. "We actually encourage people to give us the names of people they know and like and who they'd be happy to work with." Berlin Metals will also look to temp agencies and recruiters when needed, but referrals are the preferred method of maintaining its recruitment pipeline. As for those positions that are hardest to fill, Berlin says more highly skilled workers, such as equipment mechanics, are a rare but valuable commod- ity on the production floor. And while his company only runs coil slitting lines, he's noticed talent gaps among some other common positions within service centers. "Welders and people who can work with electric and hydraulic [components] on big machinery, they're in short supply," Berlin says. "If you have that educa- tion, you can snap your fingers and get a job." When all else fails, compa- nies can contract with outside firms for help finding qualified candidates. Metal Recruiters is an executive search firm that specializes in the metals indus- try. Joseph Maniscalco, talent acquisition manager for the Mi- ami Lakes, Fla.-based firm, says Metal Recruiters has worked with large service centers such as Ryerson and O'Neal Industries all the way through to small family-owned operations. "Our ultimate goal is to find the perfect candidate who's going to be a good fit for these companies," he says. "A lot of times a company is not able to find someone locally, so they reach out to us to do a little extra digging and find a candidate that they weren't able to produce from advertising in the local newspaper or online." Reaching your potential Hiring is only half the battle, however. When you con- sider the age and skillset of today's entry-level manufac- turing worker, solid training is more important now than in years past. As part of his job at U-SME, Hindman works with individual manufacturers to develop what he calls "high- performing workforces" through the use of standardized learning and development programs. "You have to look at those characteristics of the millennial workforce and see how that ties to learning and development practices," he says. "You're not going to train people the same way you did 30 years ago. Ultimately, you want to make sure you have good practices that take and develop these individu- als into your future workforce." That starts with a structured onboarding process, where Local college juniors and seniors visit Worthington Industries' Columbus, Ohio, facility during a recent career day event. (Photo courtesy Worthington) Hiring and Training 14 ❘ Metal Center News — January 2018

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