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Thread: Finding potential employees?

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    Interesting question as I'd never really thought about where to find laborers. As some others have said most sites, including LinkedIn seem more focused on sales and professional jobs.

    That being said, I poked around and these sites came up:

    - Labor Finders (https://www.laborfinders.com/industries/employers/)

    - I Hire Manufacturing (https://www.ihiremanufacturing.com/)

    Good luck! Let me know how you do.

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    Thanks for the suggestion evevins. I may try that route. Those seem to be employment agencies and I have usually shied away from using one thinking that it was an expensive way to do what I could do on my own probably better but may give that a shot. I do have one similar company that calls me every month or so asking if we need anyone. I may give them a try when we are ready to make a number of hires in the late winter/early spring.

    This year has been a real pain to go through. We just can't produce quick enough. We have actually shipped far less even though our orders are in line with last year and may end up growing quite a bit. Unit orders in May were up 50% from last year. We had however been running a bit behind last year through April. (that could be weather related since we had a late winter and our product is dependent on decent weather).

    As far as ZipRecruiter goes not a single prospect yet. I need to cancel it tomorrow or be charged.
    Ray Badger, Turbo Technologies, Inc.
    www.TurboTurf.com www.IceControlSprayers.com

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    Just as a follow up I just cancelled the free trial at ZipRecruiter and had zero responses. I was not impressed with ZR and would not waste my time trying it again. I just posted on CraigsList. I miss the old days of a few years ago when we ran an ad we would have swarms of people applying. We would often have 3 people in filling out applications at the same time and would get 20-40 applicants. I think the last time we had 3.
    Ray Badger, Turbo Technologies, Inc.
    www.TurboTurf.com www.IceControlSprayers.com

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    Thanks for the insight on ZipRecruiter and sorry it was such a failure. Will note that for the future.

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    Turbo, do you do you own background checks? I believe staffing agencies do.

    What do you believe has changed in your area from having many applicants to not having many?

    I appreciate your Guinea Pigging these online staffing options for us. We just interviewed a potential who was slightly older and skinnier than I hoped. But he had a very mechanical background, which is a huge plus. He was coming off a much higher paying job so I do not know he will consider working for us.

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    We usually don't do background checks. Sometimes we look someone up on FaceBook but that is about all we do. We have done drug testing in the past but not lately. We do say in our ads the applicant must be able to pass a drug test which may deter a few who would not pass.

    Our area was at one time highly depressed. Back in the 1980's we had lots of steel mills that all shut down. We had an unemployment rate of close to 20%. I will share a little story here. Back then I needed a part time secretary. I called the newspaper and said I wanted to run a help wanted ad and said I wanted it to read like this. "Part time secretary, 2-3 days a week, + phone number" The girl I was giving my ad to said "You can't do that. You don't want to list your phone number. You are making a big mistake. Just use a box number". I told her that a lot of the job is answering the phone and I really like to hear how they do on the phone. She said OK and the ad started Friday evening. I came into the office on Saturday morning and when I walked in all three lines were ringing. As fast as I hung up on one line it would start ringing again. I ended up calling and cancelling the ad and had 135 interviews set up by a little after noon that day. At the same time the Post office ran a little ad for a letter carrier and had 500 people in line when they opened their doors and ended up with 2000 applicants.

    Our economy did get better after that but until lately we would get 10-20 applicants for a job. After I cancelled my ZipRecruiter ad for a welder I put one on CraigsList. It has been up for almost a week and we have had 3 applicants. One of which is a woman who really hasn't welded. Two said they were interested but would not be at the pay rate we advertised. More about this in the next paragraph.

    We have always relied a lot on bonus and profit sharing as part of our compensation package. Early on we had trouble with productivity. When we put the bonus in the productivity issues ended right away. We have always had a low basic rate but a decent return in total. For example one welder we have has a base pay rate of around $ 13.50 an hour but made 40K last year which if you figure the real hourly rate works out to $ 21.40 per hour. My plant manager has a base rate of around $ 17.00 an hour but made 70K which works out to $ 34.60 an hour. I think some of our problem is when you list a lower basic pay and talk about the bonus it is too abstract. We had the starting pay listed in our ad at $ 13.00 + bonus + profit sharing. Our two applicants that had some ability both wanted $ 15.00. They are willing to take $ 15.00 with no bonus so that is what we are offering them and just to see if it has any more appeal I just changed our ad to read $ 15.00 with no mention of a bonus. I am curious to see if we get better results. When you look at ads for welders you can see anything from $ 12.00 an hour up to well over $ 20.00. Some of the high paying welder jobs are pretty difficult. Our job is not all that difficult.
    Last edited by turboguy; 06-08-2018 at 02:33 PM.
    Ray Badger, Turbo Technologies, Inc.
    www.TurboTurf.com www.IceControlSprayers.com

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    Maybe you can change the bonus to a signing bonus or offer a six month signing bonus? This way they will be in your system long enough to understand the benefit of the production bonus/profit sharing.

    Craigslist welding jobs down here - I didn't find any starting under $20.

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    Usually the ones that are lower pay just don't list the pay. We have lots up here that are starting at $ 20.00 an hour as well. It was only a few years ago that I could get tons of applicants for welders at $ 10.00 an hour but those days have passed.
    Ray Badger, Turbo Technologies, Inc.
    www.TurboTurf.com www.IceControlSprayers.com

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    Quote Originally Posted by turboguy View Post
    Usually the ones that are lower pay just don't list the pay. We have lots up here that are starting at $ 20.00 an hour as well. It was only a few years ago that I could get tons of applicants for welders at $ 10.00 an hour but those days have passed.
    I'm sure you have thought of all this but maybe rather than listing an hourly rate be a little ambiguous. "Competitive pay" "compensation based on experience", or as you explained the annual pay turns out to be more than hourly so perhaps "$ 30,000 - $ 50,000" (whatever it may be). Bonus program, performance incentives, advancement, career opportunity etc..


    Anything to get them in front of you. You can then negotiate depending on how you feel about them. I'm sure you have done all that but just a few thoughts.

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    One of the other issues is keeping our existing employees happy. With the last welder we were just able to hire we dropped the bonus from our compensation program and upped the base pay by two bucks an hour. Now one welder who has been with me for quite some time is complaining that the new guy gets about the same pay (base rate) as he does. Still when you add the production bonus and profit sharing he is making $ 22.00 an hour. Actually that gave our existing employees a raise they don't even know about since his work with goes to their bonus.

    If I go too high on the pay rate for new hires all my existing employees are going to want a major raise. Even my plant manager is complaining and he made nearly 80K last year.

    We did have one new welder start this past Monday and are interviewing one other. If we can hire two we are ok. We also may add one assembly guy who just happened to stop in.

    We got a temp for a month or so to help keep up but it turned out to be a dud. He hit a customers pickup with the fork lift last week and this week messed up a machine he was packing for shipment. That was the last straw with him.

    Sometimes running a business is a pain and this is a particularly PIA year. We are way backed up on orders and have too many upset people calling about when they are going to get their order. I guess it is better than having the opposite problem but you like to keep your customers happy.
    Ray Badger, Turbo Technologies, Inc.
    www.TurboTurf.com www.IceControlSprayers.com

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