REAL ISSUES. REAL ANSWERS: Attracting and Retaining Qualified Associates

“Using recruiters to find qualified candidates. We have recently re-aligned our salary ranges.”


“Word of mouth. Talking to vendors who would know of quality people looking to make a change. It is not our practice to ‘steal’ or hire away from another company.”


“We assess our pay ranges annually and have been very aggressive about knowing who are the players at other lumberyards and watching for young skilled workers in any industry.”


“We created an internal recruiter position who has done a nice job ‘advertising’ positions and networking with different entities to increase exposure and attract desired applicants. Our overall success rate is higher than it was previously. We have been targeting for people who fit our culture rather than those with industry experience.”


“We spend a great deal of time teaching and training once we have the right person, so we can add to their skills, and boost their value to our company. In attracting talent, we offer incentives and cash rewards to our referral sources.”


“We are a family-owned business that stresses the importance of family. We allow our employees time off for special family events and kid’s events. We have very little turnover, thanks to offering above average wages, a good insurance program and a retirement package.”


“We have a good reputation in the markets in which we operate. But, not enough people walk in the door. In the past quarter we have attended job fairs, asked the HBA for help and suggestions, we have solicited competitor’s sales rep names from our customers, we have asked people from other industries to consider us when we recognize good service.”


“Higher starting pay. Top benefit packages. Promoting our stability.”

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