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The 5 Levels of Active Recruitment of Woodworkers - Part 1

11. July 2019 12:44

Luke Barnett: Chairmaker: Sam Beauford Woodshop Career Woodworking Institute

Luke-Barnett"Just like growing a garden…. cultivating the future talent pool of skilled workers takes effort. It takes time, talent, and money. You will reap what you sow. Your results are directly proportional to the effort that is put in.

This article will be broken into 2 parts. This is part one. Make sure you check back for part 2.    Level 1 is where most of the industry currently is positioned. At this level of employment, vacancies are filled by traditional methods. An employer will recognize that they need to fill a position when an employee decides to quit or retire.

On my personal “task management board”, I would put this in the AMBUSH category. Ambush means that my task is time-sensitive and I need to devote resources that I did not plan on devoting to accomplishing the time-sensitive task. Ambush tasks are usually completed in a state of panic, which causes me to make less than optimal decisions. Ambush mode is not where you want to be while hiring. This causes you to take what you can get rather than picking and choosing the right talent for the job. Level 1 recruiting has a domino of side effects such as, high turnover of employees, causing increased resources spent on training, which causes lower wages due to not having the most effective staff, which causes an overall negative culture among the employees.  If any business is at this level, I would strongly encourage them to make the move to level 2.

Level 2 is where some of you may be. Level 2 is where active recruitment starts. At this minimal level, you have awareness of your local skilled trades program. You have made a phone call to the instructor and opened a dialogue with him or her. You occasionally make an inquiry to whether they have any candidates to work for your business.  You may get a student here and there, but it hasn’t been a really good resource for your business so far. Does this sound familiar???? Level 2 takes minimal effort, all you do is make a phone call and they send a potential candidate. I am going to give you the hard truth about level 2 from an educators perspective. I couldn’t care less about level 2. Your occasional phone call is 1 of 100 per month that we receive from recruiters looking for a quick hire. Level 2 is a low priority for us. We will send you students but out best and brightest are reserved for higher levels of participants.

Level 3 is the level when you have bought into the recruitment plan and you want to contribute. You do not have the time to dedicate but you still want to contribute so you write a check or make some in-kind donations of materials or something.

On a side note…….. Do not call a CTE woodworking school and say that you have some scrap wood that you are willing to donate. We know this game………. You are trying to get rid of your scrap and hoping to off it on someone that can use it. A similar scenario that you may be familiar with, is when a person calls your company to tell you that they have a tree in their yard and you can have it if you are willing to cut it down and haul it off. The point is….. We do not want your scrap wood.

Back to level 3. Let me tell you….. we LOVE getting checks. On this level, you will have worked out the beginnings of a formal partnership with an educational institution. Your contributions earn you some level of priority when it comes to the quality of students. This level is where you will start to see returns. Every woodworking business in North America should be at this level. This level strengthens educational programs by providing them with much-needed resources, which help us provide better quality education.

Levels 4-5 will be discussed in the next Blog. Stay Tuned…..

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