Retail Observer

RETAILOBSERVER.COM JUNE 2016 50 W e are always looking at trends, issues and concerns facing members in the industry today. We recently had an event where our members requested content on a range of topics around labor. On some levels, attracting developing and retaining quality talent has gotten harder... harder at a time when many people are looking for jobs. What is it about finding quality talent that is difficult? While there are a range of educational disciplines that are well aligned to success in our industry, until formal programs come out that specifically address the challenges and solutions needed for today's savvy consumers, business owners need to continue to be creative. One of our members, Environmental Technology Control, is proactive in their approach to this challenge. For Ted Bremekamp, CTO of Environmental Technology Control (ETC) in West Palm Beach, Fla., finding good talent is a major issue as the company tries to grow at the rate it wants to grow. "As the market heats up, there's a limited amount of technicians and engineers and support techs, so it's hard to maintain what the sales guys want to do," said Bremekamp. So ETC and other security, low-voltage and integration firms in the area decided jointly to create a course at nearby Palm Beach State College that attracts talent to our industry and gives them the basic training they need to do the job right. The course is entitled Security and Automation Systems Technician, and it awards a PSAV (Post Secondary Adult Vocational Certificate) to students who complete it. Here's the description: "This program of instruction is designed to lead students through a high technology, a multi-discipline set of content areas that will lead to employment installing and repairing security and home automation systems. Students completing this program will be prepared to enter a profession with solid employment as well as professional growth opportunities as they learn and gain experience in the field of security and automation." The course does not require a high school diploma or GED. ETC plans to hire an intern or two from the class to give them actual field experience and maybe find a new permanent employee. Bremekamp said the collaborators on the course wanted to duplicate what has been available to the electrical industry for many years. "Why not do it for low voltage?," they asked. Currently, ETC finds employees through job sites, other companies, friends of existing employees, even advertising in CE Pro. But without the pre-vetting that the college course can provide, there are perils, said Bremekamp. "When you bring people in who have no experience, take the time to train them, then find out they're not interested in the field, or have no talent, it's a lot of time wasted," he said. Instead, with the new college course, Bremekamp hopes to find candidates who are personally invested in and excited about a career in electronics integration. When considering the alternatives, the costs of hiring the wrong talent are extensive. Dan Abramson, Staff Dynamics reported, "72% of companies, do not have a structured hiring process." Further Abramson advised that the "cost of a bad hire was approximately three times the compensation." Given these facts, many companies are responding by employing an objective approach using a scorecard that each interviewer completes. Team feedback is properly weighed and considered before the offer is extended. The benefits of good hiring practices are many; from increased productivity to reduced employee turnover. Companies with structured processes can deliver enhanced customer service and ultimately earn more referrals. The information and tools are accessible, as well as ways to find and connect with subject matter experts to help. LinkedIn has enjoyed extensive growth, with over 332 million users, and 1.5 million user groups it is easier than ever to find an expert who is willing to help. The tool has taken off. Approximately two new users are being added every second and 42% of users update their profile regularly. There are many options when it comes to establishing a recruitment approach for one's company. There is no "one-size-fits- all" approach. From online approaches to customized recruiting strategies, there are few shortcuts, each approach takes time, it just depends on your focus and goals. Dave Workman Consumer Electronic Trends Dave Workman is CEO and President of the ProSource Buying Group. RO 2016 EMPLOYEE RECRUITM ENT STRATEGIES

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