Issue link: https://www.e-digitaleditions.com/i/508347
May/June 2015 31 Recruiting Talent continued WONDERFULLY FABRICATED Why choose Franke for specialty fabricated foodservice equipment? Simple. If you can dream it, we can build it. With our 'Tailor-Fit' fabrication capabilities, we design and build solutions that improve food preparation, holding, refrigeration, execution and productivity. When form meets function, service is faster. And that makes everything Wonderful. Discover the 11 Key Factors For Selecting a Specialty Fabricator. Go to frankeamericas.com/we-love-dealers tomer in the supply chain. They know what services they offer and have found a myriad of ways to sell value. This really isn't too different. The focus has just changed. Creating a value proposition requires the company to identify the reasons a candidate should work for your com- pany versus another. You can start with the basics. List out the benefits, such as insurance, retirement account offerings and a competitive wage. Once tangible benefits are identified, then the real chal- lenge begins. How do you articulate cul- ture or environment? Rather than guess- ing, ask the people that work for you? Simply put, why do they come to work every day? Once you get past some of the flip answers about a paycheck, I suspect that you will discover several reasons that will become key points in your value proposition. I have always believed that a defined progression or opportunity for advance- ment is a strong selling point for any organization. How do most people advance in your company? Are there any dead-end positions? What is the level of satisfaction in these positions? Without the ability to advance, these positions can become a cancer in your compa- ny. Having a well-defined progression for advancement and a solid employee development program will make your company stand out from the pack. When you're ready to put your value proposition to work, it's time to go after the best candidates possible. Create the best pitch for your company. You may only have one shot to get someone to look at your company. Remember, the best candidates may already have a job. They usually do. With these candidates, your pitch changes a bit. Your mission is to cre- ate unease. Now this may sound a little counterintuitive to all the previous sug- gestions. The unease I speak of is doubt. After the pitch, you are hoping to create a seed of doubt that his or her cur- rent situation isn't that great. There just might be a greener pasture out there and your company might have the acreage. Good luck and know that I am always here to help. About the Author: Jason Bader is the managing partner of The Distribution Team, a firm that specializes in helping distributors become more profitable through strategic planning and operating efficiencies. The first 20 years of his career were spent working as a distribution executive. Today, he is a regular speaker at industry events and spends much of his time coaching individual distribution companies. For more information, call (503) 282-2333 or contact him by email at Jason@ Distributionteam.com. Also visit The Distribution Team's website at www.thedis- tributionteam.com.