Precast Inc. - May/June 2008 - (Page 50) said. “In other cases, a number of employees talked to the same person, so they all thought they deserved the bonus.” Self promotion For Gainey’s Concrete Products based in Holden, La., the best ways to recruit employees are the same strategies the company uses to retain existing employees: a good benefits program, advancement opportunities, a smooth transition into the job and steady work. Various forms of advertising get applicants in the door in the first place, though. “We are big on having our employees wear the company name,” said Greg Roache, president. “At the local supermarket, the most common signage you see on the back of T-shirts is Louisiana State University. The second most common is the local high school. The third is Gainey’s Concrete,” he said. “We also plan to set up a billboard in the near future, showing my wife, Lisa, next to a black-coated wet well,” Roache said (Lisa is vice president of sales). The billboard will have the pink Gainey’s logo, and the tagline will read, “Precast concrete never looked so good.” Roache was a supplier for years and learned a lot about strategic marketing. As such, Gainey’s just went through developing its second three-year strategic plan. The plan has three objectives: To increase sales and market share, to increase efficiency and to increase employee retention. Gainey’s uses its retention strategies to get applicants interested in employment in the first place. “One of the most important things we offer is a good benefits plan,” Roache said. “This can be important to the employees themselves, but it seems to be even more important to their family members.” When the company conducts interviews and the applicants ask what kind of benefits it offers, the interviewer stops the interview and brings in the office manager, who handles the benefits program. “They then sit down and go through the benefits handbook,” Roache said. The office manager then gives the applicant a summary sheet of the benefits program, so the applicant can take it home and show his or her spouse. Management also emphasizes to applicants that, just because they will be new employees, they won’t be required to do all the “dirty work.” The company assigns a mentor to each new employee and makes the new employment experience a positive one. “We also let them know there are advancement opportunities, because we try to promote from within whenever possible,” Roache added. Finally, the company makes sure it can offer new employees enough hours so they can pay their bills. Finding good workers is not a simple process, and in fact it often requires a serious effort. With a strategy, a little planning and maybe some outside help, your efforts should pay off. William Atkinson is a freelance writer who covers business and safety issues. Complete Your Precast Line with Durable, Lightweight and Dependable Grade Rings • Proven durability: Road, chemical, weather and worker tough • No water, sand mortar or brick • Self aligning, elevation accuracy to the 1/4 inch • Light weight facilitates easy transportation and eliminates added expense of reaching limited-access sites • DOT-approved Finish Your Quality Precast Project with this Cost-Effective Solution To place an order or for ring size information call: Mike Mortier Phone: (248) 585-7000 • E-mail: mmortier@ugroundtech.com You may reference all information on our website at www.ugroundtech.com Underground Technologies 50 MAY/JUNE 2008 | PRECAST INC. http://www.ugroundtech.com http://www.ugroundtech.com
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