The MHEDA Journal - Third Quarter, 2017 - 23

EXPERT ADVICE

Tom Albero, President &
CEO, Alliance Material
Handling, Inc. Jessup, MD

A

This is a tough one. I wish I had the
magic pill answer but I think there are
so many possible answers that it really
depends on the size and territory of
each dealer. The first step is patience
and matching up new employees at all levels in the company with senior long-term industry employees. The skills
gap cannot be corrected in a short period of time. We have
so much wisdom within our long term employees and they
are more than willing to spread this wisdom to the new
employees that have chosen to enter our industry. As we
all know, once a new employees learns the industry and
understands it, they likely will never leave it. I was fortunate
enough to enter this industry 16 years ago and had such
enormous amounts of wisdom that has been shared with me
over the years. The Millennials that are entering our industry
are hungry for knowledge and have grown up with more
involvement at the parent level than any other generation.
We have found that Millennials enjoy the senior (parent)
/ junior relationship and while they are learning from the
senior employees, their minds are always thinking about
ways to improve everything. The key is letting them implement many of their ideas even when we know that some
will be a mistake. Millennials are much quicker learners
and will typically find a solution to their mistake before an
end conclusion is reached. The recruiting process is much
harder. We have increased our professional human resource
department to two full time and two split time employees.
We have significantly increased our referral bonus and
matched a signing bonus to the new employees. This has
been very helpful but also needs support from our efforts on
recruiting at job fairs, vocational schools and social media.
Our efforts here have only just begun and we are improving
in this area every day.

Jeff Darling, VP
Operations, Washington
Liftruck, Inc., Seattle, WA

A

This issue is one which we view to
be the most Critical Impact Factor in
our business today (and has been for
some time). 
Over the past 5+ years we have initiated a number of strategies in an attempt to recruit more
talent and prospective employees by:
* Developing a relationship with a local technical school
and community college where we:
o Provide tools and used forklifts that they can use in
their training program
o Hire students as apprentice mechanics
o Perform mock interviews with graduating students

* Interview graduating students from Universal
Technical Institute (UTI) - a great technician training
school with 12 locations throughout the U.S.
* Offer $750 Referral Bonus' for journeyman technicians
* Offer Sign-On Bonus' up to $5,000 for journeyman
technicians
* Paying for tuition and books for courses taken outside
of the work environment
At the same time, to retain employees, one needs to get
and keep the individuals engaged in the business.  This is
an ongoing process that I gave my perspective on in the First
Quarter 2017 Edition of the MHEDA Journal (See page #22). 
As I've stated time and time again "we're not in the liftruck
business, we're in the people business."

Scott Lee, President
Conveyor Solutions, Inc.
Schaumburg, IL

A

Recruiting Employees is our biggest
challenge. We are experiencing significant growth opportunities and need
to invest in all areas of the business.
This includes office staff, technicians,
engineers, and the sales team. Like most of you, we find it
difficult to absorb the significant charges "Head Hunters"
are demanding. Instead, we've opted for the "electronic
search." This includes Linked in (both free and paid) and
Zip Recruiter. We've also implemented a new Employee
Referral Program. While none of these solutions is the magic
bullet, the combination has produced enough candidates to
fill the immediate positions we have available.

Todd Maxwell, COO, RMH
Systems Waukee, IA

A

At RMH Systems we put a great deal
of resources into hiring the right individual and measuring the skills gap
prior to an offer so that we have a good
idea what we need to focus on when
the employee starts. Once we hire the
individual, we focus on the most important part of any new
employee's start, the onboarding process. It is so important
to make sure that the new employee feels like they made
the right decision that first day of work. To make sure we
get off on the right foot, each new hire has a customized
orientation program that covers the key areas to make them
successful. For example, for a new salesperson, we will
cover the following topics: key contacts within the company,
sources of data to locate potential customers, direct marketing programs, products, vendors, vendor training opportunities, training scheduling, Manufacturer Representatives, Rep
training opportunities, ERP training, CRM training, Inside
Sales training, Ride alongs with salespeople, ..etc. The
continued on page 98
The MHEDA Journal | Third Quar ter 2 017

23



Table of Contents for the Digital Edition of The MHEDA Journal - Third Quarter, 2017

Chairman’s Perspective
From the Desk of Liz Richards
Editor’s Note
2017 MHEDA University Calendar
Ask Your Board
MHEDA MEMBER PROFILE
@WORK
WOMEN IN INDUSTRY
INDUSTRY PULSE
BEST OF THE BEST
HAPPY ANNIVERSARY
CLARK MATERIAL HANDLING COMPANY
MHEDA WORKS WITH MSSC TO DEVELOP CERTIFIED FORKLIFT TECHNICIAN DESIGNATION PROGRAM
49 EMPLOYEE ENGAGEMENT IDEAS
2017 EMERGING LEADERS CONFERENCE
DOES YOUR LIFE PASS THE CREATIVITY & INNOVATION QUIZ?
GET CONNECTED, GET AHEAD
MHEDA Convention 2017 Recap
THE MASTER'S PROGRAM IN DEALER MANAGEMENT
KEEP/SELL/GROW-BUSINESS ANALYSIS
New Members
Spotlight on Association News
MHEDA Milestones
Index of Advertisers by Product Category
Index of Advertisers Chronologically
The Last Word
The MHEDA Journal - Third Quarter, 2017 - cover1
The MHEDA Journal - Third Quarter, 2017 - cover2
The MHEDA Journal - Third Quarter, 2017 - 3
The MHEDA Journal - Third Quarter, 2017 - 4
The MHEDA Journal - Third Quarter, 2017 - 5
The MHEDA Journal - Third Quarter, 2017 - 6
The MHEDA Journal - Third Quarter, 2017 - 7
The MHEDA Journal - Third Quarter, 2017 - 8
The MHEDA Journal - Third Quarter, 2017 - 9
The MHEDA Journal - Third Quarter, 2017 - 10
The MHEDA Journal - Third Quarter, 2017 - Chairman’s Perspective
The MHEDA Journal - Third Quarter, 2017 - 12
The MHEDA Journal - Third Quarter, 2017 - From the Desk of Liz Richards
The MHEDA Journal - Third Quarter, 2017 - 14
The MHEDA Journal - Third Quarter, 2017 - Editor’s Note
The MHEDA Journal - Third Quarter, 2017 - 2017 MHEDA University Calendar
The MHEDA Journal - Third Quarter, 2017 - 17
The MHEDA Journal - Third Quarter, 2017 - 18
The MHEDA Journal - Third Quarter, 2017 - 19
The MHEDA Journal - Third Quarter, 2017 - 20
The MHEDA Journal - Third Quarter, 2017 - Ask Your Board
The MHEDA Journal - Third Quarter, 2017 - 22
The MHEDA Journal - Third Quarter, 2017 - 23
The MHEDA Journal - Third Quarter, 2017 - MHEDA MEMBER PROFILE
The MHEDA Journal - Third Quarter, 2017 - 25
The MHEDA Journal - Third Quarter, 2017 - 26
The MHEDA Journal - Third Quarter, 2017 - 27
The MHEDA Journal - Third Quarter, 2017 - 28
The MHEDA Journal - Third Quarter, 2017 - 29
The MHEDA Journal - Third Quarter, 2017 - 30
The MHEDA Journal - Third Quarter, 2017 - 31
The MHEDA Journal - Third Quarter, 2017 - 32
The MHEDA Journal - Third Quarter, 2017 - @WORK
The MHEDA Journal - Third Quarter, 2017 - 34
The MHEDA Journal - Third Quarter, 2017 - WOMEN IN INDUSTRY
The MHEDA Journal - Third Quarter, 2017 - INDUSTRY PULSE
The MHEDA Journal - Third Quarter, 2017 - 37
The MHEDA Journal - Third Quarter, 2017 - BEST OF THE BEST
The MHEDA Journal - Third Quarter, 2017 - 39
The MHEDA Journal - Third Quarter, 2017 - 40
The MHEDA Journal - Third Quarter, 2017 - 41
The MHEDA Journal - Third Quarter, 2017 - HAPPY ANNIVERSARY
The MHEDA Journal - Third Quarter, 2017 - 43
The MHEDA Journal - Third Quarter, 2017 - CLARK MATERIAL HANDLING COMPANY
The MHEDA Journal - Third Quarter, 2017 - 45
The MHEDA Journal - Third Quarter, 2017 - 46
The MHEDA Journal - Third Quarter, 2017 - MHEDA WORKS WITH MSSC TO DEVELOP CERTIFIED FORKLIFT TECHNICIAN DESIGNATION PROGRAM
The MHEDA Journal - Third Quarter, 2017 - 48
The MHEDA Journal - Third Quarter, 2017 - 49
The MHEDA Journal - Third Quarter, 2017 - 49 EMPLOYEE ENGAGEMENT IDEAS
The MHEDA Journal - Third Quarter, 2017 - 51
The MHEDA Journal - Third Quarter, 2017 - 52
The MHEDA Journal - Third Quarter, 2017 - 53
The MHEDA Journal - Third Quarter, 2017 - 54
The MHEDA Journal - Third Quarter, 2017 - 55
The MHEDA Journal - Third Quarter, 2017 - 56
The MHEDA Journal - Third Quarter, 2017 - 57
The MHEDA Journal - Third Quarter, 2017 - 58
The MHEDA Journal - Third Quarter, 2017 - 59
The MHEDA Journal - Third Quarter, 2017 - 60
The MHEDA Journal - Third Quarter, 2017 - 61
The MHEDA Journal - Third Quarter, 2017 - 62
The MHEDA Journal - Third Quarter, 2017 - 63
The MHEDA Journal - Third Quarter, 2017 - 64
The MHEDA Journal - Third Quarter, 2017 - 2017 EMERGING LEADERS CONFERENCE
The MHEDA Journal - Third Quarter, 2017 - 66
The MHEDA Journal - Third Quarter, 2017 - 67
The MHEDA Journal - Third Quarter, 2017 - 68
The MHEDA Journal - Third Quarter, 2017 - 69
The MHEDA Journal - Third Quarter, 2017 - DOES YOUR LIFE PASS THE CREATIVITY & INNOVATION QUIZ?
The MHEDA Journal - Third Quarter, 2017 - 71
The MHEDA Journal - Third Quarter, 2017 - 72
The MHEDA Journal - Third Quarter, 2017 - 73
The MHEDA Journal - Third Quarter, 2017 - GET CONNECTED, GET AHEAD
The MHEDA Journal - Third Quarter, 2017 - 75
The MHEDA Journal - Third Quarter, 2017 - 76
The MHEDA Journal - Third Quarter, 2017 - 77
The MHEDA Journal - Third Quarter, 2017 - 78
The MHEDA Journal - Third Quarter, 2017 - 79
The MHEDA Journal - Third Quarter, 2017 - MHEDA Convention 2017 Recap
The MHEDA Journal - Third Quarter, 2017 - 81
The MHEDA Journal - Third Quarter, 2017 - 82
The MHEDA Journal - Third Quarter, 2017 - 83
The MHEDA Journal - Third Quarter, 2017 - THE MASTER'S PROGRAM IN DEALER MANAGEMENT
The MHEDA Journal - Third Quarter, 2017 - 85
The MHEDA Journal - Third Quarter, 2017 - 86
The MHEDA Journal - Third Quarter, 2017 - 87
The MHEDA Journal - Third Quarter, 2017 - KEEP/SELL/GROW-BUSINESS ANALYSIS
The MHEDA Journal - Third Quarter, 2017 - 89
The MHEDA Journal - Third Quarter, 2017 - New Members
The MHEDA Journal - Third Quarter, 2017 - 91
The MHEDA Journal - Third Quarter, 2017 - 92
The MHEDA Journal - Third Quarter, 2017 - Spotlight on Association News
The MHEDA Journal - Third Quarter, 2017 - 94
The MHEDA Journal - Third Quarter, 2017 - 95
The MHEDA Journal - Third Quarter, 2017 - MHEDA Milestones
The MHEDA Journal - Third Quarter, 2017 - 97
The MHEDA Journal - Third Quarter, 2017 - 98
The MHEDA Journal - Third Quarter, 2017 - Index of Advertisers by Product Category
The MHEDA Journal - Third Quarter, 2017 - 100
The MHEDA Journal - Third Quarter, 2017 - Index of Advertisers Chronologically
The MHEDA Journal - Third Quarter, 2017 - The Last Word
The MHEDA Journal - Third Quarter, 2017 - cover3
The MHEDA Journal - Third Quarter, 2017 - cover4
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