N. B. Handy
Recruitment & Hiring Processes
Overview of N. B. Handy
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HVAC, Roofing, Sheet Metal, Machinery
Established 1891
Privately Owned
~$310-320 Million Sales (includes latest
acquisition)
• ~460 Employees
• 19 Physical Locations
Needs Assesment & Search for
Candidate
• Establish Need for Position – replacement vs.
new; full-time vs. part-time
• Internal Posting
– Intranet: 4-5 Days
• Current Employee References
• Monster (8K/year)
– Unlimited national search
– 10 Job postings per year
Search for Candidate
• Professional Associations – Job Posting Area
– NRCA
– AWL
– VARC
• Newspapers – dependent on job (clerical,
warehouse)
Interview Process
• Resumes Screened by HR
– Move non-qualified candidates to deny status
• Manager screens remaining
– Interviews
• Phone
• Manager to Candidate face-to-face
• Panel (dependent upon position)
Hiring Process
• Manager controls process
– All correspondence with interviewees
• HR responds to all candidates
– Basic letter of notification
• VP of HR oversees ALL offer letters
• HR & IT work together
– Setup of new employee
Testing
• McQuaig Survey – Corporate, Management &
Sales
– Personality & behavioral assessment
• Employee Selection Questionnaire – Drivers &
Material Handlers
– Simple test to determine behavioral tendencies
– Ability to perform mathematical functions
New Employee
• Mandatory Testing
– Background Check
– Credit Checks
– Drug Testing
• Mail/email new candidate forms
– Completed & returned prior to start date
New Employee
• NEO Program
– 1 month in duration (generally)
– Online courses (E-Learning environment) – 17
Courses
– Warehouse visit
– 9 Interviews
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1 HR
2 OP/WHSE
3 Organizational
3 Historical
Follow-up
• HR contacts new employee 1 month after
employment initiated
– General impressions
• 90 Day Review Process with
Manager/Supervisor
Sales Trainee Program
• 2-3 College Fairs
– $200-400 per fair
– Collect resumes
– Remain engaged with potential candidate
– Promote NB Handy
• Company brochure
• Video
• Table-top Display
– Choose colleges that have programs that could be
potential fit – ex: Logistics Program
Retention
• Training/Education
– E-learning - everyone, Conferences – job specific
– AOP (Achieving our Potential) – recognition of
Excellence
– TAP (Tuition Assitance Program)
– Sales
• DPS (Dimensions of Professional Selling)
• PTN (Pathways to Negotiation)
– IT
• Flexible Schedules, Telecommuting