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Best Practices in Recruiting and Retention

The recycled materials industry is experiencing a workforce shortage. ReMA is providing its members with helpful guidance on recruiting and retention best practices. The resources provided are sufficiently broad to be useful to non-HR and HR Generalists in their recruiting and retention efforts. The following resources are:

Use these resources to diversify and expand your workforce.

 
Workforce Development Talent Sources

Sourcing through: Educational Programs, Parallel Industries, Government Programs, Internet, Applicant Tracking
Keep them through: Onboarding

1
Start Here!

If you know what you need, you can look in the right places and find the right hire. See the Glossary of Terms.

2
ReMA Sustainability Pathways Program

Providing membership access to Internship, Apprenticeship, Fellowship programs working with Colleges & Universities.
See ReMA Sustainability Pathways Program Webpage

3
Parallel Industries

You can source from many manufacturing industries outside of recycling like Lumber, Construction, Home Builders, and Transportation. All have similar jobs.
See Manufacturing Companies in USA

4
Job Boards

Many associations have job boards where you can post your positions or find individuals looking for work. Cllick the link below for examples. See Manufacturing Job Boards

5
“Fish in Other Ponds”

Bring in people from diverse backgrounds:, Second Chance Programs, Veterans organizations, American’s with Disabilities, Autism organizations (neuro diversity)...

6
Use Internet Recruiting Sources

ISRI’s Workforce Management Toolkit (provides marketing materials to recruit and retain), Indeed.com, ZipRecruiter.com, Monster.com, GlassDoor.com, or specialty recruiter sites like EHSCareers.com for environmental, health and safety positions.

7
Use your Human Resource Information System

If you have an HRIS with applicant tracking, you can maintain a record of sites and agencies you use in your recruiting practices, and which have been most successful for your organization.

8
Delivery is Everything

First impressions are lasting. Have strong onboarding program in place to sell who you are and why what your new hire does is important.

DOWNLOAD THE Workforce Development Talent Sources Wheel
 
Recycled Materials Association: Entry-Level Jobs Document

This document serves as a valuable resource for Recycled Materials Association members when drafting job descriptions and roles for entry-level positions within their organizations. Additionally, it provides links to Apprentice.gov sites that offer detailed information on the Registered Occupation name, apprentice programs related to the occupation, and typical education programs associated with the occupation.

DOWNLOAD THE Entry-Level Jobs Document
 
90-Day Onboarding Program At a Glance
First 30 Days

Getting to know you

Show employee the basic in’s and out’s of the company; the type of work you want & process you want them to follow; ensure they are acquainted with all staff; explain everyone’s role and how to communicate with each.

Implement a mentorship program

Purpose: Strengthen employee experience and engagement.

  1. Pair the new hire with the right person
  2. Set program expectations
  3. Give the employee the tools they will need to be successful.
Program should include
  1. Company culture
  2. Company specific platforms, intranet systems and company specific training classes.
  3. Products and clients they should be familiar with.
Career Planning & Performance
  1. Career development planning with specific goals, metrics and KPI’s
  2. Setting career parameters
  3. Creating goals for the new hire.
60 Days

Collaboration

This period is less about training and more about comprehensive work, handling clients, workloads, tasks. This month is where the employee will sink or swim.

Encourage Group Work

Invite the new hire to take on tasks with other team members.

  1. Let the employee try a new, possible task that will showcase work they will actually be doing.
  2. If they fail, how to they handle the situation and shortcomings?
  3. Be sure they know their coworkers are there to help!
  4. Set up regular check points to ensure communication & feedback.
  5. Learn what kind of feedback is effective for them.
  6. Reiterate goals and parameters set in the beginning.
90 Days

Gaining Independence

By this time your new employee should begin to show success on their own and be taking responsibility for their work. This sense of responsibility should be supported by the clear explanation of KPIs (key performance indicators) provided them in the first 30 days of employment.

The New Employee Should:
  1. Work independently on projects.
  2. Be accountable for their work.
  3. Be proactive and more involved in the company.
  4. Take initiative to get feedback on goals/KPIs.
The Manager Should:
  1. Keep lines of communication open.
  2. Continue to train and develop their new employee.
  3. Provide constructive feedback to guide new employee to success.
  4. Try not to micromanage your new employee. Work with them to achieve what you want from them.
  5. Celebrate Successes!!
DOWNLOAD THE 90-DAY ONBOARDING TEMPLATE
 
Guidelines for Developing Successful Recruiting Programs

(Care of JBM Packaging)

Second Chance Hiring

1
Get Leadership Support

For the program to be successful it requires the collective engagement and support of key stakeholders from HR to operations to the top executives.

2
Goals Drive Strategy
  1. Set clear objectives for short- and long-term growth
  2. How many people do you want to hire?
  3. What are the key performance Indicators?
3
It Requires an Investment

Many second chance applicants will require assistance with appropriate clothing and housing.

4
Know whom you want to Hire

Finding the right people is key to a successful program. You must consider the types of people you want to hire, including taking into consideration the types of crimes they have committed.
See JBM Packaging for more detail.

5
Find Local Partners

Resources vary based on the community. Identify non-profit partners like Goodwill and Salvation Army. The services can include assistance with transportation, short-term housing, access to furniture, and childcare services.
See also Re-entry Programs by State.

6
Support Team Members Internally

Create a framework that supports the development of traditional employees and the second chance hires to position everyone for success. Create an Engaging Training Program

7
Develop Methods for Recognition

When team members reach a milestone in their employment or other significant events in their lives, take the time to celebrate them!

8
Ensure Success – Drive it Home
  1. Make it a priority
  2. Determine your target profile
  3. Create a network of support partners
  4. Develop Internal Support
  5. Celebrate Success
DOWNLOAD THE Guidelines for Developing Successful Recruiting Programs
Jobs of Tomorrow Snapshot
ReMA Sustainability Pathways Program

Have Questions?