In this episode of the Industry Edge podcast, host Danielle Neely interviews Robbi Dickens, Senior Manager at Eisner Amper, who specializes in business process transformation and internal audit engagements. Robbi shares his journey in the utility sector, highlighting a significant case study where he helped transform a troubled water system in Louisiana. The conversation delves into the importance of water and sewer rate studies, sustainability in utility management, and the integration of AI in operations. Robbie emphasizes the career opportunities in the utility sector and the integrity required in consulting relationships.

In this episode of the Industry Edge podcast, host Danielle Neely speaks with Daniel White, HR and Safety Manager at Pan-Oston, about effective HR strategies, onboarding processes, and the importance of workplace culture in retaining employees. They discuss the challenges of attracting younger talent in the manufacturing industry and how Pan-Oston has adapted its hiring practices to improve employee satisfaction and engagement. Daniel shares insights on the company's commitment to work-life balance and the initiatives that make Pan-Oston a desirable place to work.

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Here's a glimpse of what you'll learn:

[00:00] Introduction to Pan-Oston and Daniel White

[02:12] Onboarding Process and Employee Retention Strategies

[06:22] Identifying the Right Hires: Early Warning Signs

[09:47] Attracting Younger Talent in a Changing Workforce

[13:10] Workplace Culture and Employee Engagement Initiatives

[16:00] Work-Life Balance and Employee Satisfaction

[21:50] Conclusion and Career Opportunities at Pan-Oston

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Key Takeaways:

• Pan-Oston specializes in manufacturing retail store fixtures.

• The onboarding process at Pan-Oston is notably short, focusing on hands-on training.

• Quality of hires has improved by empowering supervisors in the hiring process.

• Early reviews at three days help assess new hires' fit and satisfaction.

• "Word of mouth" is a key strategy for attracting younger talent.

• Pan-Oston offers a unique culture that encourages employee referrals.

• The company provides paid volunteer hours to employees.

• Work-life balance initiatives have led to increased employee satisfaction.

• The leadership pipeline is crucial for promoting internal talent.

• Pan-Oston is committed to being a second-chance employer.

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Sponsor for this episode:

This episode is brought to you by KNC Marketing.

We help B2B industrial companies grow their brands' reach and increase sales.

KNC is a full-service agency that partners with B2B businesses to either serve as a fully outsourced marketing department or to supplement their in-house marketing departments.

To learn more about our brand development, marketing, and website design services, visit https://kncmarketingagency.com/.

In this episode, Danielle Neely interviews Chad Carter, an expert in predictive hiring. They discuss the importance of a structured hiring process, common mistakes organizations make, and the five essential attributes to look for in candidates. Chad emphasizes the significance of employer branding and the role of soft skills in hiring. He advocates for viewing hiring as a strategic discipline that can transform an organization's culture and performance.

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Here's a glimpse of what you'll learn:

[00:00] Introduction to Predictive Hiring

[02:47] The Importance of a Structured Hiring Process

[06:03] Common Hiring Mistakes and Their Impact

[09:11] The Role of Interviewers in Hiring

[11:58] Understanding the Five C's of Hiring

[14:52] Balancing Hard and Soft Skills in Hiring

[17:57] Employer Branding and Its Significance

[20:55] Building an Employer Brand from Day One

[24:10] The Gut Feeling vs. Structured Hiring

[26:46] Final Thoughts on Strategic Hiring

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Key Takeaways:

• Hiring mistakes occur 70% of the time due to lack of preparation.

• A structured hiring process can significantly improve hiring success rates.

• Hiring too quickly often leads to poor decisions.

• The five C's of hiring are character, calling, chemistry, competence, and contribution.

• Employer branding is crucial for attracting top talent.

• Soft skills are often more important than hard skills in hiring.

• Hiring should be viewed as a strategic opportunity, not a transactional task.

• The right hire can accelerate organizational success.

• Interviewers should be chosen based on their ability to assess candidates effectively.

• Building an employer brand starts from day one.

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Sponsor for this episode:

This episode is brought to you by KNC Marketing.

We help B2B industrial companies grow their brands' reach and increase sales.

KNC is a full-service agency that partners with B2B businesses to either serve as a fully outsourced marketing department or to supplement their in-house marketing departments.

To learn more about our brand development, marketing, and website design services, visit https://kncmarketingagency.com/.