Human Resources Partnership Case Study – Commercial Roofing Firm

Opportunity: Our client, a well-established commercial roofing institution, was facing a trying time in recruiting and retaining individuals as the firm moved into a growth mode. Recruiting experienced staff was very difficult and expensive, creating a serious knowledge void as all individuals hired had limited or no trade knowledge. To make the recruiting process more complex, the trade has an inherited stigma associated with it, given the responsibilities and tasks of the profession. Although commercial roofing is an excellent trade, where knowledgeable and experienced individuals can reach a high level of compensation, attracting individuals can be extremely difficult. Additionally, the turnover rate was high, thus forcing the Human Resources department to recruit, interview, and onboard candidates continuously. All of the above profoundly impacted the firm’s bottom line. Action: After carefully analyzing each business’s specific and logistical requirements, it was agreed that the following action plan would be undertaken to best apply recruiting/staffing resources for each individual business. A robust program was developed to rely on internal resources for recruiting and training across business units. To accomplish this, a comprehensive staffing program needed to be established. The following six-step process was put into place with each component developed relative to their function: Staffing:

1. Applicant generation
   • Candidate attraction
   • Participation in Events and Resources
   • Research and take advantage of all Labor sources
2. Training and Development
   • Create the program
   • Mentor
   • Evaluate
   • Provide a ladder of success
3. Retention
   •  Promote
   • Comprehensive Benefits
   • Provide incentives and non-monetary rewards.
4. Company Culture
   • What the company values are
   • What is the company’s vision
   • What are the expectations from employer and employee
   • Make an effort to Gain Best Place to Work status
5. Greenhouse
   • Develop and implement the Program
   • Set Standards and Goals
   • Provide Leadership
   • Offer rewards and incentives
6. Pay & Benefits
   • Create a pay matrix and salary bands
   • Provide a reasonable benefit package
   • Ensure that it meets or exceeds industry standards

Benefit: Once the processes and modifications to the staffing and retention model were instituted, there was an immediate ripple effect. Within a short period of time, applications increased, turnover decreased dramatically, gaps in crew staffing stabilized, a pool of promotable candidates was generated, and an encompassing training program produced a crop of individuals with superior skills and abilities. The client recognizes that PEPL’s input as a strategic partner from the business and Human Resource perspective dramatically facilitated their ability to grow, stay competitive, and ensure the attraction and retention of superior talent.