To stay competitive and to maintain our profitability, customer satisfaction and our continued existence, we need competent, versatile people who are quick off the mark and able to work in a team.
To this purpose, following means have been put in place :
In order to be efficient and reactive, we are recruiting the necessary staff not only for our current needs. The hired persons should be able to acquire skills which we might need tomorrow. Actually, we know that this is the way how to mark the difference. The ability of acquiring new skills is a real asset for a company.
We have different manners of recruiting staff :
Punctual recruitment: in response to a need which occurs at a certain moment. For this kind of hiring , we put advertising in papers, on the main websites for recruiting, in schools or associations of former pupils, at the national agency for employment, at recruiting agencies in our region as well as on the present website.
Permanent survey of a number of professional profiles which we might need tomorrow. For this kind of recruitment, we have asked the recruiting agencies and well as the national office for employment to send us the CV’s of the people matching our selection criteria. We are also creating links with High Schools where the interesting profiles are being trained and we carefully examine unsolicitated job applications.
The people we are looking for :
- Painters: we examine applications from people with a professional A level as coachwork painter
- Graduated joiners and fitters or wood production engineers and other kind of trainees in the wood area
- People with a good initial education level (A level,…) having already worked in the industry and aiming to continue in production.
Furthermore, we consider that recruiting doesn't stop upon arrival of a new colleague. We are very attentive to the starting period and the follow-up of the newcomers (open ended, fixed term or temporary contracts).
To facilitate the newcomer's integration, a coach is systematically named to answer all questions or to address him to the right persons.
The manager also has an important part during this first periods.
Each employee is given the possibility to get involved in the company, to bring his/her's ideas of how to improve the job, the methods, the working conditions,...
We are aiming to develop the autonomy to take on initiatives, responsibilities and to progress.
A good knowledge of one's job and responsibilities is primary to know how far you can act. Being autonomous, taking on initiatives means working more efficiently.
We are also very demanding towards ourselves and our colleagues regarding our individual and team work. For sure, this implies a positive and friendly-minded attitude. This is not alway easy, but day after day we try and become better.
A privileged moment between the manager and the employee to dialogue about difficulties, needs, results of the previous year and to fix new goals. It takes place at least once a year and consists of several parts :
- Functions - responsibilities
- Skills - training
- Employee's satisfaction
- Strategy and life of the company
For each subject, the employee and his manager analyze the results of the previous year, define the achievements and action plan for the current or coming years.
This way, common progress becomes possible. The interview should be well prepared and the results should be recalled into memory at least every 3 months.