CORPORATE COMMUNITIES

Q. A.

WHAT DOES ONE’S HIRING PROCESS ENTAIL?

“Hire hard” is a common quote heard during the hiring process at ONE. By that we mean we need to really ensure we vet a candidate’s experience, background and skills to make sure we have the right talent for the right roles.

We’ve created a great place to work, and we need great employees for that to continue.

We’ve recently created a hiring process that requires every candidate to be reviewed and screened for necessary skills and qualifications by HR before we move through a hiring process with the hiring manager and/or team.

WHERE DOES ONE LOOK FOR NEW EMPLOYEES?

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HOW DOES ONE ENSURE A NEW HIRE IS A GOOD FIT FOR THE POSITION AND THE TEAM?

Our values are a mainstay and incorporated into our interview process. Caring, client service, innovation, growth, quality, honesty … are all foundational to continuing a strong culture and an unparalleled client experience.

Knowing where a candidate stands in regards to those values is key to helping us ensure we have the right person for the right role. From an HR perspective, competencies such as communication, work ethic, leadership and technical knowledge will always be foundational to finding the right candidate.

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WHAT KINDS OF MISTAKES ON A RESUME OR IN AN INTERVIEW COULD TAKE A CANDIDATE OUT OF THE RUNNING FOR A POSITION?

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Ego. Finding employees who are team players and care about each other, our clients, and our work product is integral to our success. Confidence is of course welcomed, but putting your motives and needs before all else is a culture killer.

In the past year, there has been an increased effort to diversify our recruitment efforts. With that being said, we have tremendous success in our employee referral program. To-date for this year, we have filled 82 percent of our positions via our employee referral program!

Our employees are proud to work here and proud of the culture our leadership has created, and that translates into our employees being an excellent resource to help fill positions.

WHAT ARE THE MAIN FACTORS NEW EMPLOYEES ARE LOOKING FOR IN A WORKPLACE?

There’s a lot of research on the different generations and what Millennials, specifically, are looking for in a workplace. At the end of the day, I believe strongly that it doesn’t matter what generation we’re from, we all are looking for the same things out of our workplace: challenging and purpose-driven work, opportunities to grow, feedback, appreciation for our hard work, flexibility and trust.

Those are all key ingredients in creating an engaging and successful work environment for all.

minnkota.applicantpro.com/jobs

WHAT CULTURE INITIATIVES DOES JLG IMPLEMENT THAT SET IT APART AS A GREAT WORKPLACE?

We value relationships. Internal cohesion is priority. We hire those rich in character who align within our firm.

We seek authentic, driven, uplifting, passionate, trustworthy, respectful lifelong learners, as well as problem-solving individuals who value relationships, community, design, stewardship and integrity.

We lead from the heart. We continually step back and check in with one another and make decisions that value both individual and business needs. We are committed and passionate.

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Ultimately, our employees don’t just design buildings, they are our clients’ trusted advisors. Their relationships are built by understanding the client and community to create solutions that elevate quality of life and individual experience while being stewards of the clients’, communities’ and earth’s resources.

HOW DOES JLG MAKE SURE THAT ITS EMPLOYEES FEEL INCLUDED AND ENGAGED?

Employees are empowered to identify business needs that align with their skills, abilities and passions in order to chart their own career path. We offer an environment for career paths to be a continual evolution.

Ultimately, we want employees coming to work passionate about what they do and leveraging their talents. We educate employees on business operations and request their input. Their feedback contributes to the advancement of our firm.

We understand the importance of a collaborative process to elevate decisions that drive quality results. As a 100 percent employee-owned firm, the end result provides financial value to every employee.

HOW CAN A COMPANY BUILD A CULTURE THAT SUITS EMPLOYEES OF ALL AGES AND BACKGROUNDS?

This is based on the principle that everyone’s voice matters. Our unique perspectives and experiences have a cumulative impact on the firm’s advancement, from the executive team down to our student interns.

Everyone is given information on how business decisions connect to the greater vision. They are able to challenge the process and get transparent and honest feedback regarding the directions taken.

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WHY IS IT IMPORTANT FOR A COMPANY TO ESTABLISH A STATED SET OF CULTURAL VALUES?

Our values serve as a beacon to ensure that our shipmates are working together, all rowing in the same direction, to reach our targeted destination. If everyone is not on board or not headed in the same direction, it affects our overall achievement and creates internal conflicts that can distract and disengage individuals.

HOW CAN A COMPANY REBUILD A POSITIVE WORKPLACE CULTURE AT TIMES WHEN MORALE IS LOW?

An emphasis on communication builds positive culture. More specifically, listening and demonstrating that individuals are heard through changes, big or small, let employees know that they are valued.

We have a very transparent environment where open, honest and respectful feedback not only is welcomed but is sought out. Feedback is not only critical to continued advancement and growth, it is key to valuing employees.

Employees need to know that a company not only has the business needs in mind, but also takes the employees’ top interests to heart.

We like the TOUGH jobs!

WE ARE:

• Fisher Sand & Gravel Co.

• Fisher Sand & Gravel - New Mexico, Inc.

About Us

Fisher Industries is a family of businesses that serves all aspects of the aggregate industry. Whether its manufacturing aggregate processing equipment, mining and delivering aggregate products, or the final roller pass across freshly laid asphalt; we stand ready to tackle the toughest jobs. But we are so much more than just rocks. We are a unified team, working together to cement our place in the industry. From accountants to welders, we employ over 1,100 professionals during our peak seasons.

WE OFFER:

• 401(k) Plans

• Profit Sharing

• Company Sponsored Term Life

• Employee Assistance Program

• Customizable Benefits

COMPANY CULTURE:

• Luncheons

• Holiday Parties

• Annual Golf Scramble

• Company Picnic

• Milestone Celebrations

• and More!!

• General Steel & Supply Company

• Arizona Drilling & Blasting

• Fisher Grading & Excavation

• Fisher Ready Mix

• Southwest Asphalt

• Southwest Asphalt Paving

Q. A. WHEN DO STUDENTS START PLANNING AND APPLYING FOR POST-GRADUATION JOBS?

It really varies. Some start the semester before graduation, and others begin the last eight weeks before graduation. Others have a job offer from an internship.

University of Jamestown hosts a fall Career & Internship Fair on campus, and the Career Center provides transportation to and from the North Dakota State University Fall and Spring Career Fairs in Fargo to encourage students to start networking early.

WHAT ARE STUDENTS’ TOP CONCERNS ABOUT ENTERING THE WORKFORCE?

Heidi Larson Director of Career Services &

Some students are concerned that their skills may not match positions that are currently open or get discouraged when they search for positions, and the position turns out to require three to five years’ experience.

At University of Jamestown, we encourage students to participate in internships and volunteer activities as early as their freshman year, so they can start gaining that experience to be more prepared.

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HOW DOES THE UNIVERSITY WORK WITH EMPLOYERS TO MAKE SURE STUDENTS’ TRAINING MEETS EMPLOYERS’ NEEDS?

Q. Q. Q.

Education University of Jamestown Jamestown,

Experiential

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WHAT ARE THE MOST IMPORTANT FACTORS OR PERKS STUDENTS WANT IN A WORKPLACE?

Students are looking for benefits and flexibility in their career. Companies that offer a work/ life balance are attractive to students. Students also look for companies that have advancement opportunities that are defined.

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We’re in the process of developing a UJ Career Center Advisory Board that will meet each fall to make sure we are responsive to the current trends and needs in industries in the region.

This board will consist of representatives from employers in the region’s manufacturing, health care, technology and financial sectors. If you’re an employer who’d like to be a part of this board, please contact me.

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In addition, I am involved in the Chamber of Commerce (Ambassador) and Community Health Partnership groups, and I serve on several boards that keep me in touch with employers in these industries as well.

The Career Center also is a resource for academic departments to facilitate the connection between industry and the university. We share employer internship feedback with the departments, which use it for their curriculum development.

WHEN IT COMES TO MAKING GOOD HIRES, WHAT TRAITS SET SUCCESSFUL COMPANIES APART?

Companies that intentionally develop their company culture and invest in their workforce find those to be successful corporate traits. Innovation and the use of technology are also perceived as successful characteristics.

In addition, workplaces that give back to their community or make a difference in their community win students’ admiration and respect.