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The OccupaTiOnal SafeTy and healTh adminStrategy istration (OSHA) has cited that 40 percent of employees The key to an effective hiring strategy is to have one. injured at work have been on the job for less than a Most companies simply wing it when it comes to year. The cost impact recordable injuries can have on employee recruitment. Building a timeline with set goals your company, including workers compensation costs for both the hiring and training process is a strategy to and higher premiums due to an increased experience ensure the necessary transition time an employee and modification factor, is significant. To limit your operations company needs for safe and profitable operations. Each potential exposure, hiring smart and being selective with position should have a detailed description of necessary new job candidates is imperative. The interview process can skills, qualifications and abilities. Consult both supervisors be costly, but not as much as a safety incident. and any past or present employees On average, the cost to recruit who hold that same position for a and hire a new employee can vary detailed analysis of the day-to-day anywhere from $1,500 to $5,000. functions and ways to succeed in that In hindsight, this may sound like role. For example, if there is heavy a great deal of money for your lifting or driving requirements, these company, but if you think hiring areas should be identified along with professionals is expensive, try hiring any comparable testing. It is better amateurs. The average indemnity to screen out unqualified candidates claim costs $21,300. It would take than to put employees and your over $425,000 in sales to make company at risk. up the cost of just one claim if the companys profit margin is at Persistence 5 percent. Imagine that number Keep focused on what coupled with the fact that 40 percent characteristics you believe are the Jim Collins, of injured employees have been on essential qualities that a candidate Author of the job less than a year. The cost must possess in order to become Good to Great to recruit and hire a new employee an employee at your company. doesnt seem so large anymore, Dont waiver or compromise on further emphasizing the fact that every new hire is an an individual if he or she is not meeting the exact opportunity to advance your company or wreak havoc on criteria set for the position. Think of employees as an it. If youre going to spend the money to recruit and hire investment. It is cheaper to recruit, hire and keep the a candidate, discern whether they have the skillset and right individual than to have frequent turnover in a set concern for safety necessary during the interview process position. Persistence in hiring the right candidate will to become a return on investment, rather than your next yield a more favorable long-term result, in which the insurance claim. individual, company and workforce have lower incident
People are not your most important asset. The right people are.
Preparation
Preparation is a key stage within the selection process. You not only want to be prepared to evaluate your next new employee, but also showcase the strengths, expectations and examples of what it takes to become a member of your teamone that prides itself on operational efficiency and a Zero Accident Culture. Being prepared means:
Youre Hired!
I know this may be easier said than done, but the numbers really do speak for themselves. The cost of a claim or incident both financially and morally can be nearly triple the cost of hiring. Remember that strategy, persistence and preparation in the hiring process can pay dividends. It is essential to ask the tough, important questions during the interview phase to evaluate whether a person is the right fit for the company and the strong expectations you have towards promoting a Zero Accident Culture. | WA John Wayhart is a Senior Vice President at Assurance Agency (Schaumburg, IL). With more than 29 years in the insurance and risk management industry, his expertise lies in providing solutions for a wide range of businesses including the waste and recycling industry. In the 1989, John trademarked the Zero Accident Culture and continues to teach, coach and mentor this process to help drive down the cost of risk to improve operational effectiveness and financial results. He can be reached at (847) 4637161 or jwayhart@assuranceagency.com. See Assurance Agency at the Waste Expo, booth #19006.
2012 Waste Advantage Magazine, All Rights Reserved. Reprinted from Waste Advantage Magazine. Contents cannot be reprinted without permission from the publisher.
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WasteAdvantage Magazine
April 2012