Emerging Leaders and Recruitment of Tomorrows Distribution Leaders

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Emerging Leaders and Recruitment of Tomorrows
Distribution Leaders
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PRESENTERS

• Megan WhiteDirector of Organizational
  DevelopmentCastle Supply
• whimeg_at_castlenorth.com
• Leslie Pagliari, Assistant Professor
• Distribution and Logistics CoordinatorEast
  Carolina University
• pagliaril_at_ecu.edu

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INTRODUCTION

• Welcome
• Megan White, Castle Supply
• Leslie Pagliari, East Carolina University
• Presentation Topics
• Emerging Leaders within Your Company
• Recruiting New Leaders
• What College Graduates Look for in a Career
• Training Initiatives for a College Graduate
• Conclusion

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EMERGING LEADERS

• The Hidden Treasure In Your Organization
• You all have a diamond in the rough!

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Background

• The Way It Is, Isnt Good Enough Anymore

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What If?

• How would your profitability be affected by the
  following changes?
• What if you could change the cost of acquiring
  better, more productive people?
• What if you could bring them on line quicker?
• What if you could increase your productivity by
  5?

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Development

• Emerging Leaders was a response to a problem that
  turned into a valuable resource on its merits.

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The Basics

• Cheap, Fast Low-Risk
• Mostly in-house resources
• Development Program (ECU, college graduates)
  Great program, but does not solve the right now
  question
• Emerging Leaders can be done very, very quickly

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E.L. Timeline Example

• 6 years Warehouse Associate/Manager at
  Medium-Sized Branch (15,000 sq. ft.)
• 12 Weeks Emerging Leaders Program
• 12 Weeks Management Evaluation Planning
• 6 years 25 Weeks Operations Manager at our
  biggest branch in the company (70,000 sq. ft.)

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The Rewards

• Tangibles Projects, Productivity, etc.
• Intangibles Morale, cultural, etc.
• Future Rewards Accelerate advancement,
  capitalize on opportunities

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The Key

• Coordination Makes All The Difference!!!
• Choosing Participants
• Build-up/Marketing of Program
• Ongoing Communication
• Recognition of Top Participants
• Communication of Performance
• Program Coordinator is the key to the whole thing

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Close

• Company X Facts
• 20M Sales
• 50 Employees
• 4 EBIT 800,000
• 24 GP
• Emerging Leaders
• 5K/associate
• 1 gain in productivity

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Recruiting and Educating Tomorrows Distribution
Leaders
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TOPICS COVERED

• Obstacles
• Finding the right school for recruitment
• Where to look
• Who to contact
• Partnering with the Institution
• What College Graduates are Looking For
• Training and Development of New Hires
• Conclusion

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Obstacles

• Where do I look?
• Business Schools
• (UAB Industrial Distribution)
• Technology Schools
• (ECU Distribution Logistics)
• Engineering Schools
• (Texas AM Distribution)
• Who do I contact?
• Career Services (http//www.ecu.edu/e3careers)
• Program Coordinator of the degree program

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Partnering with the Institution

• There are many ways that companies can partner
  with institutions to build a relationship with
  faculty and students
• Maintain Contact with Faculty
• Speak to Classes of Students and Interact
• Develop Internships for Students

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Partnering with the Institution

• Other ways to partner include
• Career Fair participation
• Give Program Coordinators Brochures and
  Information to give to students
• Donate supplies and money to the program and have
  them acknowledge you with signage in
  laboratories, brochures, etc.

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BE PATIENT!!

• Most of all, BE PATIENT.
• Relationships do not happen overnight or even
  over one semester.
• You must build rapport with the students and
  faculty.
• Have one or two main contacts at your company and
  make it their responsibility to maintain contact
  with the educational institution.
• BE CONSISTENT!!

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Most of ALL.

• Know what YOU want in a graduate and let the
  program coordinators be aware of your needs and
  wants
• Job Descriptions
• Qualifiers for a Graduate
• GPA
• Involvement with organizations
• Work Experience
• Internship Experience
• Locations of potential jobs
• Salary Ranges
• Full-time job vs. internship

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Advisory Boards

• Advisory Boards are GREAT ways to get involved
  with all aspects of the degree program of
  interest.
• Covers course concepts
• Curriculum changes
• Updates on status of degree
• Updates on employers and salaries
• Allows you to give coordinators an idea of areas
  you find weak in graduates in order to make the
  degree program better

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New Graduates

• What are new graduates looking for?
• Continuous Training Programs
• Salaries within range for a particular region
• (http//www.ecu.edu/e3careers/forstudents.lookingf
  orwork.salaryinfo.asp)
• Benefits
• Advancement opportunities

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Salary Ranges

• These numbers were taken from new graduates and
  employer offerings this past year
• Salary Ranges 35,000-50,000
• Areas included Florida to Maryland
• Job titles included the following
• Inside/Outside Sales
• Demand Planner
• Transportation Manager
• Logistics System Specialist
• Global Logistics Coordinator
• Project Manager

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Continuous Training

• An example of continuous training for new
  graduates is Castle Supply
• Intensive 12 week training program
• Total development program is 6 months
• Program includes all aspects of the business
• Helps new graduates pick area of expertise and
  future growth
• Helps Castle determine what areas are best suited
  for each graduate

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CONCLUSION

• Be persistent and consistent with educational
  institutions
• Continuously train your employees
• New and Existing
• Enjoy your recruiting and training efforts and
  you will reap the rewards!
• THANK YOU!