Author Archives: Jesse
The Virginia Manufacturers Association’s mission is to create the best business environment in the United States for world-class advanced technology businesses to manufacture and headquarter their companies for maximum productivity and profitability.
4701 Owens Way, Suite 500
Prince George, Virginia 23875
Phone: (804) 446-3385
Fax: (804) 446-3466
CEB is the leading member-based advisory company. By combining the best practices of thousands of member companies with our advanced research methodologies and human capital analytics, they equip senior leaders and their teams with insight and actionable solutions to transform operations.
The Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management.
No positions available at this time
- Process Engineer
- Chemical Engineer
What is onboarding? A or B… A) The rush of cramming all of the information into one day of lecturing. B) The process through which new employees learn and adapt to the norms and expectations of the organization to quickly reach maximum productivity. If your on-boarding process reflects a then you may need an on-boarding process overhaul.
The Brutal Facts… (more…)
The technology era has been credited for many new roles in automated/high tech manufacturing that didn’t exist in the prior to the 21st century. In addition, the new lingo of doing more with less, Six Sigma, TQM, Lean Production, and Kazan requires more innovative approaches to getting the right people on the bus.
Companies finally understand it is no longer enough to ask the standard interview question around a table with 4 other butchers that are seeking to rip away the bad flesh. With that said, the purpose of the interview is to gauge if this person can do the job, can work well in the culture, is able to work well under pressure, grow to the next level, will stay committed, can be trusted, works well with a team, takes the initiative, and has entrepreneur ability. The question of the century is how should employers implement simplistic tools that will identify the superstars and weed out those that wrote and understand the book of interviewing 101 but prove to be the wrong fit once they hit the floor?
1. Have Interviewees participate in a team projects. One client stays ahead of the curve by requiring that potential hires participate in a team project. This activity is no other than a simulation to determine how well this person interacts and works with a team. The employer’s philosophy is if you observe long enough, the diamonds will shine and rocks will crumble.
2. Write an essay. Another innovative approach that we recently implemented in a company is the fill in the blank, “essay” template that requires the candidate to focus on values, past experiences, and real life work situations and present to an interview panel. The panel asks questions and makes observations based on the essay. It helps to ease the candidate because he or she has a script but it also gives the interview team a chance to dig deeper.
If you are a company that has been doubling your profits consistently over the past 10 years, primarily because you are attracting superstars, Kudos to you! However, if this is not your company and you’re doing the same things and the results are the same, it may be time for a “put innovation to work” brainstorming session so that you can get the train on the tracks to building a successful business.
Accel Talent and Development Group is available to partner with your company to review your existing process and/or to build a process from scratch.