Hiring & Retaining

The Right People

Gary Cooper

Hiring The Right People

A Performance-Based

Job Profile…

• Each position offers the

opportunity for the

company to better

itself.

• This is the cornerstone

to successful hiring and

sound decision making.

The Ideal Candidate

• Is a team player

• Will show care for the animals

• Understands that all positions in the company add value

• Possesses the skillset to get the job done correctly and in a prompt manner

• Values the time of others

Hiring People With A

Passion For Life

• Anyone can hire a “back”

• Anyone can hire a “mind”

• Not every company can

harness their spirit or

passion for life

• THIS is the key to being

better than the best!

The Right “Fit”

• What is the company

culture?

• Does their

personality mesh

with those they will

be working with?

• Will they work as a

“team”?

The Hiring Process:

The Starting Point

• Evaluate their

application

• Look at past work

history

– Length of work and

reasons for leaving

– Type of work

• Do they know anyone

that works at Cooper

Farms currently?

The Hiring Process:

Evaluating A Candidate’s Fit

• First Interview

– Drug test

– Interview with Human

Resources

• Second Interview

– Job Preview

– Tour of location

– Try the job

– Interview with supervisor

The Hiring Process:

Final Evaluation

• Run criminal history

check

– Look for felonies:

anything to do with

violence, sexual crimes,

drug relation

• Social Security Check

• Check references

• Hire if everything

checks out

The Hiring Process:

After Hiring

• Fill out all hiring

paperwork

• Run new team member

information through e-

verify system

– This is through the

department of

homeland security and

validates their

citizenship

The Interview: Stick to a plan

• Focus on gathering examples of past

performance.

• Keep the candidate from taking control of

the interview.

• Remove subjectivity and personal bias.

• Provide an objective, consistent

methodology for evaluating candidates.

Ability To Do The Job

– Lifting

– Standing

– Twisting

– Bending/Stooping

– Using hand tools

– Reaching, Pushing,

Pulling

– Working Rapidly

– Visual Inspection and

Evaluation

– Bending/Stooping

– Any other requirements

specific of the position

• Ask potential team members if they can perform the

functions of the job including the requirements for:

Things To Watch For…

• Identify improprieties in excessive moving,

length of time at present residence or job-

hopping

• Examine education

history. Does the

education fit the job?

Retaining Good Team Members

The Golden Rule

• Quality supervisors and

managers are often the

key to retaining good

team members

– Spend the money and

time to train these key

people

A Team Approach

• Every person working for the

company is part of a team.

• They must feel included to

have consistent job

satisfaction.

– No amount of money can

make up for a team member

who doesn’t feel included,

respected and important.

Communication

• Keeping team

members up to date

on the division and

company as a whole

– Focus Meetings

– Newsletters

– Etc.

Benefits

• Gainsharing

• Healthcare

• Wellness

• 401(k)

• Events

Questions?