40 to 280 in Three Weeks Flat!

40-to-280-in-three-weeks-flat_blog_staff-management-SMX_RThere can be many factors that impact a labor forecast during a roll-out and so you always need to be prepared for the unexpected. In this case the contributing factor was the client’s need to transfer product from their previous facility to their new facility, with no disruption to customer orders. Our team, which is supporting the new facility, needed to match the workforce numbers in the existing facility during the 30-day transfer process. Originally the forecasted increase was around 100 associates.  That number jumped up to 280 because the client was transitioning their associates from a third party vendor into full-time associates and that added some complexities to the onboarding process.

In order to meet the higher recruiting numbers, we used job boards and print media as well as alternative recruiting. Web sites such as jobclassifieds.com, Craigslist, Kijiji Jobs, Allstar Jobs and CareerBuilder were all used to reach potential associates. We also gained key contacts with a local college that where we have held job fairs to attract candidates during peak periods. Two alternative recruiting tactics used were posting flyers at local businesses within a 5km radius of the facility and attending the Peel-Halton job fair and passing out 2,500 flyers to job seekers in the community. These efforts and others allowed us to meet the additional headcount requirements without disruption.

After being in Canada for three months, the roll-out process is coming to a close. The permanent service team has been hired and is taking on a more active role. The NBD team is now focused on completing the open roll-out tasks, providing on-going training for the permanent service team and acting as a resource when questions arise. Over the past few weeks, I have taken a step back to allow the permanent Senior Account Manager to run the day-to-day operations. This is challenging when things get hectic because I naturally want to jump in and quickly solve problems, but I have found through experience that this doesn’t help the permanent service team in the long run. It is better to let the service team take control and for the NBD team to provide backup and direction when needed. The service team is also continuously teaching me about Canadian Employment Standards and I am taking away a lot of knowledge from my experience with this Canadian implementation.

Here are some interesting facts about Canada from my experiences here:

  • The third tallest man-made structure in the world is the CN Tower in Toronto
  • Canada is comprised of six time zones
  • Canadians are not encouraged to memorize their SIN number. This is the Social Insurance Number, which is basically the equivalent of the SSN# in the U.S.