GENMET'S DESIGN FOR CONSTRUCTING A 21ST-CENTURY

WORKFORCE

At GenMet, as for many other small manufacturing companies, the number one hurdle
for recruiting is the negative perception of manufacturing jobs. CEO Eric Isbister recalls
participating in job fairs at local high schools and seeing parents pull their teens away from
exhibits by manufacturers. That attitude has rubbed off on young people, who often assume
that manufacturing jobs have all but disappeared-and if they haven't completely gone away,
the jobs must be low-paying and dirty.

Isbister would beg to differ. GenMet, which fabricates metal for making a range of
products as varied as military trucks, wind turbine components, and metal shelving for store
displays, is a high-tech operation that relies on computers and automated equipment. It also
depends on skilled workers such as welders rather than heavy manual labor.

GenMet is located in Mequon, Wisconsin, and has a workforce of about 60. Many of
those employees are older than 50, so GenMet's owners know they have to plan for a wave of
retirements in the years ahead. While GenMet president Mary Isbister says, "If I could find
people with the skills I need, I could take 10 more welders tomorrow," recruiting is not just
about filling positions that are currently open. Rather, the focus is on how to ensure that the
local schools are developing a workforce for the future.

With these goals in mind, recruiting involves outreach to the teachers and students in
the community. Over summer break, GenMet hires high school teachers, hoping they will
talk about the good jobs students can obtain if they learn math and other relevant skills. It
participates in a state-run program that partners businesses with high schools and technical
colleges to offer students apprenticeships, where they work a few hours each week, rotating
through each department of the company. The company also hosts an annual event on
National Manufacturing Day, when visitors are invited to tour, observe the equipment, and
see employees enjoying their work. GenMet also sponsors high school robotics teams,
bringing them to the company to watch as parts for their designs are fabricated by employees.

QUESTIONS

1. ls GenMet working with a labor surplus or a labor shortage? Explain.

2. Why is GenMet's recruiting strategy so focused on relationships with schools? What other
recruiting methods, if any, would you recommend?