critical steps in the recruiting process - glga · advertising contact [email protected] doris...

December 2016Volume 1

Issue 11

Critical Steps in the Recruiting Process2

2 • Graphics Journal — December 2016

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Great Lakes Graphics Association — www.glga.info • 3

Website: www.glga.infoToll-Free Phone: (855) 522-2210

Joseph [email protected]

Bill GibsonIllinois [email protected]

Brent EckhartIndiana [email protected]

Sharon FlickCommunications ManagerEditorial [email protected]

Debra WarnerMembership Development and Engagement ManagerAdvertising [email protected]

Doris SaywrightIT [email protected]

Staff Contacts

Technical HotlineDo you have questions about a technical process? Call the PIA Technical Hotline at (800) 910-4283.

Free HR HotlineUse the free InfoNow line to get answers from MRA’s HR profes-sionals. Call toll-free 24/7 at (866) 275-6721, or email [email protected].

GLGA Hotlines

Awards and Honors

Events

State News

Estimating Ink Usage for Production Inkjet Presses – What, No Job File?

Eight Steps to Connect You with More Prospects

I Think I Have a Job Opening. Now What?

Environmental Reporting Schedule for 2017

New Products and Services

Membership News

Calendar

The monthly membership magazine for the Great Lakes Graphics Association

Volume 1 / Number 11December 2016

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On LinkedIn? Join our GLGA Group.

AWARDS AND HONORS

Congratulations to the 2016 Best Workplace in Americas Award winners. The program was created to recognize graphic arts companies for their outstand-ing human relations efforts that contribute to a successful workplace. Thirty-three graphic arts companies were selected by a distinguished panel of industry Human

Resources experts.

In order to be recognized for this award, companies must excel in eight different categories: management practices; work environ-ment; training and development; recognition and rewards; workplace health and safety; health and wellness; financial security; and work-life balance. The handful of companies that are awarded the coveted “Best of the Best” designation are seen to provide an extraordinary environment for their employees and are rewarded with low turnover and high employee engagement.

Eleven companies, including one GLGA member, received the coveted designation Best of the Best, while 22, including seven GLGA members, earned Best Workplace honors.

The Best of the Best: Medium Company

Suttle-Straus, Inc., Waunakee, WI

Best Workplace: Small Company

Elk Grove Graphics, Elk Grove Village, IL

Best Workplace: Medium Company

GPA Acquisitions Inc., McCook, IL

Mossberg & Company, South Bend, IN

Royle Printing, Sun Prairie, WI

Tailored Label Products, Menomonee Falls, WI

Best Workplace: Large Company

Inland, LaCrosse, WI

Worzalla, Stevens Point, WI

For the entire list of winners, visit www.printing.org/node/12669.

Eight GLGA Members Win Best Workplace in the Americas Award

John LeCloux, WS Packaging Group, Oak Creek, WI, has been elected as Treasurer of the Printing Industries of America Board of Directors. The installation ceremony took place on November 20, 2016, at the PIA Fall Administrative meetings held in Kansas City, MO.

Mr. LeCloux previously served on the PIA Board of Directors and on PIA’s Finance Committee. He has been active in the Great Lakes Graphics Association for many years, currently serving as the Chairman of the GLGA Board of Directors.

For more than 20 years, Mr. LeCloux has acted as vice president for WS Packaging Group headquartered in Green Bay, WI. Before his current position, he was the Owner/CEO of Dau LLC for four years and held many positions for RM LLC (formerly Republic Dau and Midwest Wallcovering) between 1982 and 1994, including Chairman/CEO, Controller and Accountant.

GLGA Chairman of the Board Named PIA Officer

CONSULTING AND CUSTOM TRAININGFROM THE CENTER FOR TECHNOLOGY AND RESEARCH

Acquire the strategies you need to enhance your competitiveness in: • pressroom operations• color management• workflow automation• strategic planning• Lean manufacturing

Only the experts from the Center for Technology and Research can provide decades of hands-on expertise in solving production, management, and strategic issues.

To schedule a consultation, call 800-910-4283 or email

[email protected].

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EVENTS

Great Speaker, Great Networking at the Indiana Annual MeetingThe Indiana members of GLGA met on Thursday, November 17, 2016, and enjoyed an evening of great food and drink, lots of camaraderie and a presentation by Derek Throneburg, Vice President of Brand and Marketing Strategy for the Indiana Pacers.

Throneburg provided some fascinating insights into the collection, integration and resulting uses of data in the business of professional sports. He pointed out how print needed to be targeted and flexible in order to hit selected readers with specifically oriented messages. He also related how teams used posters, banners and other printed products inside the arenas and stadiums to customize the experience for that particular night’s contest.

Thanks again to our sponsors – Canon, ITU AbsorbTech and RBP Chemical – as well as the companies and individuals who participated in creating another great evening for the Indiana print community.

Derek Throneburg addresses the group. His fascinating topic and insights had all the attendees talking long after the evening ended.

Left: Zach Bear, The National Group, Lafayette, IN; Leo Farrell, The Na-tional Group; Lisa Perez, Cornerstone Environmental, Health and Safety, Indianapolis.

Right: Chris Eckhart, Eckhart and Company, In-dianapolis; Richard Miller, Fineline Printing Group, Indianapolis.

Left: Bob Cook, Craftline Graphics, Fort Wayne, IN; Rob Straka, Prior-ity Press, India-napolis.

Right: Roger Schwarzkopf, FUJIFILM; Denise Purvis, UN Com-munications Group, Carmel, IN; Jeff Purvis, UN Com-munications Group.


STATE NEWS

WisconsinRecruiting the Very Best Talent

It is no surprise that it is becoming increasingly difficult to recruit the very best talent in the market, especially young workers. There are several factors confounding our efforts. However, one large obstacle hampers us more than any other: the ability to create a compelling message that resonates with young individuals that makes them want to work in our industry. It isn’t that we are not good enough for them. It is just likely that we are not speaking to the core beliefs that move them to consider employment with us.

According to Gallup the following key mean a great deal to Millennials with regard to employment:

By Joe LymanPresident

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• Opportunities to learn and grow

• Opportunities for advancement

• Interest in type of work

• Quality of manager

• Quality of management

When you have an open position at your company, do you actively tailor your message to speak to the career advancements that one can achieve? Do you actively engage the interest of the prospect employee to feature the very interesting work your company produces? Those two things alone may be the reason why young people do not want to pursue employment at your company. Furthermore, Millennials are massive consumers of digital media. Does your website compel Millennials to read further and learn more about the great items your company produces? Remember, our industry has a huge plus. Unlike other types of manufacturers that simply make the same product over and over again, the print industry does something very cool: we use technology to produce custom-made communication pieces that overwhelm our visual and sensory appetites. And, every job is a new adventure because every job we put on the press is different. I encourage you to review how you position your company in job postings. Make it compelling based on the bullet points listed above. Also, update your website – the most likely place an young employee will learn about your company – to speak to tell a story about the great products you make on a daily basis.


IndianaTalk about change! The Indiana Annual Meeting dates back more than 60 years and has changed in charac-ter about as much as print itself. In the late 1950’s and through the next decade a couple of hundred printers and spouses congregated annually in the ballroom of the Indianapolis Athletic Club. The attendees were adorned in coats and ties or long dresses. There was a white tablecloth dinner followed by some pro forma Board elections and then dancing to a small orchestra or band.

Now flash forward and blink your eyes at the dawn of the age of analytics. This year’s Indiana Annual Meeting is described elsewhere in the magazine, but speaker Derek Throneburg (Vice President Brand and Marketing Strategy) of the Indiana Pacers had a message that got everyone’s attention and bears repeat-ing. The revolution of the comprehensive use of data-driven analysis is best exemplified in sports by Theo Epstein, who brought world championships to the once lowly Boston Red Sox and perennial losers Chicago Cubs. What Throneburg told the Indiana audience was that analytics does not stop on the court or the field, but extends into the front office as well. He explained how professional sport teams gather data from scans, transactions and responses then use the information to target their message and personalize their product.

It does not take a lot of major league thinking to realize that our own businesses better be developing strategies and practices to do the same data collection and analysis – then use the information to improve our franchise’s value proposition. The technology to capture and analyze data is affordable and available. The understanding and imagination of why to do it and how to use it is permeating commerce and becoming a differentiator between the successful and the laggards. It’s a whole new ballgame!

As the year draws to a close, I would like to wish all our readers a joyous holiday season and extend best wishes for a happy new year! It is a pleasure being able to serve all of you, and I look forward to a prosper-ous 2017 for the GLGA and its members.

IllinoisMerriam-Webster defines the word “Association” as an organized group of people who have the same interest, job, etc.; a connection or relationship between things or people; a feeling, memory, or thought that is connected to a person, place or thing and goes on to define: the formation of loosely bound groups of ions or molecules! Then looking at the definition of “Associated” we find: one associated with another as a partner, colleague, comrade.

Building and maintaining a trade “Association” brings to mind the root of the word exemplifying the need to associate, “partner” with each other to learn, prosper, understand law, rulings, processes, growth, management and the list goes on --- my point is associations prove their value over and over again by engaging the profit leaders of the trade based on a partnership with one and other.

Looking at what GLGA staff does for member companies is only the beginning of the dive into associa-tion value. It is the members that provide the basis of knowledge and experience from associate members to print, mailing and finishing companies forging a connection in what we do and sharing some of those synergies with other trade leaders.

The very basic driver for trade associations is that together members can accomplish what cannot be done by themselves. Uniting resources, our association can leverage them in many different arenas in ways that no single company can. We are engaged in lobbying and guiding government regulations both locally and nationally and have developed best practices; in providing education and professional development of employees; in promoting our products and acting as a watchdog not only in government affairs but looking out for negative impressions of our trade.

“Approximately 85 percent of all business failures occur in forms that are not members of their trade association,” noted Betsy Demitropoulos from The TJB American Business magazine. “And one of the biggest advantages of association membership is networking and camaraderie.”

I am grateful that we have exciting, energetic and astute GLGA Advisory Members and Board of Directors who refresh and renew our vision to build the very best trade association serving members as a “partner” in business!

All the best to our colleagues for a happy and healthy holiday season and a prosperous New Year!

By Brent EckhartIndiana Director

By Bill GibsonIllinois Director


The cost figures shown in Figure 1 (top of page 9) are generated from estimates to manufacture 500 each of 11 books on a roll fed inkjet production press with finishing to collated book blocks. In this example, ink is ~ 22 percent of costs.

As you would expect, ink usage is determined by the job content and then by the number of drops required to print that content. In this case, the ink usage difference between a book with the lightest vs. the heaviest ink usage is ~ 9x. With this range of ink usage, multiplied by the cost of a barrel of ink, you can see that running a profitable inkjet press compels printers and converters to learn to use the tools and processes to estimate and reconcile ink consumption.

It’s helpful then, that press vendors provide tools for ink usage estimation and reporting. For

estimation, the process involves running the job file through a software program. Ideally, the vendor also provides a post-production tool to report actual ink usage after

jobs have run. This report allows the estimator to reconcile estimated vs. actual costs.

The post-production reporting tool also should account for ink waste – that’s ink consumed during start-up and shut-down and for jetting module maintenance functions. Press running conditions impact the ink waste factor. For example, a press used for proofing, with a lot of idle time and a daily shut-down cycle, will typically report a higher ink waste factor than a busy production press with less idle time and fewer shutdown cycles. Press running conditions determine your ink waste factor. You won’t know what it is unless you pull reports and work the data. Ink waste adds up and it should be accounted for in the job costing calculations.

For estimation, one sticking point might be that the customer’s job file is not received together with the request for estimate. In the plain language spoken by an inkjet press owner: “Pigs will fly when our estimators are supplied with job files together with the estimate request. It never happens.” In other words, ink estimation tools have a limited function when there’s no job file in-hand.

Consider this scenario. Your prospective customer is shopping the job around to two or three print-ing companies. The horror! Each company has the same problem – how to generate a precision estimate when there’s no file in-hand.

Here’s a work-around to consider. If it was accepted by all three companies, then, when it comes to ink estimation (without a job file) the prospective customer would hear the same common sense guidance from printers with production inkjet presses.

To accommodate the customer’s requirement for an estimate prior to submitting the final production file, the estimator will use best judgment for ink usage based upon visual inspection of the available art and print specifications.

Advise the customer that a reconciliation estimate will be provided upon receipt of the final job file. Adjustments to the estimate for ink cost (up or down) are submitted for the customer’s approval prior to running the job. This reconciliation step follows old school Trade Customs of the Printing Industry of North America, especially No. 5:

ACCURACY OF SPECIFICATIONS: Quotations are based on the accuracy of the specifications provided. The provider can re-quote a job at time of submission if copy, (data) or other input materials don’t conform to the information on which the original quotation was based.

Employing an ink reconciliation step in the estimat-ing process offers protection for both the customer and the provider (press owner). This practice would put competitor companies on the same footing vis-à-vis the customer.

“Advise the customer that a

reconciliation estimate will be

provided upon receipt of the

final job file.”

By Paul DombrowskiROI Analyst for Digital Print Systems

MANAGEMENT

Estimating Ink Usage for Production Inkjet Presses – What, No Job File?

Ink is the single largest variable cost for production inkjet presses. What’s the estimator to do when the estimate request has no job file?


This suggested work-around takes the position that the end-user customer must be made aware of the printer’s requirements for delivering estimates. It attempts to balance the customer’s need for an estimate with the printer’s need to accurately estimate ink costs to produce the job.

Even better, encourage customers to pursue training and education to optimize the design for inkjet. This is a whole different subject. It’s most recently presented in The Designer’s Guide to Inkjet (from Canon Solutions America) by Elizabeth Gooding and Mary Schilling.

When a process is set up and followed to estimate and report on ink usage, over time the estimator will become familiar with what to expect. Here are a few steps estimators can deploy internally to control ink costs:

• Generate reports for actual ink usage (from the press) and compare to ink sold for the period.

• Maintain a database to track ink usage by job and customer. This can be useful to inform future estimates for pickup jobs and jobs with similar specs.

Conclusion

Every printing organization plays within the confines of its customer relationships. Educational book manufacturers deal with multi-year contracts. Direct mail printers and label converters might be job shops where every job requires an estimate. The bottom line: control ink costs. You must know what your files look like. Adapting old school trade customs, where the customer is advised upfront that the estimate will be revised upon receipt of the final production file – might prove to be a useful work-around when there’s no file submitted with the job estimate. This step protects customers and press owners alike. It might even put competitors on the same page when it comes to estimating ink costs.

Paul Dombrowski, www.pauldombrowski.com, is an independent ROI Analyst for digital print systems. Paul works with printing organiza-tions to help calculate the costs and benefits of new digital presses. He can be reached at (312) 401-7464, [email protected]

Figure 1. Estimated costs for manufacturing 500 each of 11 books on a production inkjet press and finish-ing platform. Direct press costs are comprised of the lease payments for production inkjet press and digital finishing platform.

Customers Expect MoreGive them more

708.610.1926 • [email protected] • www.ccgink.com1580 N. Northwest Highway Suite #121C, Park Ridge, IL 60068

• Sales Infrastructure & Process Improvement

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Web Applications

.Call Us. We’ll help you grow.


Have you ever written a blog post, web pages or other online content? If it’s not your full time job, the task probably takes way too much time. And because it’s not a favorite exercise, writing may conveniently drop to the bottom of your to-do list. But when the words flow and the topic connects, writing turns into a rewarding proposition instead of the chore you dread. How do you create more of those moments?

Follow 8 Steps To Develop Better Content

You create more of those moments by following a process. A defined process that you can use consis-tently to create information your audience values. Because content is essential to buyers formulating purchasing decisions, creating more frequent, better content will help you attract your ideal customer and convert more prospects into buyers.

The road to consistent, quality content...

1 - Start with Research

You know your business. But, research builds on that knowledge, identifying trends, issues and customer needs you aren’t thinking about today. It fosters content topic ideas.

Start your research by figur-ing out people to follow. Websites, authors, blogs, and industry experts provide insights that can translate into a meaning-

ful theme for you. Collect posts, when they are published, using an RSS feed. Readers like Feedly or Digg allow you to aggregate and review articles quickly and save the best options for future use.

Next, build a reading list. Books not only inspire ideas, they help you improve your writing. Best sellers, business topics and popular series all apply. Learn from successful authors and apply those skills to your content.

2 - Write It Down - Make a List - Keep a List

How many times do you wake up in the morn-ing with a solution to a problem? Sometimes a random event triggers a brilliant idea. Tap into your subconscious mind! Our past experience and learn-ing spots connections and possibilities. Often, these associations emerge to provide the conscious mind with a clue or hunch that inspires new creativity.

Don’t let that inspiration go to waste. With Evernote on your smart phone, a notebook or a scrap piece of paper you can record your hunch and explore that possibility.

Even if developing content is just one of your responsibilities, awareness is a full time job. Stay mindful of the ideas a random event may spark. It will translate into more, better content.

3 - Refine Your Topic Ideas

Writing content is far easier when you have numer-ous topics to choose from. But, not all brainstorms translate into great topics. So, refine your list and select the best opportunities.

Consider your audience needs. What are common challenges they face? Which topics connect best to those needs? How can you educate and help prospects understand the problems your capabili-ties solve and the pain points they eliminate?

Ask yourself what type of content best fits the topic? Regular blog posts, downloadable content and web pages can be helpful for various reasons. Your audi-ence values fresh content and so do search engines.

A blog is a great way to create content that’s new and fresh.

White papers, solution guides, benchmarks, needs assessments and more educate your audience so when it comes time for that next step, your company is in contention.

A web page can help you clarify the value of your capabilities.

Use these questions to determine which topics to use and the format that best fits each one.

4 - Build an Outline

With defined topic ideas in hand, think through the information required to effectively tell your story. For example, Figure 2 (top of page 11) is the outline I developed for this post.

As you think through each step, your outline will evolve. Perhaps you have included a topic that is too basic or should add points that better convey the message.

So, build an outline, let it rest and then go back to review. Does it includes the information you need to tell your story? You’ll often identify key points that improve the end product. And when it comes time to write, a thorough outline makes the process simpler.

By John EdmundsonPrincipalInterEdge Marketing

MARKETING

Eight Steps to Connect You with More Prospects

“Creating more frequent, bet-

ter content will help you attract

your ideal customer and convert

more prospects into buyers.”


5 - Use an Editorial Calendar

An editorial calendar keeps you on track to create better content. It defines the topic, the publication date, the distribution channels, approvals and other essential details. An editorial calendar holds you and others accountable. It guides your content to-do list.

It’s important to utilize an editorial calendar after you develop topic outlines. Thinking through the topic, the key points, the best distribution alternatives and how it fits your audience are important first steps. These insights improve your writing efficiency and produce content that better connects to customer needs.

6 - Block Time to Write

Unless you are a naturally gifted writer, it’s tough to crank out 300 - 2,000 words in a few minutes. With any job function, productivity improves when you dedicate uninterrupted time to that task. But, this is espe-cially true when creativity is required. The only way to generate better content, consistently is to block out quality time, consistently.

Get everything you need within arm’s reach. Turn off the phone. Close out email. Put up the crime scene tape to prevent associates from entering your office and disrupting the flow. Or step away from the office into an environment that’s conducive to creative thought. I’m at Starbucks.

My coffee is on the table next to me. There’s a healthy buzz - I guess that’s what caffeine does - which helps inspire. Then write, unencumbered. Ignore misspellings or grammar mistakes. Don’t judge. Just let the thoughts flow.

7 - Revisit and Revise

Your unencumbered musings require revisions. Spelling, grammar and messaging will all need attention. But, so do other things. Can you create a more powerful opening? Do you have passive sentences you can convert into active sentences? Check the vocabulary. Are there better options?

Giving yourself a few days in-between a draft and the final copy provides an important gap. The down time allows you to come back to your content, identify necessary changes and then implement improvements much more effectively.

8 - Practice Makes Perfect

How did Michael Jordan become arguably the best basketball player ever? He practiced. His natural talents were propelled into greatness through practice. You may not be a future Pulitzer Prize winner, but regular writing will make you a better writer. You’ll produce better content, faster and more effectively.

Get Started

You’ve developed content before. But using this process will create more enjoyable writing moments and fewer reasons to move content creation to the bottom of your to-do list. And most importantly, it allows you to produce more quality content, connect with prospects, generating more leads and customers!

InterEdge Marketing provides B2B companies with online and offline marketing services. Utilizing methods include website optimization, content marketing, social media strategies, direct marketing and lead nurturing, the company helps organizations expand their audience, generate additional leads, increase conversions and drive revenue. Contact John at (630) 442-0040 or [email protected].

• Intro• How To Develop Better Content

• Follow A Process• Research

• Industry Experts • Authors • Companies

• Record Your Ideas • Use An App or Notebook • Stay Aware

• Refine Your Topics • How Do They Apply To Your Audience • Do They Meet Their Goals And Your

Goals • What Type Of Output

• Build An Outline • Example

• Use An Editorial Calendar • After The Outline

• Reserve Time Just For Writing • Uninterrupted • Comfortable • Consistent

• Revisit Your Writing • Reflect And Revise

• You Improve Through Practice• Get Started

Figure 2.


One of your employees has just quit, been let go, or retired. It doesn’t matter why they’ve left; all that matters to you is that you fill that position, ASAP.

But take a minute, breathe deeply, and consider these all-important questions: Why do you think you need to fill that role? Can the position be consolidated or eliminated? Can you put a dollar figure on what the role achieves for your company? Does this newly-vacated role save or make money for your company? If your ROI is justified, then you should begin the advertising, posting, interviewing and hiring process.

Once you’ve justified the position, you’ll need to create a detailed job description. Your job descrip-tion should profile five key items: the company, hiring manager, role, background requirements, and your competitive compensation package.

Sell Your Company

Your first task is to sell your company to job candidates. Tell them what makes your company so great and why they’d love to work for your business. Are you active in the community? Is your culture low-key, and your stock price climbing? Now’s your chance to brag a little.

Sell Your Hiring Manager

Candidates want to know what kind of person they’ll be working for. An amazing manager makes

coming to work each day a plea-sure, and likewise a poor manager can make each workday unbear-able. So show off. If your hiring manager has won any management

awards, list them. If he or she has had testimonials from direct reports, incorporate them. Make the hiring manager look good, and candidates will be attracted to your job posting.

Sell the Job

If your candidates are still interested after learn-ing about your hiring manager, you’re doing well. This part, though many business leaders think it is most important, is listed third in our opinion. Now that you have someone who wants to work for your company and for your hiring manager, let them know a bit about what they will do in the job and how that will impact your company and their career.

Uh Oh. I Can’t Think of Anything Nice to Say...

BUT, if you can’t come up with positive responses for these first three profile items, you may not be ready to hire. You may need to examine your company culture. Doing so might uncover some areas you need to shore up. Companies that have participative and fun cultures are generally more productive. Also, having a solid website and pres-ence on Facebook and LinkedIn will do wonders for your reputation; an old website and rarely updated social media presence can often hurt your chances of attracting the top talent you’re seeking.

Briefly Describe the Background Requirements

If your candidate is still interested after reading a little about what the job entails, it’s time to tell them what you expect them to bring to the table. Most companies list 10-20 job requirements, but we recommend just 3-7. When it’s time to interview, focus the questions on those “must have” items.

If you’d like your candidates to interview with a small group of people, then those people should collaborate to create the position profile (job description) so they will embrace it. Unless your management team is engaged and invested in the early steps of this process, you run the risk of disagreeing about whom to hire and therefore your hiring team is less likely to support the new employee. If, however, your hiring team is in sync about how best to screen for and promote this role, you will have significantly higher odds of finding someone they will all agree on and stand behind.

Bring Up the Bennies

You can be general about your salary range (it needs to be competitive), but motivating factors many candidates are interested in are the softer benefits. Do you have an attractive commission or bonus structure? Is there an annual review process that provides salary increases? Is there room for growth and career development within your company? What do you offer in PTO (paid time off)? What benefits do you offer that are most popular with your current employees like 401K match? List them!

The Nitty Gritty

Of course, you also need to list the minutiae: Keep it simple. Ask for the resume in a pdf. If you have an online portal, have them go there and fill that out. Keep it simple so you get responses.

By Gary BozzaManaging PartnerWorldBridge PartnersChicago NW

HRI Think I Have a Job Opening. Now What?

“Your job description and your

job ad are NOT the same thing. ”


Now that you’ve written your job description, it’s time to create your job ad.

No, they are NOT the same thing.

The best way to think of the difference between a job description and a job ad is to picture a jar on a shelf at the supermarket. The front of the jar -- all splashy, colorful, and brief -- is the job ad. The back of the jar -- black and white, lists of ingredients, nutrition details and sterile language -- is the job description. Most companies write a job description and use it as a job ad as well. That’s a bad move. Have you ever been to the grocery and seen the shelves full of products with the backsides facing out? Probably not. It’s been our experience that 75 percent of companies have their “jar” facing backward. A front label that makes candidates impulsively decide to apply, my friends, is a well-written job ad.

If you keep in mind what the front of, say, a jug of Tide looks like compared to the back of it, you’ll be able to write a compelling ad that will make candidates want to work at your company. We want people to pick up the jar, glance at the back, and put the jar in their cart. That’s what your goal should be. People should be saying, I want to work there, no matter what I have to do. And, Now that’s a company I want to be a part of.

Keep this acronym in mind when writing your job ad: AIDA• Attention• Interest• Desire• Action

Grab Their Attention

Make your job title awesome. Many candidates will filter by location; so, make that clear, too. These can be bullet points. Or a title and subtitle. Give a couple key responsibilities of the role but not all of them, and don’t go into too much detail.

Make Your Company the Most Interesting. Ever.

Describe your company, but keep it short and very sweet. Don’t include a corporate message. This isn’t the time or place for that. Tell candidates why they want to work for your company.

Go From Sounding Interesting to Becoming Desirable

Now is your chance to tell candidates (briefly) what they’ll get when working for you. Mention your competitive compensation package, career advancement opportunities, and your excellent and flexible company culture. If you have a Facebook page or a Linkedin profile, mention those so candidates can look into your company more closely -- but do not repeat all that information here.

Make Them Take Action.

At this point, you’ve almost sealed the deal. You’ve piqued their interest and desire,; encourage them to “apply now” and tell them how your application process works. Once you’ve got your candidates, you can share your well-written, much more detailed job description with them.

Follow these steps and incorporate our advice, and we’re confident you’ll see more interest from candidates and a better pool from which to hire.

Gary Bozza, founder and managing partner of WorldBridge Partners Chicago NW, has been winning industry awards and recognitions in talent acquisition for the last 20 years. Gary’s business is dedicated to helping CEOs, presidents, and owners drive revenue and maximize the effectiveness of their human capital resources. He has the tactical expertise to help produce significant growth and profits in a variety of ways for your business. Contact Gary at (847) 550-1300 x33, [email protected].


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2016 GLGA Wage & Benefit SurveyDid You Know?

There continues to be more and more companies making changes to their health plans in order to reduce their costs. This includes changes in benefits; more cost sharing with employees; and in the case of smaller employers, no longer offering health care as a company benefit.

HEALTH INSURANCE

TRENDS

Let GLGA help you solve the puzzle of creating competitive wage and benefit packages. Contact GLGA toll-free at 855-522-2210 to purchase a copy of the 2016 GLGA Wage and Benefit Report.

Great Lakes Graphics Association — www.glga.info • 15�

By Ann O’BrienProject ManagerSCS Engineers

ENVIRONMENTAL

Environmental Reporting Schedule for 2017Environmental reporting season is just around the corner. To assist you in determining whether you may have a reporting obligation, below is a table summarizing the most common types of environmental reports due to each respective state environmental agency in Illinois, Indiana, and Wisconsin and their due dates. For more information or for any assistance you may need navigating the reporting obligations that may be applicable to your operations, contact Ann O’Brien ([email protected]) or Cheryl Moran ([email protected]) at SCS Engineers in Madison, WI.


To have your company, product or service featured in Member News, contact Sharon Flick toll-free at (855) 522-2210 or via email at [email protected]. News will be published as space allows. We reserve the right to edit for length and clarity.

NEW PRODUCTS AND SERVICES

Case Paper Becomes Exclusive Distributor of High-Bright Premium SBSCase Paper Co. recently became an exclusive distributor of Phoenolux SBS board from Scheufelen, to companies throughout the U.S. Northeast and Midwest. With the purest white coloring in the industry, Phoenolux SBS is available in C1S from 8-18 pt and C2S from 10-18 pt. Coated with a specially formulated clay, the premium board is also highly resistant to cracking, even with the most intricate folds, embosses, or diecuts. Moreover, the board is FDA compliant for food contact, is FSC/PEFC chain of custody certified, and can be digitally printed. For more information and to request spec sheets, visit www.casepaper.com.

Copresco Installs New Bindery and Color Quality Control EquipmentCopresco, Carol Stream, IL, has expanded bindery operations and added to its digital color quality control system. CMYK test images are scanned automatically on the new X-Rite iO Scanning Table. The procedure creates color profiles that ensure the accuracy and consistent consistency of clients’ digital color projects. Meanwhile, a Plockmatic BK5012 booklet maker gives Copresco increased production capacity for saddle bound books, calendars and publications. Read more at www.copresco.com.

GPA Adds New Specialty Papers to Dry Toner OfferingGPA is pleased to introduce their new collection of specialty papers engineered specifically for dry toner presses. The new specialty papers offer opulent textures, pearlescent shimmers, and recycled and translucent options to create applications with a captivating “wow” factor. This distinguished collection is perfect for photo books and photo prints, direct mail, corporate communications, stationery, marketing collateral, and other value-added products in today’s most lucrative markets. Because they are compatible with a wide variety of finishing processes, including die cutting, coat-ing, foil stamping, and folding, these papers can be customized for truly unique applications. Learn more at www.askgpa.com.

Konica Minolta Announces Launch of Production Printing User Community PROKOMKonica Minolta Business Solutions U.S.A., Inc. has announced the North American launch and sponsorship of the foundation for an independent user group, PROKOM. The initiative has been successful with European users and is being rolled out following twelve months of user research. Companies are invited to join the community of Konica Minolta production print and industrial print users to share ideas through joint discussions and to develop and grow efficient digital communication services. Please visit http://tinyurl.com/jte8vx2 for more information and to join the group.


MEMBERSHIP NEWS

Ted Straus (center), president and CEO of Suttle-Straus, Wauna-kee, WI, does the honors during the ribbon-cutting ceremony of the company’s new Imaging and Mailing Center on November 16, 2016. Joining him at the kick-off celebration are Suttle-Straus’ Dawn Burke (left) and Philip Salvatore (right).

The 22,000+ square foot, state-of-the-art facility is designed to process all types of mailing applications, from billing and healthcare statements to postcards, catalogs, and more. Current annual mail volume exceeds 40 million direct mail pieces and 25 million state-ments.

DOMINO1290 Lakeside Drive Gurnee, IL 60031 dominodigitalprinting.com Bill Myers , Marketing Manager (847) 244-2501 [email protected]

Domino offers digital printing solutions that are designed & engineered to minimize operator intervention and maximize your throughput. Print high-resolution variable data such as bar codes, serialization, 2D codes, QR codes, addressing, personalization, graphics, and more at the speed of light…with unmatched quality.

From solvent-based to UV inkjet printers, from digital black plate to color + white. Forget about make-ready time. Get ready for make money time. “With Domino, you CAN do more.”

Welcome, New Members!QUANTUM DESIGN INC.Quantum Roll Sheeter Division 2730 Eastrock Drive Rockford, IL 61109 www.rollsheeter.com Adrienne Murphy , Sales Manager (815) 226-9200 [email protected]

Quantum Roll Sheeter products are superior in performance and reliability in the roll sheeter market and are backed by a highly innovative design staff in mechanical and controls engineering. With standard roll sheeter models accommodating press require-ments 40” to 81” and everything in between, Quantum provides the best roll sheeter on the market along with the ongoing support needed to insure successful installation, start up and continuing operational maintenance throughout the life of the machine. Roll Sheeter users can save up to 30 percent in material cost and addi-tional savings by increasing up time and improved efficiencies.

Suttle-Straus Opens New Imaging and Mailing Center

Gentre Vartan (right) of Rider Dickerson, Bellwood, IL, checks out a sample with Mary Day of Energy BBDO, Chicago, IL, at the 27th Chicago Paper Show on November 1, 2016. Veritiv’s annual event attracted approximately 800 prominent designers, corporate end-users and commercial printers from the Greater Chicago area. Several leading paper suppliers had showcase exhibits at the event, including Sappi’s “Ideas that Matter,” which demonstrated how de-signers use paper to make things happen. The show also featured 13 of the world’s leading paper mills and four large-format suppliers.

Veritiv Hosts 27th Chicago Paper Show


CALENDAR

Upcoming GLGA Events and ActivitiesTo learn more or to register for any of these programs, visit GLGA’s website at glga.info.

Webinar: Successful Succession Planning & Development January 17, 2017

Webinar: Changes in Employment Law: What Illinois Employers Need to KnowFebruary 1, 2017

LEARN – MIX – BOWL – BOCCE – FOOD! Evolution of Print: Where Are You Going to Be in Five Years

- Special presentation by Daniel Dejan of Sappi Fine Paper - Followed by networking, bowling, bocce, pizza and fabulous flatbread February 22, 2017, Pinstripes, Oak Brook, IL

GEA Submission DeadlineMarch 1, 2017

GEA CelebrationsMay 24, 2017, Milwaukee, WI, and Addison, IL

Upcoming PIA EventsTo learn more or to register for any of these programs, visit PIA’s website at www.printing.org.

2017 President’s ConferenceMarch 12-17, 2017, Hilton Long Beach, Long Beach, CA

TAGA Annual Technical ConferenceMarch 20-22, 2017, Houston Marriott West Loop by the Galleria, Houston, TX

2017 Continuous Improvement ConferenceApril 2-5, 2017, Omni William Penn, Pittsburgh, PA

Upcoming MRA WebinarsTo learn more about these free HR webinars, visit MRA’s website at www.mranet.org. For access, register for a user log-in to MRA’s website at www.mranet.org. Once you have a log-in, you can view the recordings whenever it is convenient for your schedule.

Time Saving Tools for Busy HR ProfessionalsAvailable on or after December 15, 2016


851 Expressway Dr - Itasca, IL 60143 - P 630.227.0400 - www.platinumconverting.com

Platinum Converting is a full-service graphic finishing company offering an expansive menu of services and some of the fastest turnaround times in the industry. We do

“whatever it takes” to get our customers what they need, when they need it. No excuses. Contact us today to see how Platinum Converting can help your business...

FINISH STRONG.

Die Cutting • Folding & Gluing • Film Lamination • UV Coating • Mechanical Binding • Structural Design/CAD • Mounting • Hand Assembly • General Finishing

Great Lakes Graphics AssociationW232 N2950 Roundy Circle E, Suite 200Pewaukee, WI 53072

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