WHY MANAGING IT MATTERS
Experts estimate that the United States may soon have a personnel deficit of 20 million people. With facilities in small towns across the United States and internationally, Southwire must attract employees both to the manufacturing field and to all of our locations while competing for talent with other industries that may be perceived as more innovative and appealing.
To attract and retain talent, we provide a competitive offering of employee benefits. Southwire Total Rewards is a comprehensive offering that connects actions to benefits for employees. For example, rather than simply offering medical benefits, Southwire encourages “Focusing on my Health.” Instead of paying for time off, Southwire promotes “Living my Life.” This approach focuses on the “Employee Experience” for each Total Reward category.
In 2018, Southwire continued our journey toward “ONE Southwire” for Total Rewards and expanded benefits and offered new choices for our employees. This included increasing the amount of paid parental leave, adding vacation buy-up for salaried employees and short-term disability benefit expansion for hourly employees. Southwire offers:
- Medical decision support to help employees navigate medical problems;
- 10 days of paid parental leave (expanded in 2018) for mothers and fathers for the birth or adoption of a child and flexible work schedule policy for maternity transition (salaried employees); and
- Introduction of critical illness, accident and identity theft protection to all employees.
To deliver on our commitment to enhance alternative working arrangements, we expanded our flexible work schedule, outlined in our Employee Handbook.
To further accommodate our employees, we expanded our paid parental leave to two weeks for eligible full-time employees in 2018.
Southwire employees can access their benefits, pay stubs, wellness information, employee resource groups (ERGs) and more on our iAm Exchange network.
Southwire aims to advance and improve educational opportunities and outcomes by working with various state and local educational institutions to enhance the pool of talented candidates for manufacturing and business positions.
Southwire Engineering Academy
Southwire aspires to increase the number of students pursuing degrees in science, technology, engineering and math (STEM). The Southwire Engineering Academy (SWEA), a partnership between Southwire and Carrollton High School, focuses on STEM subjects and provides hands-on experience for students to work with our teams on value-added, problem-solving projects, data analysis, value stream mapping and more. In 2018, 15 Southwire mentors and coaches provided 3,200 training hours to students in this program. We plan to expand the SWEA program to other regional Southwire locations in North America by the end of 2020.
Southwire Engineering Academy Participants and Graduates
Southwire Center for Manufacturing Excellence and Skilled for Life
The Southwire Center for Manufacturing Excellence at West Georgia Technical College imparts manufacturing and maintenance skills to students and serves as the inspiration for Southwire’s Skilled for Life program in our Machinery Services Group (MSG). Through the Skilled for Life program, students work for MSG and gain invaluable industry experience. The Southwire Center for Manufacturing Excellence also helps some participants attain their GED to work for our company. 146 137 156 101 39 54 21 66 4 4 3 4
Southwire Center for Manufacturing Excellence Participants Southwire Center for Manufacturing Excellence Maintenance Certifications Skilled for Life Participants
Southwire Sustainable Business Honors Program
The Southwire Sustainable Business Honors Program, a partnership with the Richards College of Business at the University of West Georgia, seeks to boost the number of candidates with sustainability backgrounds for high-level executive positions. The academic portion of the program combines business and sustainability learning. In just four years, participants can obtain bachelor’s and master’s degrees in business administration, along with a certificate of sustainability. Additionally, to provide hands-on experience, Southwire pairs participants with product managers and division presidents.
Southwire’s contribution includes up to 40 percent of the Southwire program management’s time (during the heart of the semester) and approximately $1.1 million to the partnership. Two students, from the first cohort of three students, completed the program—one in 2016 and the second in 2017. The second cohort graduated three students in 2018.
12 for Life®
Another educational recruitment program is Southwire’s 12 for Life® program, which provides students at risk of dropping out of high school with jobs inside a modified Southwire manufacturing environment while supporting them in earning their diploma. The program increases students’ familiarity with a work environment while affording Southwire opportunities to train and develop potential employees with limited on-the-job training after graduation.
In addition to providing at risk students with the opportunity to work at Southwire while working towards their diplomas, 12 for Life is an innovative way to build a stronger workforce for the future and bridge the skills trade gap. To learn more about this program, visit our Giving Back page.
Talent Acquisition & Retention
Talent Acquisition, like so many other services, is undergoing massive disruption due to changes in workforce demographics. To thrive, we have focused on the art of self-disruption with our technology solutions and the applicant journey. To measure the effectiveness of adjustments in our approach to nurturing and engaging applications with the goal of positively impacting our speed to market, we use key metrics such as:
- User conversion rates;
- Time to hire;
- Candidate diversity;
- Total cost of recruitment for open positions;
- External offers accepted versus rejected; and
- The candidate experience.
Southwire’s new electronic bidding (or e-bidding) system makes it easier for people to apply for hourly positions, replacing paper applications in June 2018. Hourly employees can also see available jobs companywide on the e-bidding platform, creating exposure to additional opportunities.
We also track turnover rates and conduct exit interviews to determine the reasons employees leave and the consequent cost of employee turnover for the organization.
|New Employee Hires||Total||1,570||1,101||1,784|
In 2018, our Talent Acquisition team focused on candidate experience, recruiting processes and technology standardization across the organization. For production recruitment, we shifted our hiring practices from quarterly recruitment cycles to using a requisition-based recruiting and pipeline building approach. This change in practice allowed us to put the applicant experience first and focus on targeting the right candidates based on company needs.
By leveraging technology solutions that maximize our recruiting and onboarding initiatives, we were able to make data-driven talent decisions and build efficiencies into our recruiting processes. Our Talent Acquisition platforms also provided us with the ability to extend our reach through artificial intelligence, targeted social media campaigns, job board advertising and branded building outreach campaigns.
Southwire also shifted our recruiting approach to provide a personalized consumer-centric experience. These experiences placed special focus on branded touch points from applicant to offer and real-time updates on candidate status. At many facilities, we hosted creative hiring events and showcases meant to build the Southwire brand and engage potential future hires. Robust and branded New Employee Onboarding experiences also evolved to immerse new employees into the Southwire culture on day one.
With an ever-changing socioeconomic demographic, Southwire made inclusive recruiting initiatives a priority. Training opportunities for our recruiters focused on bias screening and prevention, manager relationship building tools, negotiation techniques and other useful interviewing techniques. Through strategic partnerships, we extended our talent reach and recruitment marketing efforts to capture more applicants who are non-traditional students, women, minorities, military veterans and those who have alternate abilities.
Southwire continued to grow our college recruiting and college relations programs, extending our partnerships with historically black colleges and universities, women’s colleges and technical colleges. We hosted our second Southwire University Experience in which 150 STEM and business students participated. Our Talent Acquisition team continued its participation in the Georgia Association of College and Employers (GACE). Additionally, college-recruiting activities continued at Georgia Tech, Kennesaw State University, North Carolina A&T State University, Auburn University, Purdue University, the University of West Georgia, Spelman College, Mercer University, Morehouse College, Mississippi State University, Clark Atlanta University, the University of Georgia, Indiana University of Pennsylvania, Clemson University, Georgia State University, the University of Alabama and the University of Mississippi.
Partnerships with Georgia Tech’s Office of Minority Educational Development (OMED), Auburn University’s 100 Women Strong and the University of West Georgia (where we sponsor the Southwire Sustainable Business Honors Program) continue to strengthen Southwire’s branding and community relations in a mutually beneficial manner. For example, Southwire Sustainable Business Honors Program students intern at Southwire, providing us with an emerging talent pipeline.
Southwire enhanced and continued to grow our Engineering Co-op program, the internship program and part-time student program. Our Corporate Accounting and Finance department also continued the Finance Rotational Program to recruit entry-level graduating students. Lastly, our Human Resources department expanded its rotational program to build its pool of potential Human Resources Managers.