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With the devastating impacts of COVID-19, it is more important than ever to pull out all the stops when it comes to finding creative ways to both hire and keep quality employees.
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The only way to attain consistent, quality employees and company growth is to get drivers in the seat, faster and more efficiently.
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The Community Benefits Framework will complement local agreements that New Flyer establishes with transit agencies and community partners across America.
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That partnership will help the operation recruit from multiple candidate pools for positions.
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The show returns to the Indiana Convention Center in Indianapolis Sept. 23 to 25.
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Since the 1970s, labor agreements required new transit operators start as part-time drivers and then seek promotion to full-time work.
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To combat a shortage in qualified maintenance technicians, Razorback Transit teamed with NWTI to create an internship-type program.
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As experienced workers retire, the pool of people to hire away has dried up. In recent years, it has become clear that talent needs to be developed rather than poached.
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Recruitment is already difficult; and with the impending retirement of boomers, the public transit industry will need even more recruits.
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The crisis has pushed operators to use new workforce development tactics, including adding full-time human resources departments, increasing marketing and advertising, and enhancing their benefits package to be more attractive to job hunters.
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