Brother, Can You Spare A Press
With student interest in offset and bindery taking a back seat to computers, in-plant managers must take a fresh look at the hiring process.
Students just aren't as interested in traditional printing skills as they used to be.
"Approximately 10 percent of my students go on to positions in a print shop," reveals Bill Johnson, a graphic communications instructor at Louisiana Technical College, in Shreveport. "Not too many years ago it would have been 50 percent."
Like many of his colleagues, Johnson attributes the downward turn in student interest to what he calls "the glamour of the desktop."
"Computers are just more attractive to young people nowadays," he says.
This has made it a lot tougher for in-plant managers to fill their vacant press and bindery positions.
"It used to be that folks were interested in mechanical-type things," laments Jerry Wilson, director of Alabama's Division of Printing and Publications, Department of Finance.
Not any more, though, he adds.
Choosing The In-plant Path
Graphic arts instructors like Johnson are certainly doing their best to get the word out about opportunities in print shops. In Johnson's case, because his classroom facility doubles as an in-plant operation, he also plugs in-plants as a career choice.
"Because our facility is an in-plant shop, it's pretty easy to relate what one is," he says. "We've placed students at in-plants like SWEPCO, the V.A. hospital here, LSU Medical center, and a number of churches."
But the number of his students that opt for in-plant positions remains low despite his efforts.
Johnson first noticed the problem of dropping student interest about five years ago, he says. "And it's been increasing every year."
Stemming the trend, he adds, may require a new way of thinking.
"Here's what would be attractive to my students," he adds. "If they knew they wouldn't be locked into this and only this. If we can create a situation where students can get the total print shop experience, then I've got quite a few students who would be willing to do it."
Johnson recognizes this may mean restructuring how the staff works together, but in the interest of securing high-quality employees for the future, he says, it just might be worth it.
Getting The Word Out
Dave Robison has a seemingly less thorny solution: Better PR.
"In Silicon Valley, we're inundated with what's new in computers," says Robison, a graphic arts instructor at the Center for Training and Careers in San Jose, Calif. "There is much less publicity about new and exciting things in printing."
He, too, has seen a sharp decline in the number of students interested in learning bindery and offset skills.
"A lot of it has to do with the perceived high-tech aspects of computers," he says. "We have major companies putting big bucks into advertising. Kids want to grow up to be a fireman or a jet fighter—or to work with computers. So the industry just needs to change its image."
Interest Not Lacking
Ken McConnell, who teaches printing and graphic arts at Dover High School in New Jersey, says he's actually not seeing a lack of interest in traditional printing; it's just that his students are often wooed away by computers.
"But I try to guide them into printing," he says. "I have a lot of contacts in the industry."
McConnell says that in-plant managers ought to go a step further than just looking up a trade school when they need an employee. He feels managers should focus on developing long-term relationships with the trade schools in their area that provide students with printing skills.
In the short term, though, managers may just have to train unskilled press operators, says Robison.
"There are people out there right now who are looking for jobs. A lot of managers need someone right now. But if you can find the time, hire someone who is just interested and get them trained."
Tap Into Other Trades
You might try tapping into industries that require the same basic talents as printing, suggests the Philadelphia-based Graphic Arts Association, such as the automotive industry, where mechanical ability is a priority.
Also, the GAA says, put out the word in a variety of unique places, including local military reserve centers. When individuals leave active duty, they are usually mature, disciplined and in need of work.
Additionally, there are a number of long-term tactics that managers can exercise to attract employees. The GAA recommends speaking at a career day at your local high school or vo-tech school, or inviting students to tour your in-plant. Also, establish a 'School to Work' program or create some summer jobs.
The bottom line is that in-plant managers must become active in advertising what McConnell at Dover High School calls "a great career, with great money."
Don't Lose The Good Ones
The best way to avoid having to search for skilled employees is to make sure the ones you have don't leave. Leverage your own resources against the rising tide of offset apathy. Here are a few tips, courtesy of the Philadelphia-based Graphic Arts Association:
• Make sure wages and benefits are competitive. The money saved running below standard is often lost in employee replacement costs or in operating with less-skilled employees. Use regional compensation benchmark surveys to find out where you stand.
• Distribute employee satisfaction surveys. Coupled with a "no-fear" culture in the shop, they will provide useful information about just how long staff members are planning to stick around.
• Always schedule exit interviews. Very often, if one employee is disgruntled, others are too.
• Offer a referral bonus for an employee who introduces a qualified applicant.
• Develop benefits programs for your staff including insurance, pension plans, credit union memberships and educational opportunities.
• Make sure your employees, and their families, know they are appreciated.