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W&D Weekly

June 1, 2016
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From Window & Door Magazine
Fenestration Follows Suit in Smart Home Technology
The popularity of smart homes is growing exponentially. It is estimated that the market for smart homes will reach $58.68 billion by 2020. While the United States reportedly leads smart home adoption worldwide, fenestration is just beginning to bloom in this space. Read More
New Home Sales Reach Post-Recession High
DOL Releases New Overtime Rule
AAMA Releases 2015/2016 Market Studies, Predicts Fenestration Industry Trends
North Star Launches $10 Million Plant Expansion
Ply Gem Opens Research Center for Building Products Research, Development and Applied Science
Product Spotlight
Pivot Door by Kolbe
Kolbe offers a custom, Mahogany wood pivot door with a Rockwood GeoMetek locking pull handle in Satin Stainless finish and energy efficient, tempered LoE2-270 reeded glass. At over 6-feet wide by 9-feet tall, the specialized pivoting hardware is nearly invisible, creating a sleek appearance, while allowing easy operation in spite of its large size, according to the company. Each entry is built-to-order and can be individualized with wide and tall sizes, unusual shapes, rare wood species, bright and bold finishes, finely crafted glass and other selections.
The Talk

By Stuart Rogers

If you read any trade newsletters or magazines, you’ve seen the positive news and forecasts for industry growth over the next couple of years. You’ve probably seen equal coverage on the need for skilled labor to support this growth, with dealers and manufacturers focusing on experience, education and certifications of potential new hires. 

However, finding individuals with industry knowledge, training and certification is a hard path. There are not many hiring prospects with formal training in the industry. Those that exist are often higher up in their companies and aren’t often looking to move or make a change. Plus, smart employers try to hold on to their best employees. As a result, we tend to hire on experience only. But, without certifications or formal industry training, it’s difficult to know exactly what quality of experience our candidates have.
What to do? About six months ago, I stopped hiring based on experience—which sounds like a recipe for failure. Still, I reduced the requirement for experience and started focusing more on attitude and aptitude as the priority, and the process has actually proven to be beneficial.
I found we were putting experienced hires through our onsite training program for standards and procedures anyway, but, with lesser-experienced staff, we weren’t retraining skills to our requirements. In the process, this also seems to have created better loyalty with new hires, as they appreciate our investment in them and their future.
What do you think about deemphasizing experience in favor of attitude and aptitude? Do you employ any “homegrown talent” or have you always looked for experienced staff members? Weigh in on this week’s poll, post a comment and/or shoot me a line with your thoughts. 
Looking at your "all-star" employees that you wish you could duplicate, how much industry experience did they have before they started with your company?
More than 10 Years
Five to 10 Years
One to Three Years
Less than a Year
No Experience at All

Do You Own Your Photography or Use Pictures from Your Partners (Manufacturers, Suppliers, Builders, etc.)?
Half the respondents to last week's poll report having some of their own pictures, but also using those from partners. Read the Full Results
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