If you want to find new hires or future employees treat them like you treat new sales and build an ongoing new hire pipleline.   

Define a new hire/talent pipeline

Discuss ways to to attract new hires to want to come and work for your company.

Look at how engaging local schools will plant the seed for future hires.  

Brian Katarski, Director of Industrial Sales at AquaPhoenix Scientific, has more than 14 years of experience in the industry.  As one of the original employees at APS Brian has had a variety of roles and experiences.  While always involved in sales, most of his early career focused on operations and introducing a lean/continuous improvement culture to the organization.  Brian currently volunteers as the chair of AWT’s STEM Task Force, a group working on water treatment related science experiments to help promote AWT as a career path to high school students.

In today’s tight labor market many of us in the water treatment industry continue to struggle to attract the right talent to meet our growing business needs.  The fact is many companies -regardless of size – simply rely on traditional methods for recruiting, interviewing, and selecting individuals in the hopes of landing an acceptable candidate to hire.  Basically, casting rods into the water and hoping to pull up the big fish.  Sometimes we get lucky; many times, we come up empty.  

To break this cycle of casting rods into the water and not getting the results we desire, we need to ask ourselves a few questions.  How can we become smarter and more efficient with attracting, recruiting, and building a  talent pipeline to fill our hiring gaps?  How do we break from traditional recruiting methods to explore “outside the box” methods?   How do you get individuals interested in the skills necessary to work in an ever-increasingly technology-driven industry? 

By attending this session, you will learn real life tested “best practices” to strategically engage and attract future employees by developing a community-based talent pipeline.  Find out what techniques succeeded and those that may require a little more time and attention.  Implement strategies that provide the opportunity for regular, ongoing interaction are required to create and maintain these important relationships.  These inlcude commnuity engagment, partnerships with local schools, and involvment in local organizations. 

Help your company stand out in a tight job market and start building your pipeline of talent immediately.  You’ll learn that it doesn’t have to begin with a vast amount of resources or labor;  rather from a few well-meaning partnerships, you’ll be able to attract a talented, engaged, and properly motivated workforce to meet your growing business needs.

Brian Katarski, Sales Director, AquaPhoenix Scientific

Brian Katarski, Director of Industrial Sales at AquaPhoenix Scientific, has more than 14 years of experience in the industry.  As one of the original employees at APS Brian has had a variety of roles and experiences.  While always involved in sales, most of his early career focused on operations and introducing a lean/continuous improvement culture to the organization.  Brian currently volunteers as the chair of AWT’s STEM Task Force, a group working on water treatment related science experiments to help promote AWT as a career path to high school students.