Many people strive for the secret to building a successful business with loyal hardworking team members. Leonard Automatics believes it has found a way.
Just how do they find the right people?
Skills and talent are just two characteristics hiring managers at Leonard Automatics seek in prospective team members.
“We dig deeper in our hiring process,” says General Manager, Scott Abernethy. “We specifically look for people who work well with the rest of the team, are dedicated to the company, are honest, have integrity, have a good work ethic and are passionate for a cause.”
Many human resource professionals would think that’s a pretty tall order. But Leonard Automatics has been finding those qualities – and more – in our country’s veterans.
Leonard has been recruiting veterans for over 20 years. “Not only do veterans have the skills we need from their training in the military, but they are taught to be loyal, disciplined, honest, they have a can-do spirit and understand that the job is bigger than them…that the team is essential to the quality of the product and technical support,” says Leonard’s Vice President, Dan Farnsworth.
Including management team members hailing from our front lines, Leonard’s office staff is comprised of 25% veterans and its technical service team touts 100% veteran team members. The service team at Leonard Automatics touts former members of the Air Force, Navy and Marine Corp.
To find the appropriate veteran for the job Leonard works through a recruiter who helps align the required skill set with corresponding military job titles.
“Recruiters know which military jobs tend to work best with the civilian counterparts based on past performance,” says Abernethy. “When they hire military recruits for a job, the typical proficiency skill test is not required. For instance, if a candidate has an Avionics Technician title, the government ensures they are proficient in that job. So if they have the title, they have the skill set required to achieve the title. We typically favor titles that are the strongest in electrical or electronics as they are more difficult to pick up without formal training.
Once hired at Leonard, ‘recruits’ learn the ropes through a training process in which new team members work on equipment in the plant, study electrical schematics, field support calls, assist senior techs in the field, plan jobs under a senior tech’s supervision, independently handle an install and they are encouraged to get involved on prototype equipment as soon as possible.”
Abernethy adds that the primary reason Leonard works with military recruiters is that it can be challenging to find qualified people. ”We are not accustomed to providing anything short of the best service possible for our customers,” he says.
Leonard customers also benefit from the intangible ‘it’ factor that ex-military personnel exhibit says Abernethy. “Many have achieved a certain level of leadership and have led or managed teams of people. The ability to plan and direct is a very important skill when managing a project with a customer and several contractors. They are highly responsible individuals – an absolute must for success.”
Top right: Leonard Automatics’ team member Marc Helton served in the Navy. He has been with Leonard Automatics for 17 years.
Top left: Team member Isaac Norman served in the navy and has been with Leonard Automatics over a year.
For more information visit the company’s web site: Leonard Automatics