Meet Erin Nyenhuis, Expertise Acquisition Supervisor at Gordon Meals Service (GFS) and Luke Southerington, Expertise Advertising and marketing Specialist at GFS

Our Hiring Hero Sequence showcases expertise acquisition execs throughout the globe who’re devoted to connecting folks with their subsequent nice alternative.

What does IT imply to you to be a Hiring Hero?

Erin: We’re simply matchmakers—which suggests my job is to seek out the best candidates for my supervisor and the best job for my candidates. So, for me, a hiring hero is whenever you discover that excellent match: your candidate is happy, and your hiring supervisor is happy. That’s the second we stay for. 

Luke: To me, being a hiring hero means making IT identified that our Jobs are extra accessible than they seem, primarily based on the job title. For instance, we’ve got a New American program at a number of of our distribution facilities the place there’s a job coach onsite who interprets for individuals who won’t communicate English, who won’t be conversant in the work, or who won’t be conversant in Gordon Meals Service.

What excited you about GFS and made you need to take the position?

Erin: I didn’t know something about GFS after I utilized for the job. However after I utilized for IT, I began speaking to folks locally… and everybody had nice issues to say about IT.

Luke: I grew up in Grand Rapids, Michigan, the place GFS is headquartered and has a terrific status locally. So IT was at all times a objective for me to work right here. Once I had the chance to affix the group, I used to be thrilled. Everybody I do know who’s labored right here has had a very optimistic expertise. There are advantages for you and the entire household—which is very nice.

Along with your relocation help program, New American program, and household advantages, what are another issues that make GFS stand out?

Erin: We’ve received a Ladies in Transportation group that encourages girls within the trucking/transportation business to develop and develop into management roles. Transportation is such a male-dominated business that, numerous instances, girls really feel like they should act in another way than they could in any other case with the intention to make IT. This group gives them with the neighborhood and help to simply be themselves.

How do you prepare your groups on skills-based hiring?

Erin: We’ve gotten so much higher in the best way our job posts are written. For instance, we all know from business research that many ladies will solely apply to Jobs in the event that they meet 100% of the necessities; whereas, males will apply in the event that they meet 60% of the necessities. So we’ve began eradicating something that’s ‘optionally available.’ So, if IT’s optionally available to have a highschool diploma/four-year diploma, we’ll go away off ‘four-year diploma.’ We’ll simply say, ‘Required: highschool diploma’ in an try to open up that pool of candidates.

What would you like candidates to know concerning the progress alternatives at GFS?

Erin: One of many issues I respect about GFS is that the alternatives are limitless. We’ve a program referred to as Rising Leaders. And that’s simply the beginning of the event alternatives. They actually develop from there. When you’re in transportation, and also you need to develop into the availability chain, there are alternatives to do this. There are alternatives to maneuver up in management. We’re at all times taking a look at that subsequent distribution heart that can open—and for leaders to assist develop the corporate from that perspective. Even inside our warehouse, there are alternatives to maneuver into leads, supervisors, managers, and administrators.

“At GFS, there are such a lot of alternatives to maneuver up, develop, and advance. I actually suppose that the alternatives are limitless.”

What are the principle causes somebody would need to work at GFS?

Erin: One can be that GFS makes investments in issues that can enhance our processes long-term. The corporate is pondering 10 years and extra into the longer term and is investing accordingly. One other one can be the development alternatives. I’ve by no means labored for an organization earlier than that’s so targeted on having a growth plan and dealing in direction of that. And never simply in phrase, however in motion. Lastly I’d say… rewards for efficiency. There are incentives to exit and get the job achieved precisely and shortly. And everybody at GFS participates in our revenue sharing. IT’s a protracted standing Gordon household philosophy to share the corporate’s success with staff.

“GFS is an organization that takes care of their staff. As a result of IT’s privately owned, the corporate is ready to make selections that aren’t at all times pushed by the underside line. They’re prepared to spend money on their staff and their prospects.”

Luke’s Suggestions for the Way forward for Recruiting

“I feel the way forward for recruiting is three issues: automation, specialization, and session. Lots of the recruiting course of will be automated, however IT doesn’t imply much less recruiters working within the TA area;  IT means making their Jobs higher. We’ve the chance to assist them specialize—be thought leaders—within the TA area and take a consultative method to the equation.””

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Be part of the Gordon Meals Service group!  As the biggest non-public distributor of meals and meals expertise merchandise in North America, GFS is at all times on the hunt for expert folks to fill a variety of roles. Check out a number of the positions Erin and Luke are hiring for proper now.

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