Staub Incorporated hires two key members in production support roles!
Adam Frank was hired to work in the Lathe Department. Since being hired, Adam has been soaking up knowledge about everything from setups to part inspection, and everything in between. When he’s not bowling or coaching PeeWee football, Adam enjoys spending time with his family and chasing around his 18 month old son, Lucas. He’s been here a few weeks, but he’s still amazed that setting some tools and entering a program can yield a finished part that you can hold in your hand as soon as the job is started. It can be overwhelming being thrown into such a complicated environment, but we’re glad to have Adam on our side.
Lee Kerwin is working for Staub as a summer intern. He’ll be entering his sophomore year at Alfred University in the Fall. Why would he choose to work in a machine shop instead of as a lifeguard for the summer? Well, actually he’s doing that, too! Lee came to Staub Inc. in order to gain some experience to add to the Mechanical Engineering degree that he’s working toward. We hope that your experience is beneficial, Lee!
We’re excited to have both Adam and Lee join the team at Staub. Both were hired with some pretty strict hiring principles in mind. This post is a great opportunity to share with you how our company operates differently from many others in our industry. We look for different people than many other manufacturers would even consider interviewing. Tony Staub’s hiring practices have evolved over time. What used to be his very top requirement, is now one of the last topics that come up in an interview.
A Change in Philosophy
Tony Staub has been in business for almost 40 years. The company peaked at 34 employees in 2012, and with the addition of Adam and Lee we’ve leveled out at 27. Among the 27 people that work at Staub Incorporated, two are among the first machinists that Tony hired. Dave Chowaniec and Jim Latham have both been with Tony for more than 25 years.
When Jim and Dave were hired, and until recently, Tony’s number one priority in hiring was to find skilled machinists. He then looked at experience, mechanical aptitude, and work ethic. He may have eventually considered personality, communication skills, and learning ability, but these were secondary considerations.
Now, when Staub Incorporated hires new employees, the qualifications have been turned upside down. First and foremost, Tony and our management team covet strong communication skills. We look for people with a personality that will fit the position and our unique company culture. Finally, the top tier of the qualification checklist includes learning ability. Questions about experience, machining skill, and mechanical ability are asked secondarily.
Hire Character, Train Skill
Tony believes, and has proven, that skill can be trained. Many of our key staff members (people writing programs, setting tools, inspecting parts, and assembling components) have learned all that they know about their job since being hired at Staub. We all know that character cannot be trained. People with the right attitude and the ability to communicate positively do not come around every day. At Staub Incorporated, our interview and hiring process is rigorous and purposeful, because we know that the people who work here will ultimately determine the company’s success.