TLMI Announces DIY Toolkit Initiative as Key Labor Resource

TLMI announced that the association is releasing three new DIY Workforce Toolkits available to all association members. The new toolkits address candidate positions in customer service, quality control, and prepress. These new toolkits add to the two previously developed toolkits that were made available to members last year, addressing candidate positions for conventional and digital press operational roles.

In developing the new toolkits, TLMI worked closely with the association’s human resources partner, Affinity HR Group. Affinity moderated the focus groups for the toolkits and TLMI converter member companies nominated their top performing staff and operators who showcase all of the key skills and performance indicators for the roles targeted to participate in the moderated groups.

In addition to the Conventional and Digital Press Operator Toolkits, the Customer Service Toolkit was recently completed and is now also available as a complementary resource. The quality control and prepress operator toolkits will be made available to members before the end of the year. The new toolkit layout includes an additional number of dedicated templates for any role companies are actively hiring, including templates for job postings, interview questions, reference checks, and more.

Claudia St. John, President of Affinity HR Group, comments, “For each toolkit, we brought together knowledge experts in each of the candidate positions, so these are people who are currently in those positions. I met with each of these focus groups and asked them to tell me what they were doing each day. My team categorized these tasks into similar categories and created a corresponding list of responsibilities. We then asked our focus groups to rank each task from most important to least important and weigh each to get an idea of ​​how much time each task takes. We do this because some of these daily tasks may take up the majority of someone’s time, but they are not necessarily the most important things someone needs to do. If a potential employer is only looking to hire for the most important tasks, they could hire someone who may not have the skills to do what the job actually requires most of the time.

The focus groups enabled Affinity to create comprehensive profiles for each position in the toolkit, including the main duties and activities of the position, a skills ranking and a behavioral assessment. From these elements, Affinity was able to create an ideal candidate profile to facilitate the hiring process for potential employers.

St. John says, “The behavioral profile is critical if a company has a candidate they are considering hiring. This allows them to compare the candidate profile to the benchmark we created to see how the candidate compares to other high performing employees in the same role. The interview questions we put in the toolkits are based on the skills profile a company is looking for and each job toolkit has a unique set of interview questions.

Each of the TLMI toolkits includes a sample job application, sample job posting and detailed job description, ideal candidate profile, recommended set of interview questions, tips on how to structure interviews and a sample offer letter.

Linnea Keen, President of TLMI, comments, “We are excited to offer our members these toolkits to use for hiring and candidate profiling purposes. We all know how tough the workforce landscape is right now. Workforce development is one of the five central pillars of TLMI’s strategic plan and making these toolkits available is an important way for the association to continue to support our members through these challenges. unprecedented.

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