Finding workers often a struggle

Russell Stover Candies in Iola has more than 350 employees.
Across the street, Iola’s Advance Computer Enterprises is much smaller with 31.
Both, however, face similar challenges in finding quality employees in a shrinking labor pool.
Both would expand immediately if more quality workers are found.
Russell Stover would hire 20 employees immediately, to deal with high-demand seasonal candy production, Iola plant manager Darrell Weick told Iola and Allen County officials last month.
Likewise, “We’re looking at needing probably two or three more right now,” said Steve Prasko, co-owner at Advantage.
Weick and Prasko spoke separately with the Register about several topics facing industries today.
Russell Stover has a 40-percent employee turnover rate. That is, it must replace 40 percent of its employees, each year.
The number sounds high, Weick said, but requires some perspective.
“The level of employee turnover we experience is typical of the candy and food business and does not impact our production,” Weick said. “The 40 percent rate reflects seasonal workforce impact.”
Russell Stover’s business is dictated by the calendar. Employees are busiest at this time of year, not for Christmas candy, rather for following holidays, such as Valentine’s Day and Easter.
“We’re always one holiday ahead,” Weick explained to Iola and Allen County officials during a plant tour last month.
Because of the high demand, employees must work extended overtime sessions, which leads to the high turnover rate.
Getting 20 additional employees would alleviate some of that demand pressure, Weick said, but not all.
The plant has increased the volume of production annually the past five years, Weick said, and looks to do even more with the acquisition of RSC by Lindt, a Switzerland-based candy maker.
“With our new owner, Lindt, we expect the labor force to continue to grow or (at least) remain the same,” Weick said. “With Lindt taking over, there are numerous positive outcomes for RSC and the Iola factory.
“We want to be recognized as a company that cares for the environment and the communities we live and work in,” he continued. “Environmental concerns play an ever-increasing role in our decision-making process. We respect and feel responsible for the needs of the communities in which we live.”
With employees ranging in age from 18 to their 70s, Russell Stover offers a wage structure “that’s competitive in Allen County,” Weick said, and includes such benefits as health insurance and 401(k) retirement accounts.
There are challenges.
Weick said employees have told him about their difficulties in finding better housing, forcing some to commute to Iola.
But he disagreed with the notion that it’s become harder to find employees with a solid work ethic.
“We have continued to hire outstanding people of all demographics,” he said. “We have a very strong base of very productive team members, who have been here a long time. We really appreciate their great efforts.”
Weick estimated roughly half of RSC’s employees have been with the company for five years; half of those 10 years or longer. Several have been with the company since its doors opened in 1997.

PRASKO said the challenge at Advantage is finding employees with the proper aptitude to deal with rapidly changing technology.
“Our industry changes, with technology, every six months,” he said. “We kind of need a refresh every three to six months on what we have to learn, sometimes even quicker than that with viruses. You’re learning it as it’s hitting the industry, and you’re trying to figure out how to stop it. The aptitude for this challenge is a big hurdle.”
As such, Prasko looks for different qualities than other employers might.
“You don’t just hire anybody,” he said. “You need to find somebody who’s technology-minded, who loves to learn. There are so many things that come into play working for Advantage Computers and Jayhawk Software.”
Prasko estimates it takes a year or longer to properly train and equip an Advantage employee, much longer than it takes others.
“College degrees are a starting point, but they’re not a must,” he added. “Our employees are an investment for the next five or 10 years. We’re not making hoses. We’re a service-based company. Fixing technology is what we do. The knowledge to do that on a moving target is a challenge.
“We have guys with advanced college degrees, and those who don’t have any degrees at all,” he continued. “Both are exceptional employees and I’d fight you for every one of them.”

PRASKO has visited with Allen Community College officials about providing students with technology-based training.
“Christy Cutshaw (Allen’s computer science instructor) approached us about sitting on the college’s review board to see if what she’s teaching is something we can use.”
Prasko jumped at the chance.
“I’m thinking, is this community missing the boat on technology,” he said. “Why can’t I pull a kid right out of Allen Community College and put him to work. If we could shorten a year of training, if I could get that into six months, wouldn’t that be amazing?
“I’m not trying to reinvent DeVry, but I see what they’re doing over in Fort Scott (with its Harley Davidson and John Deere technical training programs) and I’m thinking, why hasn’t somebody embraced that in the tech world?”