We asked Perry about hiring efforts at the company. Here’s what he had to say:
Q. What’s the biggest challenge facing Worthington and others in the industry?
A. “With the nation’s low unemployment rate, the job market is becoming increasingly competitive for employers across the board. That’s a challenge we want to get ahead of — making sure we’re always recruiting, attracting and retaining the best talent. Worthington works to position itself as an employer of choice by partnering with our local communities, particularly our schools, to let everyone know what opportunities Worthington Industries has to offer right here in our backyard.
“A few examples include a robust total rewards program with employee benefits like a medical center and pharmacy. Through the mail-order pharmacy program, employees have access to prescriptions and over-the-counter products sold at cost; a wellness program offering free health screenings so employees can “know their numbers” and wellness tools, resources and incentives. There’s also a health care plan with monthly premiums that average less than half comparable companies; on-site barber shop/salon services where employees can get haircuts for $8 during work hours and plenty of opportunities for continuous learning through on-site and online training.”
Q: To what degree can your employees advance from entry-level roles to be promoted to greater positions within the company?
A: “Worthington Industries operates on the belief that people are our most important asset. This includes developing employees and preparing them with the resources they need to be promoted and advance in their careers at Worthington. In fact, at our Monroe facility, all five production and maintenance supervisors started with the company as entry level employees. Additionally, three of our five functional managers on staff also started with the company as entry-level employees. Your advancement is largely determined by your motivation and your effort. Worthington also provides on-the-job training, on-site learning and development classes led by our in-house professionals and hundreds of online courses through LinkedIn Learning (Lynda.com). Worthington also offers an educational assistance program with tuition assistance for participating employees. Currently, 5 percent of the Monroe workforce is receiving tuition assistance from the company as they work toward certifications, associates degrees, bachelor degrees and even one master’s degree. And best of all, our employees have no student debt when they graduate from school.”