Recruitment process consulting for Paper Bag Makers: finding hands for festival peaks and a good setter
A paper bag unit hires in two ways: a quick crew for a surge and a few setters it cannot afford to get wrong. One process should serve both, from the call-back list to the trial on the machine.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsWhy recruitment process consulting matters in paper bag makers
Most units begin the search when the order lands. By then the best returning workers have joined the unit across the road, and the call goes out to strangers who are put on the machine with little time to learn. Setters are hired on a name and a handshake, and the owner finds out in the first size change that the new hand cannot set a die or read a reel.
A better process starts before the peak. Keep a list of workers who did well last season, with their tasks and the best time to reach them. Call them early. For setters, give a short paid trial on your own machine, with one size change watched by your best setter. Hand every joiner a half-day of machine and glue safety before they touch a reel.
How to set it up
1. Build the returning-workers list now
After each peak, write down who worked well, what they did and whether they would return. Add a phone number and a person who can reach them. Update it every season.
2. Describe each role in a few lines
For setters, handle fixers, counters and reel handlers, note the task, the machine, the shift and the pay basis. Use this note when you call, so people hear the same offer.
3. Trial setters on your own machine
Give the candidate a paid half day: one size change and a short run, with your senior setter watching. Note setting time, waste and how they handle a paper fault.
4. Run a half-day start for every new hand
Cover machine guards, glue and dust gear, the reel store and the counting method, with a buddy for the first shift. See the employee onboarding process.
5. Review who stayed after the peak
Count how many of the new crew were still there after a month, and ask the leavers why. Use this to improve the next call-back list and the pay offer.
Check these first
Before changing anything, find out what is true today. Use your own records for a defined period and note gaps in the evidence. The review may take longer if records are incomplete or spread across teams.
- Count how many workers from your last festival rush you could call back today by phone.
- Look at your last setter hire and note how long it took before they ran a size change alone.
- List where recent joiners found out about the job and which source gave workers who stayed.
- Ask your senior setter what a new setter must show in a trial before you would trust them.
GullyHR can do this with you. Read how we approach recruitment process consulting in general, or share your requirements and we will tell you where to start.
Questions owners ask
Start well before the expected rush, as soon as the order outlook is clear. Workers commit to the first unit that gives a firm date and a fair rate.
Usually yes. One bad hire wastes paper, machine time and the crew's patience. A half day with your senior setter watching shows more than an interview.
Yes. A one-page role note, a call-back list and a simple trial are enough. We would shape them around how your unit already works.
We set up the interview and hiring process for paper bag makers
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.