• Wonderlic cognitive abilities test • Medical screening (including medical and workers compensation history)


• RSI screen as part of the medical screening


• Workplace Hazardous Materials Information System exam on com- puter— 70% pass required. Te management team determined


employee engagement was the key to productivity and profitability, and they mapped out a path to get there. First, they evaluated “the problem” and sought expert consulting from outside the company, then worked on buy-in from the top down. Te company’s leadership went through training to work together and make the most of their strengths and weaknesses, and then they formed common goals. Going forward, the team revamped the old hiring model to meet the operation’s current and anticipated future needs. The interview process is more


thorough and involves area supervisors.


Medical screening is still in place, as is safety training. New hires are trained in a new program that includes demonstrating what they have learned. The company also has imple- mented exit interviews. “Part of this whole


process was that we brought in a corporate coach a little over two years ago, to try to get employees more engaged and [ensure they] understand the significance of what they’re doing,” Davies said. “We’re family owned, and running the business like one big family worked with about 60 employees, many of whom are long-term, but we run


New furnaces being installed this year will shorten the distance to this 3,000-lb. capacity automated pouring line.


Melting and pouring at Lethbridge Iron Works is a carefully coordinated operation in constant motion. August 2014 MODERN CASTING | 25


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