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Contact: Tracy Hartman/Aloft Group, Inc.
978.462.0002 Ext. 103
thartman@aloftgroup.com

FOR IMMEDIATE RELEASE
June 2, 2005 

FIRST-OF-ITS-KIND PLASTICS AND PACKAGING INDUSTRY HIRING TRENDS
SURVEY RESULTS UNVEILED BY GROS EXECUTIVE RECRUITERS AND MAPP

Survey Results Track With Industry’s Slow Recovery 

Brentwood, TN – Gros Executive Recruiters, an executive recruiting firm that specializes in the plastics and packaging industry, and Mid-America Plastics Partners (MAPP), a network of plastics processors, together unveiled the findings today from their first-of-its-kind hiring trends survey of the plastics and packaging industry.   

This inaugural survey gathered data from plastics and packaging industry hiring managers to obtain comprehensive trend information surrounding hiring (including hourly vs. salaried employees), compensation, employee turnover rates, and the importance between experience versus education.

This survey follows Gros Executive Recruiters’ Salary Survey completed in December 2004, which surveyed plastics professionals and revealed comprehensive trend information surrounding compensation, benefits, and job security and satisfaction for the plastics and packaging industry.

Plans are for both surveys to be repeated on an annual basis.

“No hiring trend information exists on a comprehensive basis like this for our industry,” said Dennis Gros, president of Gros Plastics Recruiters.  “This hiring survey was done to better understand the hiring climate, where it’s been and where it’s headed, and I feel the results completely support the slow recovery our industry is experiencing.”

“Processors need to be equipped with information to help them benchmark their hiring and compensation strategies and I felt it was important for MAPP to get behind this survey and partner with Gros Plastics Recruiters,” said Troy Nix, executive director of MAPP.

How Hiring Survey Results Compared to Salary Survey Results

“We could clearly compare the hiring manager’s outlook to the individual plastics/packaging professional’s outlook on two issues: bonus compensation and turnover,” continues Gros. “The bonus information we obtained from hiring managers in this survey mirrored those of the individuals surveyed in the 2004 Salary Survey.  However, the turnover rate found acceptable in this survey did not follow the trends from the Salary Survey that indicated that the turnover rate should be higher. This tells me that individuals feel more comfortable about changing jobs than in recent years.” 

SURVEY HIGHLIGHTS

Overall Hiring

  • 43% of companies surveyed stated that their overall number of employees grew in 2004 as compared to 2003.
  • 28% claimed that their overall number of employees decreased in the same time period.

Hourly Vs. Salary Hiring 

  • 79% of survey respondents stated that they anticipate that the number of hourly employees at their companies will increase or stay the same in 2005 over 2004.
  • 81% of survey respondents stated that they anticipate that the number of salaried employees at their companies will increase or stay the same in 2005 versus 2004.
  • 24% of survey respondents stated that they are increasing the ratio of hourly employees to salaried employees in 2005.

Bonuses

  • 72% of managers stated that they anticipate they will give out bonuses this year.  This tracks with the 2004 Salary Survey that stated that 76% of employees anticipate that they will receive a bonus in 2005.

Turnover

  • 23% of survey respondents stated that the trend in employee turnover rate is increasing.
  • 62% respondents stated that under 5% turnover was considered acceptable at their companies.  (But note: Gros’ Salary Survey showed that 34% of all respondents will actively look for a new job in 2005.)

Education Vs. Experience

  • 41% of survey respondents stated that after 5 years of work experience, “education” and “work experience” become equal.

Career Advice

  • 21% of respondents, if asked to give career advice to a young person, recommended Research & Development/New Product Development as the best discipline, the highest response. 

About Gros Executive Recruiters

Gros Executive Recruiters is an executive recruiting firm serving companies and individuals in the plastics industry. The firm holds memberships in the Society of the Plastics Industry, and the National Association of Personnel Services.  Staff members of Gros Plastics Recruiters hold memberships in the American Society for Quality, the Institute of Packaging Professionals, and the Society of Plastics Engineers.  For more information, please visit www.PlasticsJOBS.com. 

About MAPP

In the 1990’s, a group of processors gathered on a routine basis to discuss issues that were relevant to running their businesses.  They were intrigued by how much they accomplished by focusing ONLY on processor issues.  Looking to explore further what a united group of processors could accomplish, they incorporated the Mid-America Plastics Partners (MAPP) in August 1996 as a not-for-profit trade association.  MAPP, the organization created by processors and for processors, has since become the fastest growing processor group of its kind in the country.

 The MAPP network consists of plastics processors (injection molders, rotational molders, blow molders, vacuum formers, extruders, compression molders, and more...) and all its activities continue to be driven by the plastics processors. For more information, please visit www.MAPPInc.com. 

Members of the media: please visit the Gros Executive Recruiters Hiring Trends Survey online pressroom: www.PlasticsJOBS.com/PressRoom to obtain survey findings and more detailed information. 

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