How do I judge the training level of a print shop’s newest hires?
Ask how new hires are trained, then watch them run a real job. Check reprint rates, who signs off their work and how long it takes before they work unsupervised. Ask supervisors which skills are still missing, since a shop that cannot train new people depends on a few veterans.
Begin with the training process. Is there a written checklist for press setup, colour checks, finishing and safety, or does each person learn by watching? Ask to see the records for the last few hires and who taught them. Where there is no record, ask the supervisor to describe it.
Next, observe the work. Spend time on the floor and watch how a newer operator sets up a job and handles a problem. Ask for reprint and spoilage figures by operator, and see whether errors cluster among newer staff. Speak with the supervisors about who they trust with rush jobs. Compare how the shop manages quality checks for work done by newer staff. A second pair of eyes before a job runs can show that training is working in practice.
Finally, think about the whole team. If key skills sit with one or two long-serving people, your plan should include keeping them. Ask whether new hires have stayed, and why others left. Your lawyer can advise on employment terms, and the staff you meet will tell you much about the culture you are buying.
Key takeaways
- Ask for the written training process and records for recent hires.
- Watch newer operators run a real job and ask supervisors who is ready.
- Note which skills sit with only one or two people.
- Compare reprint and spoilage rates between newer and longer-serving operators.
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Sources
This answer is checked against primary sources. Links were last confirmed on the dates shown.
- 01Business Development Bank of CanadaGovernmentHow to conduct due diligence when buying a business
- 02Business Development Bank of CanadaGovernmentWhat are the steps to buying a business?
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