The manufacturing sector is aggressively looking for talented individuals with skillsets that can help push the industry forward. After a lull in hiring activity brought on by the recession, the economy has been slowly rebounding, and companies with manufacturing interests have lifted their hiring freezes and are once again looking to incorporate new blood into their business operations.
However, one of the drawbacks of not bringing on new talent, or at the very least, identifying qualified candidates, puts an organization at a severe disadvantage when additional personnel are needed. This is one of the reasons why companies will partner with a supplemental staffing agency that will take care of the sourcing and present the most qualified candidates who want to work on either a permanent or temp-to-hire basis.
Generally speaking, recruiting itself isn't difficult. However, it does require a bit of savvy and a high level of strategy in order to achieve success. There is more to sourcing than just reading a resume and identifying certain skills that an individual may have or how long he or she was actively employed in a specific role. This is especially true for manufacturing recruiters looking to place people in positions within an industry that has essentially undergone a complete facelift.
No longer does the industrial sector call for grunt work where candidates get their hands dirty for eight hours per day. Today, like most other business sectors, technology has completely reshaped the manufacturing industry. Recruiters who want to provide their clients with candidates who can come in and be an asset from day one need to stay abreast of the myriad of changes that have taken place within the sector. This will also help to create stronger recruiting strategies that can deliver the most optimal results.
Helpful sourcing tips for manufacturing recruiters
There are a number of myths floating around the supplemental staffing industry related on how to find and place the best candidates. The Houston Business Journal covered some of these in a recent post that recruiters should be mindful of.
As it relates to manufacturing, the most common myth to avoid is the belief that technical assessments are a better predictor of success than an actual in-person interview. Yes, the industrial sector relies heavily on skilled labor. However, many companies with manufacturing interests are beginning to understand that operations can increase substantially in a more collaborative work environment.
In short, organizations are beginning to make hiring decisions based on personality fit as opposed to technical skill. Manufacturing recruiters should work to understand the cultural elements of their clients' operations and carefully interview candidates to determine if they can integrate into an established corporate culture. It's important to remember that certain skills can be taught, but not all personalities mesh well together.
Another useful suggestion offered by Business 2 Community is to make sure that before supplemental workers are sent out to a client site, they have been thoroughly debriefed on what is expected of them. Communicating this information in a clear and concise manner, as well as setting a date and time to do a follow-up or check-in to see how things are going, will help manufacturing recruiters make better placements that have the potential to convert into permanent, full-time opportunities.
These are just two small components of what makes up a robust and effective recruiting strategy within the manufacturing industry. These suggestions can be used as a foundation that can be built upon to ensure that supplemental staffing agencies are providing the highest value to their clients by delivering only the best candidates on a consistent basis.