Manufacturing recruiters are probably already discovering that their clients are looking to fill an increased number of open needs. Some of these positions will be on a temporary or temp-to-hire basis, while others will be for permanent placement. Regardless of the type of employee a company may need, supplemental staffing agencies can benefit in a number of ways should they fill these openings.
Obviously, the more placements that are made, the more money a staffing agency will generate. However, beyond the financial aspects, the most important part of this process is that the more a recruiter or staffing firm provides quality candidates to their clients, the greater the likelihood that clients will give them an opportunity to work on even more positions.
However, it's important for manufacturing recruiters to understand the trends that are taking place within their industry so that they can plan and strategize on how to best conduct their sourcing efforts.
For example, a recent report from the Columbus Business Journal, citing research conducted by the Federal Reserve Bank of Cleveland, revealed that companies based in Ohio and other Midwestern states are making the decision to utilize temporary workers as opposed to hiring candidates in permanent roles. Another trend that recruiters should find interesting is that although permanent placements are lower, there is an increased number of open positions that need to be filled.
Armed with information such as this, manufacturing recruiters can begin creating a blueprint on how to attract qualified candidates looking to be placed in roles that are likely to be temporary in nature - but with the potential to convert into a more permanent situation.
However, in addition to attracting talent, there must also be a strategy in place to retain workers as well. Supplemental staffing agencies face a lot of competition. As a result, individuals looking for work have a lot of options available to them when it comes to choosing a supplemental staffing firm that they want to work with.
Recruiters need to begin separating themselves from industry competitors by taking steps to develop a rapport with candidates to keep them from exploring opportunities elsewhere.
Recruitment and retention strategies
One of the inherent challenges for manufacturing recruiters is actually finding qualified individuals and keeping them busy, therefore minimizing the chances that they decide to work with another agency. The best way to avoid this situation, as a recruiter, is to begin developing a relationship with candidates from the first contact with them.
Manufacturing.net suggests developing a deeper understanding with each person that a recruiter is considering putting to work. Uncovering their personal likes and dislikes, as well as finding out what their ideal position is or even their dream company, is the first step in developing a bond with potential temporary worker that will also foster a sense of loyalty to the agency and the recruiter.
Citing a study conducted by Spherion, Manufacturing.net wrote that individuals who have experience working in the industrial sector are some of the most loyal and hard-working people around, but the nature of the industry itself can lead to dissatisfaction and cause an individual to look for opportunities elsewhere.
It's important for manufacturing recruiters to understand this and be prepared to receive this kind of feedback from supplemental workers so they will know how to properly offer rebuttals to keep them working on an assignment. Having a good relationship with a temporary worker, in many instances, can help a manufacturing recruiter maintain a placement and keep the agencies revenue stream flowing.
Following the suggestions provided here can help manufacturing a recruiter be successful in his or her career.