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In today’s economy, the search for manufacturing talent is more intense than ever. Reports of the widening skills gap – and the resulting competition for qualified applicants - appear in the news practically every day. As a rapidly expanding contract manufacturer, Fusion OEM has successfully addressed this issue by redesigning our hiring process to attract and retain the best and brightest applicants.
Prior to this change, our phone screening processes weren’t as conducive to discovering soft skills, characteristics that enable someone to interact effectively with other people. Instead, we used a series of written tests to measure technical aptitude. This traditional method did not lead to building much-needed conversations to find out who our applicants were. We wanted to know their strengths, their weaknesses, their goals, passions – who they were as people, not a set of scores. We place as much, if not more, emphasis on hiring an applicant that will fit culturally within our organization than hiring an applicant with superior technical skills. Therefore, we revamped our phone screening interview by adding the following questions: