When it comes to recruiting for manufacturing positions, there are two kinds of companies. The first kind sees recruitment as a series of one-time events, with the search for the right employee beginning only when need arises. These manufacturers tend to be in constant crisis, and are usually short-staffed. The second kind of manufacturing company knows recruitment is an ongoing event – searching for the best employees only when needed creates huge inefficiencies. Envisioning hiring as a one-time event simply leaves too much to chance, and when it comes to your bottom line, it’s important to keep control of as many variables as possible.
Hiring the right people, at the right time, for the right position is the very foundation of constant and consistent growth. You are hiring the people who are the future builders of your products and services. It’s one of the most important processes you can develop — and one of the most difficult. At Fusion OEM, these 6 tips have made our hiring strategy a success:
- Actively recruit. You lose precious time and money if you begin a hiring search only after an employee turns in their two-week notice. Even if you manage to post a job listing the very next day, your company will run behind each day you do not have a new employee working in that capacity. Therefore, your search for new talent should be as diligent as your search for new business.
- Promote referrals. Your employees should be your company’s biggest evangelists. They know the company culture and what separates a good employee from a great one. Offer an incentive for successful referrals, and be specific about the process.
- Update descriptions. Keep a living record of current job descriptions. This will save time in the event you have a sudden departure that you need to fill. It is much easier to edit an existing description than to create one under pressure. Bonus: in the job description, add an internal note about where the position will be posted – websites, alumni associations, job fairs, etc.
- Use templates. Prepare a set of questions that all interviewers will ask at each interview. That way, interview notes are consistent and comparison becomes much easier afterwards.
- Schedule in advance. Dedicate time to interview each week, and ask related Department Managers or supervisors to block their calendars accordingly. To maximize the block of time, schedule interviews back to back.
- Use a scorecard. Construct a firm idea of what you are looking for in a candidate or you’ll conclude the interview knowing what the candidate wants you to know, rather than what you need to know to reach a successful decision.
Don’t wait for a position to become vacant in your company before starting the search — keep a constant watch for new hires. At Fusion OEM, our systems monitor available talent on an ongoing basis. Chances are, the best employee for an open position will not always be available right at the moment you need them. If you count on timing to deal you a perfect hand every time, you’ll usually come up empty. But if you hire efficiently using these tips, you dramatically increase your chances of success.