Manufacturing industry recruiting tips have been a hot topic among many of our clients. I like to meet with people in certain specialties to learn things that may help our clients, and this is one area in particular that has raised a lot of interest. I recently had coffee with an HR director for a local manufacturing company to get her thoughts on how to recruit in this very competitive environment. Whether you’re deep into the heart of your recruiting efforts or just getting started, these 11 tips and tricks are here to offer you a deeper insight.
Be different. Don’t just list a position on a job site and hope you get any replies, let alone qualified ones. Put yourself in the job seeker’s mind. How do they look for jobs? How do they determine where to apply?
How you list a job on Google is critical. If you are looking for a welder, is there a better way to define that welder job – or any other position you’re looking to hire?
How does your website portray you as a company? What will a candidate learn about you, when they visit your site? Are you only giving them basic information such as pay, insurance, retirement, vacation, etc.? If so, think about also highlighting your company culture and employees.
How are you tracking candidates? Are you reaching out to candidates that looked into you but maybe gave up because they didn’t think they fulfilled all job requirements? They might think you wouldn’t be interested because they missed one or two of the requirements. Reach out to them. Say, “hey, let’s talk about that.”
It’s all about accessing the internet on the phone these days. In fact, on average users spend 3 hours and 35 minutes on their phone’s internet browser each day. Make everything easy to find, easy to read and easy to apply to. You might even consider just asking for name and email for each position – not bothering with resume, or other things that might make the application process take longer for the candidate.
It’s a no brainer to use Facebook, LinkedIn and others. Social media accounts for 1/3 of the time a user spends online so your chance of finding a potential employee here is high. Just be sure to focus on the candidate rather than your company pride in this particular job posting.
Be engaged with local high schools, tech schools and universities. Contribute to causes. Participate in events. Make sure your town knows you care and you give back.
Make sure the interviewer tells the candidate the same thing an employee might. Is there overtime? Training? Is it really a team environment? Can I grow? You don’t want the candidate to think they don’t have to work overtime only to find they are doing 60 hour weeks after they accept the job.
How do you greet them? What is the interview room like? Do you offer them something to drink? Is the interview about them or is about your company? Do they meet with current employees to gain their insights on the company? Do you follow up with them whether you hire them or not?
Be transparent. Share credit. Keep them informed. If there is good news for the company make sure to explain what that means to the employee beyond a better bottom line for the company.
If you haven’t made your company, culture and workplace benefits aware to candidates all along – you better start. There are no silver bullets. Think outside the box. Try hosting a BBQ outside your front door. Speak at public events. Join an association. Don’t just wait for qualified candidates to find you!
These are just a few manufacturing industry recruiting tips to consider. If you’re interested in launching a recruiting campaign, let’s talk!