Manufacturing Recruitment

Overall, working with a manufacturing recruiter can provide significant benefits to job seekers, including access to hidden job opportunities, industry expertise and knowledge, and personalized job search support. Recruiters can help job seekers save time and effort, navigate the job search process, and find great job opportunities that match their skills and experience.  Here are some additional thoughts:

1. Access to hidden job opportunities: Manufacturing recruiters have access to job openings that may not be advertised publicly, and in some cases are confidential.   These positions may be filled through referrals or connections, and may not be posted on job boards or the company’s website. Working with a recruiter can help you tap into this hidden job market and increase your chances of finding a great position.

2. Expertise and industry knowledge: Manufacturing recruiters specialize in the manufacturing industry and have a deep understanding of the industry’s trends, challenges, and hiring practices. They can provide valuable insights and guidance on your job search, including how to position your skills and experience to best fit the needs of potential employers.

3. Saves time and effort: Job searching can be a time-consuming and stressful process. Working with the right niche recruiter who legitimately understands your industry can help you save time and effort by streamlining the job search process. Recruiters can handle many of the administrative tasks associated with job searching, including resume screening, interview scheduling, and negotiating job offers.

4. Personalized job search support: Manufacturing recruiters provide personalized support and guidance throughout the job search process. They can help you refine your resume and cover letter, prepare for interviews, and provide feedback and advice to help you improve your chances of landing a job.

5. Strong network of industry connections: Manufacturing recruiters have a strong network of industry connections, including employers, hiring managers, and industry associations. They can leverage these connections to help you find job opportunities that match your skills and experience.

6. Salary negotiation support: Recruiters can provide support and guidance during the salary negotiation process, helping you to secure a competitive compensation package that reflects your skills and experience.

Our manufacturing client base uses a vast array of recruiting techniques to find, land, and retain the best possible talent within this highly competitive employee landscape.  The best bet is to approach staffing and recruiting challenges using a wide variety of techniques, and not overly rely on just one avenue.  Our many polls on this subject over the years have cited the following areas to be the most powerful:

• Networking with existing peers in the manufacturing industry
• Building a long standing relationship with the right niche manufacturing recruiting firm
• Manufacturing trade association memberships and sponsorships
• Employee referral programs
• Industry specific and general resume boards…if you have the time and to properly search, vet, contact, and follow through with candidates who, remember, are also being contacted by dozens of other companies
• Job postings, with the same caveat as above, if you have the proper time and expertise to aggressively pursue the respondents to your Ad, with the understanding that they also applied to a dozen other similar Ads that same day.
• College and/or trade school internship programs, heavy on your time investment up front, but can be a great way to land talent early in their path

We use a variety of platforms to find talented manufacturing specialists in your area of focus. Typically we’ll begin the search within our unique internal database of Manufacturing talent that has been grown and carefully curated over the last 20+ years.   We also subscribe to and expertly use the most premium versions of every single modern job board, tool, website, medium that you could possibly think of.

By working with the right manufacturing recruiters, you too will “have access” to all of that power.  A good recruiter will also post your jobs online, but not in the way most companies and agencies will.  Instead, having invested FAR more in the process than most, your Manufacturing job will show up near or at the very top search spot for any candidates who are seeking the type of job you are offering.

Your Manufacturing Recruiter will research, locate, contact, build a relationship with the right talent, help them understand the nuances and benefits of potentially joining your company.  At the same time helping you to see through the abstract, and genuinely understand what the candidate you are considering is capable of, how they compare to other peers, and if they are really the right match for you.

Manufacturing recruiters play an important role in the hiring process for manufacturing specific positions. They work with employers to understand their staffing needs and identify qualified candidates to fill those positions. This can involve sourcing candidates through job boards, online recruiting platforms, social media, and professional networks.

Once potential candidates are identified, the recruiter evaluates their qualifications and suitability for the position. This can involve screening resumes, conducting phone or video interviews, and assessing candidates’ technical skills, work experience, and fit with the employer’s culture.

Recruiters also provide guidance and support to candidates throughout the hiring process, including interview preparation and negotiation of job offers. They may also conduct background checks and verify references to ensure that candidates have the necessary qualifications and experience for the position.

Overall, the role of a manufacturing recruiter is to connect employers with qualified candidates who can help them achieve their staffing needs and goals. Recruiters can provide valuable insights and expertise to both job seekers and employers, helping to streamline the hiring process and ensure that the right people are in the right positions.

A good Manufacturing Recruiter will conduct very thorough research, screenings, and comparative analysis prior to introducing any interested candidates to you.   The goal during those conversations is to get to know the candidate, insure that their skillset is a match, determine exactly why they are looking for a new opportunity, confirm salary expectations, and often most importantly determine if they’d be a culture fit.

This is what we do for a living, all day, every day.  We know what to ask, what to look for, we know what the red flags are, we’ve seen what works and what doesn’t.  If the candidate checks most or all of the boxes, we will send them your way for consideration.

A good recruiter will typically screen candidates using a variety of methods to ensure they are selecting the best candidate for the job. Here are some common ways that construction recruiters may screen candidates:

• Resume Review: Recruiters will typically review the candidate’s resume to assess their education, work experience, and skills to determine if they are a good match for the job.
• Phone Interviews: Recruiters may conduct phone interviews to further assess a candidate’s experience, skills, and qualifications for the job.
• In-person Interviews: Candidates who pass the phone screening may be invited to an in-person interview to meet with the employer to assess their personality, communication skills, and cultural fit with the organization.
• Reference Checks: Recruiters may also contact the candidate’s references to verify their work history, skills, and character.
• Background Checks: Depending on the job and company, the employer may conduct background checks to ensure that the candidate has no criminal history or negative references.
• Skills Testing: In some cases, recruiters or the employer may administer skills tests or assessments to measure the candidate’s abilities in specific areas such as carpentry, electrical work, or project management.
• Online Presence: Recruiters may also search for candidates’ online presence, including social media accounts and professional networking sites, to assess their reputation, experience, and qualifications.

Overall, manufacturing recruiters use a combination of these methods to thoroughly evaluate candidates and ensure that they are selecting the most qualified and suitable candidates for the job.

We typically allow at least 7-10 business days for the recruiter to get the message about your hiring need into the Manufacturing market and gain traction.  During the search process the recruiter will provide weekly check in’s to provide timely market feedback as to what we’re seeing and any challenges we’re facing. 

In some cases we may need to adjust the parameters of a search in order to open up the candidate pool and have a better chance in finding talent.  We will be upfront and transparent if we are unable to identify any candidates for your role.

The typical hiring timeline to place a Manufacturing candidate depends on several variables, but if you assume that there will be two weeks of sourcing qualified candidates, roughly two weeks of interviewing, at which point the candidate submits their two weeks’ notice at their current employer, the process is likely to take roughly 6 weeks.  The timeframe could be shorter or longer, but we find 6 weeks to be our average. 

A good recruiter will keep you well informed throughout the course of the search, as we are well aware that your teams success can often be dependent upon finding, landing, and bringing your new hire up to speed as quickly as possible.